A few months into the second Trump administration, employment discrimination law may never look the same. From ending most affirmative action requirements for federal contractors to cracking down on diversity, equity, and inclusion (DEI) initiatives, the administration has aimed its actions squarely at upending equal employment opportunity (EEO) norms.

The business landscape is rarely static, but recent years have increased the sense of unpredictability. Economic shifts, technological disruptions, and evolving social dynamics create an environment where traditional workforce planning can quickly become obsolete. In uncertain times, a proactive and adaptable approach to workforce planning is not just beneficial – it's essential for organizational survival and success.  

As the school year winds down, many businesses experience a surge in applications from young job seekers. Hiring minors—those under 18—can be a smart business move, especially for evening, weekend, and seasonal roles. However, employers must ensure full compliance with child labor laws at both the federal and state levels.

Exit interviews can provide an employer with valuable insights into their organization. Departing employees are likely to reveal information they otherwise would not readily discuss, such as feedback on management style, operations, workplace environment, or even concerns about misconduct or illegal practices. This candid input can help uncover a company's shortcomings and identify what is going well.

Hiring independent contractors can save an employer from having to provide benefits and provide staffing flexibility to address temporary projects or demands. However, misclassification of workers may result in significant liability to the employer if a federal or state agency audit or a lawsuit challenging workers' status occurs.

Over a dozen states are currently considering legislative proposals that would require employers to include salary information in job postings. In addition, a few states that already have pay transparency laws on the books are considering bills that would make those laws stricter. Finally, new laws take effect in five states this year.

As the deadline for filing taxes quickly approaches, many employees find themselves facing financial stress, uncertainty, and the pressure of filing correctly and on time. This stress can impact workplace productivity, engagement, and overall well-being. This presents a unique opportunity to employers to support employees by providing resources and guidance to ease tax-related anxieties and promote long-term financial wellness.

Immigration enforcement is a key priority for the Trump Administration and worksite raids have ramped up in recent weeks. An Immigration and Customs Enforcement (ICE) raid can be a highly stressful experience so employers should have a clear crisis management plan in place to protect their rights and their employees while remaining compliant with immigration laws.  With employer-focused raids expected to continue in the coming months, businesses that fail to prepare may risk severe consequences, including fines, arrests, and operational disruptions.

Employers in seven states will need to pay more compensation in 2025 to employees who are subject to a noncompete agreement as part of a restrictive covenant.