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3 Significant Regulatory Or Legal Changes HR Professionals Should Prepare for in 2024

3 Significant Regulatory Or Legal Changes HR Professionals Should Prepare for in 2024

3 Significant Regulatory Or Legal Changes HR Professionals Should Prepare for in 2024

As HR professionals look toward the evolving landscape of 2024, we’ve gathered insights from a Senior Consultant and a Civil Trial Specialist to illuminate the path ahead. From embracing pay transparency compliance to anticipating changes in workplace harassment laws, here are three expert perspectives to prepare you for the regulatory shifts on the horizon.

  • Embrace Pay Transparency Compliance
  • Prepare for Leave Laws and OSHA Updates
  • Anticipate Workplace Harassment Law Changes

Embrace Pay Transparency Compliance

Several cities and states have passed pay transparency laws, requiring many employers to include pay ranges in their job postings. HR professionals in these places—from California to Colorado to New York—should ensure they are in compliance, but don’t stop there.

Take this as an opportunity to evaluate your organization’s pay philosophy and salary bands. Are they competitive with market pay, linked to internal career levels and competencies, and equitably distributed to your employees?

Too often, companies will take the bare minimum step of posting an enormously broad pay range, which is not useful for applicants nor is it in the spirit of these laws, rather than use this as a catalyst to build an effective, holistic, and fair system for compensation and the interrelated areas of performance management and advancement.

Joshua De LeonJoshua De Leon
Senior Consultant, DEI, Peoplism

Prepare for Leave Laws and OSHA Updates

Regulatory changes on the horizon for 2024 include additional state-paid leave and absence leave laws. State governments are increasingly recognizing the importance of providing employees with adequate time off for various reasons, such as illness, caregiving, or personal reasons.

HR professionals should also be aware of the OSHA Final Rule on Workplace Injury and Illness Reporting Requirements (29 CFR 1904), set to go into effect on January 1. This rule amends recordkeeping and reporting requirements, mandating certain employers to submit injury and illness information to OSHA electronically. HR professionals should familiarize themselves with the new reporting requirements, ensure accurate recordkeeping, and establish processes for electronic submission to comply with this regulation.

Melinda Honcoop Melinda Honcoop, Fractional HR Consultant and Advisor, Agile in HR

Anticipate Workplace Harassment Law Changes

HR professionals should keep a close eye on potential changes in workplace harassment laws. There’s a growing awareness and push for more comprehensive legislation to address various forms of workplace harassment, including issues like bullying and microaggressions. It’s likely that jurisdictions will refine existing laws or introduce new ones to create safer and more inclusive work environments.

So, brushing up on your company’s harassment policies and staying abreast of any legal updates will be key to fostering a positive workplace culture and steering clear of legal pitfalls.

Mike SchmidtMike Schmidt
Civil Trial Law Specialist, Personal Injury Trial Law Specialist by the Texas Board of Legal Specialization, and Civil Trial Specialist by the National Board of Trial Advocacy., Schmidt & Clark

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