This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Uses of artificial intelligence (AI) programming continue to grow, as AI platforms offer new ways to complete more tasks in less time. While the federal government has been encouraging almost unfettered development, many states, including Colorado, have passed regulations related to the use of AI technologies in the workplace. In 2026, Colorado passed a new AI law that requires employers to take affirmative steps whenever they use AI-based programming tools to make consequential decisions. Shortly after the law passed, Elon Musk’s company X.AI challenged the law in court, joined by the federal government.

In Part 1 of this series, we explored how pay transparency and pay equity have expanded from compliance concerns into business priorities. We discussed the benefits of building structured compensation programs, the risks of getting transparency wrong, and the broader impact compensation decisions can have on operations, finances, and employer reputation. 

A mid-year HR compliance audit helps organizations catch Form I-9 errors, compensation gaps, AI bias risks, and federal reporting issues before they become violations. HR teams should review these four key areas to ensure they are on the right track for the rest of the year.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Compensation practices today are under a level of scrutiny we've never seen before. Employees are more willing to discuss pay with coworkers. Candidates expect salary ranges before they apply, and a growing number of states are requiring employers to be more transparent about how compensation decisions are made.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

HR continues to manage both people and increasingly complex compliance requirements. Between new and changing regulations and growing business demands, keeping everything compliant has become a full-time challenge. That’s why many companies are considering making the switch to an HR Compliance as a Service (HR CaaS)partner as a smarter, more sustainable approach.

For HR professionals working in federal contracting, compliance isn’t one single responsibility, it’s a collection of overlapping rules that touch hiring, pay, documentation, and reporting throughout the entire employee lifecycle.