Compliance guides and resources

Modern HR’s Guide to Stronger Policy, Culture, and Compliance Note for HR pros: This is the most comprehensive employee handbook resource you’ll find, complete with templates, best practices, and insights from Mosey’s experts. We’ve covered nearly every possible angle, knowing what might seem like a minor best practice or insight today could very well be exactly what saves you tomorrow. Now, do we expect you to read this cover-to-cover in one sitting?

HR leaders face a potential tectonic shift in AI regulations. A provision in the federal budget bill could freeze all state AI regulations for ten years. What does that mean for HR professionals? For the C-suite? Ultimately, whether the bill passes in its current form, without the AI provision, or never advances past the Senate, one thing is clear: AI will present significant regulatory hurdles to HR at some point in the not-so-distant future, and the time to prepare is now.

Many businesses are now leading teams that rarely meet in person. While building a remote team offers more flexibility, it also brings clear challenges—like establishing trust and keeping everyone on the same page. Knowing how to support a high-performing remote team can help any leader succeed in today’s workplace. But with the right approach, companies can boost productivity, maintain a strong team culture, and communicate more clearly—even from different locations.

New York’s labor laws have changed significantly in 2025, introducing updates that affect both employers and employees across the state. These changes reflect ongoing efforts to enhance worker protections while balancing business needs in a dynamic economy. New York employers must comply with these updated regulations to avoid penalties and ensure proper treatment of their workforce. The 2025 labor law updates include changes to minimum wage requirements, expanded paid leave provisions, and new workplace safety regulations.

The way we work is shifting faster than ever, with remote work at the epicenter of this transformation. Even the concept of remote work is changing, with companies and employees constantly redefining what it means to work remotely. While the post-pandemic years saw a dramatic rise in remote work due to necessity, the future promises innovation, flexibility, and a new normal where remote setups, hybrid models, and workforces distributed across the globe define how work gets done.

Building an HR department from scratch can feel overwhelming, especially after leaving a PEO. Complicating matters, every company has its own unique set of challenges—from payroll processes and hiring tools to compliance practices and tech. Needless to say, knowing how to create a strong HR foundation is key to moving forward with confidence. Today, we’re discussing what matters most when designing an effective HR function. Remember, as you transition out of a PEO, you’re going to need a detailed gameplan, one that helps you make smart decisions about policies, technology, onboarding, and more, ensuring you meet every HR need, no matter your company’s size or lifecycle stage.

Untangling a Multi-State Compliance Web Whitley Penn completely transformed its compliance operations with Mosey’s automated platform. What was once a complex, manual burden became a streamlined system that tracks requirements for multiple entities across multiple states. The result—a fast, accurate, efficient compliance function that frees invaluable time to focus on strategic growth initiatives. Background Founded in 1983, Whitley Penn has grown into a respected leader in the accounting and consulting space, now boasting approximately 1,000 employees across nine offices.

In an era where remote work is no longer a perk but a norm, the distributed workforce model is gaining momentum, as shown in recent remote work trends shaping the future of work. Businesses are breaking free from traditional office setups and embracing a more flexible approach. This shift has opened up a treasure trove of possibilities for organizations and employees. But what makes this model so appealing, and how can businesses unlock its full potential?

For a growing company, exiting a professional employer organization (PEO) can be invigorating. Suddenly, you’re the captain of the ship, where HR can actually be a growth driver rather than a restraint. To take full advantage of that newfound freedom, however, the right technology must lead the way. In other words, you need to build an HR tech stack that serves you well today, while still being scalable and adaptable for tomorrow.

How MediaRadar Navigated a Multi-State PEO Transition and Centralized Compliance with Mosey MediaRadar transitioned off a PEO and onboarded 350 employees across 40 states—saving over 80 hours and thousands in labor costs while streamlining compliance with Mosey. “If you’re moving off a PEO, Mosey is the system you wish you had from day one. It saves time, reduces stress, and gives your team the confidence that you’re not missing anything.