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For a moment, small businesses were preparing for a single, nationwide rule that would largely end employee noncompete agreements. That moment has passed, at least for now. As of 27/01/2026, the Federal Trade Commission (FTC) confirms its noncompete final rule is “not in effect and…not enforceable,” citing a court order that stopped enforcement. The practical result is a familiar one for HR teams: compliance strategy is back to being state-first. With states tightening (and d

Colorado has put employers on notice: when artificial intelligence materially influences hiring or other employment opportunities, it can trigger new legal obligations aimed at preventing “algorithmic discrimination.” Senate Bill 24-205 (Consumer Protections for Artificial Intelligence) treats employment and employment opportunities as a “high-risk” use case and frames the law as consumer protection for consequential decisions, explicitly including employment. For many compan

Why Employee Relations Problems Need Fast Solutions Employee relations issues rarely stay contained. They tend to escalate when left unaddressed, leading to: Declining morale Reduced productivity Increased absenteeism Higher turnover Legal or compliance risks Damaged team culture Most managers aren’t trained to navigate sensitive interpersonal or performance-related situations. And internal HR teams—if they exist at all—are often stretched thin with recruiting, payroll, compl

The Minnesota Paid Leave program takes effect Jan. 1, 2026, creating a new statewide payroll premium, benefit structure and employer obligations that are already reshaping HR operations in Minneapolis and across the state. DEED frames the law as a worker benefit, “Paid Leave makes time for some of life’s most important moments by providing payments and job protections”, but employer guidance and municipal toolkits make clear the law also creates new compliance and administrat

The Minnesota paid leave program is set to go live on January 1, 2026, creating a new layer of recurring payroll and compliance work for employers across the state. The state-run program, administered by the Department of Employment and Economic Development (DEED), provides up to 12 weeks of family leave and up to 12 weeks of medical leave with a 20-week combined cap, and it brings concrete deadlines and reporting demands employers must meet. With a premium rate set at 0.88%