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Your Top Destination for Human Resources Compliance Knowledge

Overwhelmed by all the regulatory compliance information out there? The J. J. Keller® COMPLIANCE NETWORK makes it simple by providing easy access to timely news, expert resources, and other personalized content!

For many human resources professionals, staying ahead of regulatory changes from the Department of Labor (DOL) and other agencies means consulting multiple resources and finding the details that are actually relevant to their business.

COMPLIANCE NETWORK is an online platform that delivers top-notch content from the leaders in human resources and employment law compliance. When you create an account, you can build your profile with key information about your business to see a feed of content custom-tailored to your compliance needs.

Compliance Network is the perfect way to ensure you never miss important updates, like these trending HR articles:

Most Recent Highlights In HR

News Employee Benefits Change Notices Change Notice Associate Benefits & Compensation Associate Relations Termination HR Generalist New Jersey HR Management English Focus Area Human Resources Unemployment
2026-08-20T05:00:00Z

New Jersey opens Employee Separation Reporting Portal

Effective date: July 31, 2026

This applies to: Employers with employees in New Jersey

Description of change: Employers must report an employee’s separation to the Division of Unemployment Insurance Employer Response Portal within 7 days of a worker’s separation, including layoffs, terminations, resignations, or retirements. Employers shouldn’t wait for an employee to file an unemployment claim before they report the separation.

Employers must be registered with Employer Access to use the new Employer Response Portal.

New Jersey employers were required to report all employee separations electronically through the Employer Access portal as of December 8, 2025. However, the state paused implementation while it built the reporting system, which is now active.

View related state info: Unemployment – New Jersey

IRS gives more guidance on the OBBBA overtime tax break
News Industry News Industry News Wage and Hour Wage and Hour Associate Benefits & Compensation HR Generalist Fair Labor Standards Act (FLSA) Overtime Associate Relations English HR Management Focus Area Human Resources USA
2026-08-20T05:00:00Z

IRS gives more guidance on the OBBBA overtime tax break

On August 6, the Internal Revenue Service (IRS) posted updated frequently asked questions (FAQs) on the new deduction for qualified overtime compensation under the One Big Beautiful Bill Act (OBBBA). The new FAQs supersede earlier FAQs that the IRS posted on January 23, 2026.

The new IRS document:

  • Deletes information that applied only to the 2025 taxable year.
  • Provides clarification of the limits and timing of the qualified overtime compensation deduction.
  • Provides additional information on coverage and exemptions under the Fair Labor Standards Act (FLSA).
  • Provides detailed information on Form W-2, Form 1099-MISC, and Form 1099-NEC requirements applicable to employers and payors of qualified overtime compensation.
  • Adds information on federal income tax withholding procedures related to qualified overtime compensation.
  • Adds information on the requirement that qualified overtime compensation must be separately reported on Form W-2 to claim the deduction, making accurate overtime calculations and information reporting more important.
  • Provides more detailed information on issues applicable to federal employees.

Some added updated information includes the following:

  • The only circumstance where someone would report qualified overtime compensation on a Form 1099-MISC or Form 1099-NEC instead of a Form W-2 is when the worker is an employee of the employer for FLSA purposes but treated as an independent contractor for purposes of the Internal Revenue Code.
  • Employers don’t have to reduce wages subject to income tax withholding to account for the qualified overtime compensation deduction. Employers may not reduce withholding on wages to account for the qualified overtime deduction unless the employee gives the employer an updated and valid Form W-4 accounting for the employee’s expected deduction for qualified overtime compensation.
  • Employers must report the amount of qualified overtime compensation paid to an employee beginning in 2026, on Form W-2 in box 12, using code TT.
  • If an employer discovers an error on Form W-2, box 12, code TT, it must file Form W-2c, Corrected Wage and Tax Statements, with the Social Security Administration and give Form W-2c to the employee as soon as possible.

The new FAQs move from the temporary 2025 reporting relief period to more specific compliance for tax years 2026 through 2028.

Key to remember: Employers with employees taking advantage of the overtime tax break can refer to the updated IRS FAQs.

News Minnesota Change Notices Change Notice Wage and Hour Associate Benefits & Compensation Associate Relations HR Generalist Minimum Wage HR Management English Focus Area Human Resources
2026-08-19T05:00:00Z

Minnesota minimum wage to increase

Effective date: January 1, 2027

This applies to: Employers with employees in Minnesota

Description of change: Effective January 1, 2027, the Minnesota minimum wage will increase from $11.41 to $11.87 per hour for all employers in the state.

The 90-day training wage for workers under age 20 will increase from $9.31 to $9.68 per hour.

View related state info: Minimum wage - Minnesota

IRS gives employers another way to calculate the OBBBA paid leave credit
News Industry News Industry News English Associate Benefits & Compensation HR Generalist Leave Associate Relations Leave HR Management Focus Area Human Resources USA
2026-08-19T05:00:00Z

IRS gives employers another way to calculate the OBBBA paid leave credit

The IRS has issued guidance on the federal paid family and medical leave tax credit under the One, Big, Beautiful Bill Act (OBBBA). The guidance explains how employers may calculate the credit for tax years beginning in 2026.

Employers may use one of two methods to calculate the credit:

  • Wage method: This method is based on the wages an employer pays to qualifying employees while they’re on family and medical leave.
  • Premium method: This method is available when an employer has an insurance policy that provides paid family and medical leave. The credit is based on the premiums the employer paid or incurred for that policy during the tax year.

New premium method

The premium method is new. It may be helpful for employers that provide paid leave through an insurance policy instead of paying wage replacement directly from their own funds.

Under the premium method, employers calculate the credit based on the insurance premiums. They don’t need to determine whether any qualifying employees actually took family and medical leave during the tax year.

Employers also don’t need to include paid leave required under state law when calculating the federal credit.

If an insurance premium covers both creditable and noncreditable leave, employers must divide the premium between the two. For example, a blended premium may cover both qualifying paid family and medical leave and other types of leave, or it may cover both qualifying and non-qualifying employees.

Employers may use both methods, but not for the same leave. If, for example, an employer claims the credit for an insurance premium, it may not also claim the wage credit for benefits later paid from that same premium.

If a leave benefit is paid partly by insurance and partly from the employer’s general funds, the employer may claim the premium credit for the insurance-funded portion and the wage credit for the employer-funded portion.

Employers can claim the credit using IRS Form 8994, Employer Credit for Paid Family and Medical Leave.

Key to remember: Employers have options when calculating the federal paid family and medical leave credit under the OBBBA, including a new method based on insurance premiums.

News Wage and Hour Change Notices Change Notice Wage and Hour Colorado Associate Relations Associate Benefits & Compensation HR Generalist Minimum Wage HR Management English Focus Area Human Resources
2026-08-18T05:00:00Z

Colorado minimum wage to increase

Effective date: January 1, 2027

This applies to: Employers with employees in Colorado

Description of change: Effective January 1, 2027, Colorado’s minimum wage will increase from $15.16 to $15.71 per hour and from $12.14 to $12.69 per hour for tipped employees.

View related state info: Minimum wage - Colorado

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“COMPLIANCE NETWORK is a platform for safety and compliance leaders to have greater confidence in making intelligent, accurate decisions quickly. With regulations and best practices evolving all the time, it’s important to have a resource to rely on for peer networking, expert advice, and strong content.”

Rustin R. Keller
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