Compliance guides and resources

Human resources (HR) risk management is a critical part of any organization’s operational strategy. The risk management process involves identifying, assessing, and mitigating risks associated with managing a workforce. These risks range from compliance challenges to employee behavior issues, and their effective management can keep your workplace stable, productive, and legally compliant. Mosey’s guide explores eight key types of HR risks, why they matter, and how to mitigate them to protect both your employees and your organization on the whole.

Employee benefits are one of the most important elements of attracting and retaining top talent, and offering these perks comes with significant responsibilities for employers. Complying with federal, state, and local laws governing benefits is critical to avoiding legal trouble, financial penalties, and reputational damage. Mosey’s guide provides a comprehensive overview of employee benefits compliance for 2025 and offers actionable steps for employers to meet their obligations. What Is Employee Benefits Compliance?

Labor laws for commission-only employees can be challenging to understand, let alone follow. These laws affect industries where staff compensation is performance-based, like sales or real estate. To ensure a positive and healthy work experience, employers and employees must work together to build a system that promotes fair treatment and state compliance. In this guide from Mosey, we’re answering the 16 most common questions about commission-only employment. 1. What Is a Commission-Only Employee?

Nonprofit organizations often operate with limited resources, volunteer-based teams, and a mission-driven culture. That can make HR management particularly challenging. Understanding how HR policies for nonprofits differ from those at for-profit entities is key to ensuring compliance, maintaining a positive workplace culture, and aligning with your organization’s mission. This guide from Mosey explores the unique challenges that nonprofits face in crafting HR policies, shares best practices for compliance, and provides actionable insights for nonprofit leaders.

Terminating an employee is never an easy task, but it’s a necessary part of managing a workplace. One of the most important parts of workforce management is understanding what constitutes a fireable offense, which is an action or behavior that justifies immediate dismissal. Knowing how to handle terminations fairly and legally is key to protecting your organization while respecting the rights of your employees. Use Mosey’s guide to help you recognize fireable offenses, define them in employee handbooks, and avoid potential pitfalls like wrongful termination claims.

You might consider your employee handbook just some bureaucratic formality, but it’s actually the backbone of workplace clarity. It’s where expectations meet obligations, creating a structure for employees to thrive and businesses to operate with confidence. From remote work policies to anti-discrimination guidelines, a well-written handbook keeps everyone on the same page. An outdated handbook can be a liability — it’s a breeding ground for confusion, misalignment, and legal exposure.

Remote work is here to stay whether your team is fully remote or uses a hybrid model. And, as businesses expand their talent pool across state lines, keeping up with compliance has become essential. For small businesses tackling the challenges of multi-state payroll and HR requirements, creating a comprehensive work-from-home (WFH) policy is a best practice and a necessity. To help your business avoid costly missteps, we’ve outlined key areas to address in your WFH policy to ensure compliance while supporting your remote team.

Most HR professionals juggle recruitment, compliance, benefits, and more, but one key metric often goes unnoticed: the HR-to-employee ratio. It tells you whether your HR team has the capacity to support your workforce effectively or if cracks are forming under the pressure. For businesses operating across multiple states or managing remote teams, the stakes are even higher. A poorly balanced HR-to-employee ratio not only compromises efficiency but also opens the door to compliance risks, dissatisfied employees, and missed opportunities for strategic growth.

The concept of disconnecting from work once the clock says you’re done has taken root. The “right to disconnect,” policies designed to protect employees from after-hours work-related communications, is becoming more common worldwide. In this article, we’re answering that question as we examine the essentials of these laws, their impact on employee rights, and how companies in the U.S. can prepare — and how Mosey has your back in the ever-evolving world of corporate compliance.

The I-9 Form is a key part of employment compliance in the United States. It is designed to verify that employees are legally authorized to work. Introduced under the Immigration Reform and Control Act of 1986, its purpose is simple but non-negotiable: to ensure businesses hire individuals who meet federal work eligibility standards. Compliance with this mandate is your legal obligation, and failure to uphold it carries significant risk. An internal I-9 audit is a necessary measure to identify and rectify compliance issues.