This article provides strategic guidance for employers, as outlined by OutSolve and Roffman Horvitz.

OutSolve recently hosted an insightful webinar, I-9 Compliance & E-Verify Regulations Under the Trump Administration, led by Desirée Throckmorton, VP of I-9 Operations at OutSolve, and Alissa Horvitz, Member Attorney at Roffman Horvitz.

Labor law posters may seem like a set it and forget it task, but HR teams could face non-compliance risk if they aren't kept updated.  Don't second guess your processes and wonder when minimum wage last changed, or if your state updated a leave notice, or if OSHA issued something new you missed. Automatic poster renewal services can help take this burden off your plate. 

Do you feel like HR compliance is a continuous juggling act? Between changing labor laws, multi-state requirements, and internal policies, HR often spends more time on repetitive tasks and paperwork than focusing on people. This is where an HR compliance as a service provider, also known as HR CaaS, comes in. It’s a modern approach that helps HR simplify, streamline, and stay ahead of compliance requirements.

Information in this blog is based on a webinar OutSolve hosted on March 11, 2026 titled DEI Developments in 2026: An Employer Update from OutSolve and Roffman Horvitz. You can download the recording here.

Not long ago, many companies had a regular cadence and rhythm of HR compliance. Managing requirements was straightforward, and teams could often get by with a simple checklist and calendar of responsibilities.

Today’s HR leaders aren’t just managing people. They’re managing risk, data, culture, and compliance in an environment that seems to change by the quarter, if not month.

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. 

The recent letter from the EEOC to Fortune 500 leadership signals a renewed focus on ensuring Diversity, Equity, and Inclusion (DEI) initiatives align strictly with Title VII and other non-discrimination mandates. While the agency confirms that most inclusion efforts remain lawful, employers must now carefully distinguish between broad outreach programs and decision-making processes that could be viewed as using protected traits like race or sex as determining factors. 

We all know the feeling. In Q4, strategic planning is in full swing, and the roadmap for the upcoming year looks pristine. You have a solid compliance strategy, new initiatives lined up, and the budget approved. On paper, it’s perfect.