outsolve insights

The countdown to 2026 starts now. Don’t wait until the new year to scramble — smart HR leaders are already mapping out their strategy. Whether you're navigating seasonal hiring, budgeting for new laws, or refining your compensation strategy, a solid plan now means fewer headaches later. 

The government shutdown is in its third week and human resource professionals find themselves in a tough spot. They must balance continuing operations as normal with the knowledge that their employees may be feeling stressed or tapped out, especially if they are not getting paid or fear losing their job. 

It’s hard to believe that the end of the year is here. With the final quarter of the year upon us, HR teams are entering one of the most critical planning seasons of the year. Now is the time to begin refining your HR strategic plan for next year. While other departments may be winding down, Q4 is HR’s opportunity to move full speed ahead and lay a solid foundation for the coming year. 

When it comes to employment eligibility verification, few documents are as critical and error prone as the Form I-9. HR juggles compliance, onboarding, and documentation every day, but one misstep with Form I-9 can lead to significant consequences in 2025. This is especially true when it involves what's known as a substantive error. 

Welcome to Part 1 of our 3-part research series, “I-9 Compliance Trends: Enforcement Risks and Best Practices.” 

The regulatory pressures on human resources are intensifying. Between shifting federal mandates, evolving pay transparency laws, and rising scrutiny of workforce practices, compliance has become a strategic risk for even the most seasoned HR leaders. 

OutSolve, a leading national provider of employment compliance solutions, is expanding its service capabilities through a new collaboration with Roffman Horvitz, PLC, a law firm with decades of experience assisting government contractor and other employers with human resources compliance and employment data analytics. This alignment delivers a powerful combination of legal insight and operational support, designed to help employers strengthen compliance programs, reduce risk, and navigate government scrutiny with confidence. 

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.

One of your top priorities as an HR professional is maintaining compliance with various state and federal regulations. A key compliance regulation effecting all employers is making sure that any employee hired onto your payroll is legally eligible to work in the United States. This is where Form I-9, the employment eligibility verification form, comes into play.  

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?