The unpredictability of 2025 has been an uphill trek for HR teams across the U.S. This year brought substantive employment compliance changes to policies that have been in force for decades. 

HR compliance mistakes are one of the biggest and most avoidable drains on your budget. A single error—whether a missing Form I-9, an outdated poster, or a misstep in pay transparency—can lead to fines, lawsuits, reputational damage, or even lost contracts. Enforcement agencies are stepping up audits across industries, and penalties are higher than ever. 

Every U.S. employer, regardless of size or industry, is required by law to confirm each new hire’s identity and verify that they are authorized to work in the United States by completing a Form I-9. Even small mistakes in I-9 management, like an incorrect date or a missing field, can trigger costly I-9 violation penalties.  

2026 is quickly approaching, and HR professionals working in federal contractor organizations have more than just recruiting goals, engagement strategies, and technology investments to think about. A new year means new goals and expectations, and when it comes to federal contractor compliance requirements, staying ahead is a must. 

Ensuring your business stays compliant with federal and state regulations is essential for all HR professionals. Missing a filing deadline or form submission can be costly both financially and reputationally to your company.  

High-volume hiring seasons, whether during the holidays, back to school rush, or company growth spurts, can quickly overwhelm HR departments. When dozens, or hundreds (or more!), of new employees are onboarding all at once, the pressure to balance speed, compliance, and a positive onboarding experience becomes all too real. 

Hiring a new employee should generate momentum, not a compliance minefield. But for many employers, the I-9 process creates legal risk, especially when hiring remotely. An overlooked signature or incomplete form can turn employee verification and onboarding into a liability. Meanwhile, increased federal enforcement under the Trump administration is raising the cost even for minor errors. All of this highlights the importance of a standardized, compliant onboarding process where I-9s are done right the first time, no matter where or how you hire. 

Are your hiring decisions truly fair, or could they be challenged? A clear merit-based hiring strategy helps provide a straightforward and structured way to evaluate the best candidates based on qualifications—not bias. 

Let’s be honest, I-9 retention is one of HR’s “do-it-right-or-pay-later” responsibilities. If you've ever asked yourself “How long do I really need to keep this Form I-9?”  you're not alone.  

With the recent rescission of Executive Order (EO) 11246, many employers, especially federal contractors, are reevaluating their approach to compliance. However, while EO 11246 is no longer in effect, compliance obligations remain under both Title VII of the Civil Rights Act and the Uniform Guidelines on Employee Selection Procedures.