The Future of Workforce Compliance: What HR Leaders Need to Know

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The recent FCC investigation into Comcast’s DEI practices signals more than an industry-specific issue—it suggests potential increased regulatory scrutiny across various sectors. With the recent confirmation hearing for Labor Secretary nominee Lori Chavez-DeRemer, her past support for pro-union measures like the PRO Act and the Public Service Freedom to Negotiate Act introduces some uncertainty about her role in the Trump administration. If she is confirmed, we anticipate a renewed federal focus on workforce compliance, particularly concerning DEI practices and the hiring of undocumented workers.

These developments are part of a larger shift that HR leaders must navigate carefully. As workforce policies come under increasing scrutiny, organizations need to be proactive in adapting their compliance strategies. HR leaders must stay ahead of the curve by understanding the implications of these regulatory shifts and preparing their organizations accordingly.

What This Means for HR Leaders

1. Increased Audits

Federal agencies may intensify audits and investigations into workforce policies related to DEI, hiring practices, and overall compliance. Organizations should anticipate an uptick in inquiries regarding how they implement diversity, equity, and inclusion initiatives and whether they adhere to federal hiring laws.

2. Funding Compliance Risks

For nonprofits and organizations receiving federal funds, compliance with the Office of Management and Budget (OMB) Uniform Guidance (2 CFR Part 200) is essential. Failing to align with these regulations could result in funding cuts or disqualifications from future grants.

3. Shifting Enforcement Priorities

Employers should be prepared for changes in enforcement, particularly in relation to DEI policies, unionization efforts, and the hiring of undocumented workers. With the evolving regulatory landscape, policies that were once encouraged may now require reassessment.

Proactive Steps for CHROs

Strategic workforce planning is critical in times of regulatory uncertainty. HR leaders can take several proactive steps to ensure compliance and mitigate risk.

1. Conduct a Comprehensive Review of HR Programs & Hiring Practices

Perform an internal audit to ensure all workforce policies align with current and upcoming regulatory expectations. Areas to review include:

DEI training programs: Do they align with federal guidelines, or do they carry legal risks?
Hiring practices: Are recruitment and selection processes compliant with equal employment laws?
Wage and hour policies: Are compensation structures in compliance with the Fair Labor Standards Act (FLSA)?

2. Implement Internal Audits & Compliance Checklists

HR teams should conduct periodic audits to assess risks and prepare for potential external reviews. A strategic compliance checklist should include:

Reviewing DEI policies to ensure they align with federal expectations.
Verifying hiring documentation and eligibility verification processes.
Ensuring adherence to labor laws related to undocumented workers.
Documenting all compliance efforts to support transparency in audits.

3. Monitor Federal Agency Actions & Legislative Developments

Staying informed is critical. HR leaders should:

Subscribe to regulatory updates from the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other relevant agencies.
Join HR associations and industry groups for real-time insights on policy changes.
Regularly review legal bulletins and reports from employment law firms.

4. Strengthen Compliance Documentation & Training

Having well-documented policies and procedures is a vital defense against legal challenges. HR leaders should:

Maintain up-to-date records that meet federal audit standards.
Train HR teams and managers on compliance best practices.
Implement a clear record-keeping strategy to demonstrate adherence to labor laws.

5. Develop a Response Plan for Regulatory Inquiries

Preparation is key to navigating audits or compliance investigations. Organizations should:

Develop response templates for regulatory inquiries.
Establish a cross-functional compliance team to handle audits.
Keep legal counsel informed on workforce compliance matters.

Stay Ahead of Workforce Disruptions

As federal agencies intensify their focus on employment policies, HR leaders must remain informed and agile. Regulatory scrutiny is increasing, and organizations that take proactive steps now will be better positioned to adapt. By strengthening compliance measures, monitoring legislative shifts, and preparing for audits, HR professionals can protect their organizations from risk and turn compliance challenges into strategic opportunities.

For Further Insights or Strategic Guidance:

Reach out to us for in-depth analyses or strategic workforce planning support.

Stay proactive, stay compliant, and let us help you turn regulatory challenges into opportunities for improvement.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.