Compliance guides and resources

By Brett Ungashick, Founder of Outsail In the early days of building an HR process and team, leaders lean heavily on their core HRIS. It’s the system of record, the workflow engine, and often the de facto compliance tool. But as teams grow, especially across state lines, cracks begin to form in that HRIS compliance structure. Simply put, the traditional HRIS wasn’t built to manage the full weight of multi-state compliance. And for teams moving off of PEOs, the complexity becomes even more pronounced. That’s why evaluating your HRIS early, and understanding where it supports compliance versus where it falls short, is critical to scaling smoothly.

Staying compliant with New York’s minimum wage laws involves more than paying the right hourly rate. It’s an ongoing challenge of tracking regional differences, tipped worker rules, and occupation-specific requirements. Even experienced employers face costly penalties when they miss a detail. The complexity multiplies for businesses with remote employees or locations across New York State, where one payroll error can cascade into widespread compliance issues.

California employers face a multi-billion dollar question in 2025. The estimated annual cost of the new California minimum wage is massive and rippling across the state. And if you’re operating in multiple jurisdictions, your compliance complexity just multiplied exponentially. The statewide minimum wage hit $16.50 per hour on January 1, 2025, but that’s just the baseline. Factor in industry-specific rates reaching $24 per hour, plus over 30 cities and counties with their own requirements, and you’re looking at a compliance maze that can trigger significant penalties per employee per pay period for mistakes.

Managing parental leave policies can feel overwhelming, especially when you’re trying to balance legal compliance, employee satisfaction, and business needs. As a Texas employer, you have unique opportunities and responsibilities when it comes to supporting your workforce through one of life’s biggest transitions. Whether you’re creating your first parental leave policy or updating existing procedures, this guide will help you navigate the landscape with confidence.

A major update to the Mosey API brings powerful new tools to help developers build compliance capabilities into their platform. Innovative platforms are using the Mosey API to provide compliance, tax account management, and HR to their customers with a single integration. Remote, one of the leading global HR platforms, has recently partnered with Mosey to further streamline parts of US compliance.

The telehealth boom isn’t slowing down. But with rapid growth comes a critical challenge many companies overlook—telehealth worker classification. Get it wrong, and you’re facing more than just paperwork headaches. Companies could see serious fines, legal battles, and damaged reputations that can sink even the most promising healthcare venture. This isn’t just another compliance checkbox. Worker misclassification can trigger penalties reaching tens of thousands per worker. It can spark class-action lawsuits and multi-state audits. Worst of all, it can destroy the trust you’ve built with both patients and professionals. Today, we’re breaking down everything you need to know about classification risks, consequences, and smart solutions that work.

Scaling telehealth across state lines should open new markets, speed up patient access, and grow revenue. But each new hire in a new state adds another layer of HR compliance risk. Miss one registration or delay a tax account, and providers sit idle while revenue stalls. But there’s good news in all of this. Most telehealth compliance risks are both predictable and preventable if you plan for them upfront. From foreign qualification and payroll tax accounts to state-specific handbooks, the right systems keep everything on track. While HIPAA and clinical regulations get most of the attention, workforce compliance can stop your telehealth practice just as fast. Below are 10 of the most common HR compliance risks for multi-state telehealth companies and, more importantly, how to avoid them.

When a telehealth company hires its first out-of-state provider, payroll gets 10x more complicated. Different tax rates, registration requirements, and filing deadlines across multiple jurisdictions—it’s a compliance minefield. And all it takes is one missed registration or misclassified employee to trigger penalties, stop your operations, and even ruin your expansion plans if severe enough. That’s why we’ve compiled the 10 most common, costly, and significant mistakes in telehealth payroll tax compliance—so you know what to avoid as you scale. From missing municipal taxes to botched employee classifications, these are the compliance potholes that can derail even the best laid plans.

Your team can’t do their jobs without internet—but who’s responsible for the bill when they’re working from home? In the office, it’s easy to tell which costs are yours and which belong to your employees. You’re not expected to buy your COO a new suit or cover someone’s lunch every day, but you’d never ask employees to pay for office electricity or bring their own desk.

Hiring telehealth providers across multiple states opens new markets, speeds patient access, and drives revenue growth. But every new state also adds a layer of legal risk. A single missed registration or delayed tax account can hold up onboarding for weeks. For telehealth companies, that doesn’t just mean administrative headaches—it means providers sitting idle, patients waiting longer for care, and revenue stuck in limbo. Getting this right doesn’t mean checking boxes after the fact. Compliance needs to be baked into your hiring strategy from the start.