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HR teams are stuck juggling outdated systems, limited staffing and rising employee expectations, while employees are often left unclear on their options, timelines or pay. The fastest path to relief? Use technology to streamline leave from start to finish without losing the human touch.

By now, you likely have heard about the Trump administration’s renewal and expansion of the Payroll Audit Independent Determination program. Employers should know that there is another DOL-sanctioned option that’s especially useful if they’re not quite sure that what they have done is a violation.

Is it acceptable to state: “Employees have seven calendar days to report a covered absence. Absences not reported within seven calendar days can still be counted towards FMLA/ADA/PWFA; however, the employee will be held accountable for failure to report in a timely manner”?

A recently filed case puts a different spin on telework accommodations. A disabled employee asked to return to the office five days a week as her accommodation.

Social media activity—from an employee’s seemingly harmless TikTok to a CEO’s ill-advised Instagram story—can trigger lawsuits, government investigations or viral outrage that damages a brand overnight. For HR professionals, managing these risks is now a core part of the role.

Do you have employees who are always tattling on co-workers about minor rulebreaking? If so, don’t worry too much that the complaining employee can spin that into protected activity under whistleblowing provisions.

The lawsuit argues that the EEOC is legally obligated to process the complaints as part of its core mission to end workplace discrimination based on sex.

The One Big Beautiful Bill Act brings sweeping payroll and tax changes that HR teams must quickly adapt to—some already in effect as of Jan. 1, 2025.

In recent years, federal courts have consistently sided with workers who have run out of leave and still need more time off before returning to work. However, there is a limit to how much time the disabled employee can take off.

Lucas had been serving as acting chair since the beginning of the second Trump administration in January, presiding over an agency that does not have a quorum and cannot conduct substantial business until another commissioner is confirmed.