This article is the third in an OutSolve research series for HR professionals that provides an analysis of the Trump Administration’s proposed changes to I-9 employment eligibility verification and other issues related to having foreign nationals in your workforce. While recognizing that specific policy details are still emerging, this series draws on historical precedents, administration statements, and expert analysis to offer insights and provide practical guidance to HR leaders. 

In April 2025, a new Executive Order directed federal agencies to deprioritize enforcement actions based on disparate impact liability. This shift may reduce cases or pressure from the EEOC, but it doesn’t eliminate the legal or reputational risks your organization could face when policies result in unequal outcomes. 

OutSolve commissioned independent research on the state of immigration enforcement and the effect it may have on HR professionals. The information in these articles is provided for general education purposes.    

OutSolve commissioned independent research on the state of immigration enforcement and the effect it may have on HR professionals. The information in these articles is provided for general education purposes.   

Imagine an ICE agent walks into your workplace and hands you a Notice of Inspection (NOI) for a Form I-9 audit. What do you do? 

President Trump has nominated Brittany Panuccio to become a commissioner at the Equal Employment Opportunity Commission (EEOC). There are currently three empty seats on the five-member panel at the EEOC and this nomination, if approved, would fill one of them leaving two open.  

Before your company attests to no "illegal DEI," listen to our latest outRageous HR podcast: DEI or Discrimination? Navigating Policy Shifts While Staying Compliant. “When we certify with the government it comes with an extreme amount of penalties when you get it wrong,” says Kathlyn Perez. "You're telling the government...I don't believe there's discrimination in my programs or how my manager's are making decisions."

On April 15, 2025, ten former senior officials from the U.S. Department of Labor (DOL), including past leaders of the Office of Federal Contract Compliance Programs (OFCCP) and former Solicitors of Labor, released an open letter to federal contractors. This letter addresses the recent rescission of Executive Order (EO) 11246 by President Trump and the subsequent issuance of EO 14173, titled "Ending Illegal Discrimination and Restoring Merit-Based Opportunity." 

Human Resources professionals understand how important and challenging it can be to remain updated and compliant with labor laws. This is especially true when managing multiple locations or remote employees across different states. One component of multi-state HR compliance includes ensuring you meet all state and federal labor law poster requirements.  

April is here and with that comes the end of the 90-day safe harbor period for federal contractors complying with EO 11246. As April 21, 2025, approaches, federal contractors are obligated to transition away from EO 11246 requirements, or affirmative action plans (AAP) for women and minorities to EO 14173.