Employco Blog

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal equal employment opportunity (EEO) laws, including Title VII of the Civil Rights Act (Title VII). Title VII requires employers to provide reasonable accommodations for an employee’s and applicant’s sincerely held religious beliefs. Failure to provide reasonable accommodations can have significant consequences for employers, including costly litigation and claims, and decreased employee morale.

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When employees are injured or become ill on the job, they may be covered by various laws. For example, workers’ compensation is a form of insurance that provides financial assistance, medical care and other benefits for employees who are injured or disabled on the job. Also, the federal Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid, job-protected leave a year for various reasons, including medical leave when an employee is unable to work because of a serious health condition. A workers’ compensation injury that requires hospitalization or incapacitates an employee for more than three days and requires continuing treatment by a health care provider generally qualifies as a serious health condition under the FMLA.

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We recently released our HR Compliance Calendar to help your business stay on track with key employment-related deadlines throughout the year. HR compliance can be complex and involves many moving parts. Keeping track of deadlines during 2026 can help your business stay organized and avoid the penalties or workplace disruption that may be triggered by noncompliance.

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Health care costs have been growing at an alarming rate in recent years, and they’re not slowing down. Surveys project that U.S. health care costs are likely to increase in many cases over 10% in 2026. Regardless of the exact figure, employers can expect their health care costs to continue to skyrocket throughout 2026.

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Delaware Enacts Pay Transparency Law – On Sept. 26, 2025, Delaware enacted a law requiring employers to include salary or wage ranges and benefits information in job postings. The law takes effect on Sept. 26, 2027, and applies to employers with 26 or more employees.

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During the fall and winter months, respiratory viruses tend to spread more widely. Common respiratory viruses include the common cold, influenza (flu), respiratory syncytial virus (RSV), and COVID-19. Although some people have mild symptoms when they catch a virus, others get sick enough to be hospitalized, especially older or higher-risk adults.

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The gig economy is a system in which organizations engage individuals, often through digital platforms or intermediaries, for temporary or task-based work, rather than relying solely on full- and part-time employees. It’s quickly becoming a key component of the world economy. Organizations are increasingly turning to gig workers to meet labor demands, especially as they navigate shrinking budgets and evolving workforce expectations.

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In recent years, there have been significant changes in employee leave laws at the state level as states continue to pass and expand leave laws. As leave entitlements expand, numerous leave law trends have emerged.

In particular, states have implemented new paid sick leave (PSL) and paid family and medical leave (PFML) programs. Other states have updated their PSL and PFML laws to stay current with the provisions of the newer laws. Other significant trends include state PSL ballot measures, expanded reasons for leave, expanded definitions of “family member,” and the redesigning of state PFML laws to work with the federal Family and Medical Leave Act (FMLA). Another particularly interesting trend has been the emergence of voluntary paid family leave insurance programs.

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Question: I’ve heard of “employment at-will.” Can you tell me what it means, and is there any state in the U.S. that isn’t an “at-will” state?

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When the COVID-19 pandemic forced organizations to rethink the traditional office, hybrid work quickly emerged as a practical solution. Employees adapted to remote tools and flexible schedules, while employers experimented with new policies to maintain productivity and engagement.

What began as a temporary response has now evolved into a long-term reality. Some studies have found that 12% of employees now work fully remotely, while 28% work in a hybrid arrangement. In other words, a significant share of workplaces are actively supporting hybrid teams and refining this model for the long haul. This shift raises important questions for employers: How should hybrid work be structured? What does the future look like? How can organizations position themselves to succeed in this evolving landscape?

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