| Federal Minimum Wage | $7.25 per hour (US Department of Labor; many states and localities set higher rates) |
| FMLA Coverage Threshold | 50+ employees (US Department of Labor) |
| I-9 Retention Period | 3 years from hire or 1 year post-termination (whichever is later) (USCIS / US Department of Homeland Security) |
| ADA Coverage Threshold | 15+ employees (US Equal Employment Opportunity Commission) |
| OSHA Injury Log Requirement | Employers with 10+ employees in most industries (OSHA 29 CFR Part 1904) |
| Title VII EEO Coverage | Employers with 15+ employees (US Equal Employment Opportunity Commission) |
Core Federal HR Compliance Areas
HR compliance for US employers is not a single regulation but a layered framework of federal, state, and local laws. Understanding the primary federal statutes is the starting point for any employer building or scaling a team. See the end-to-end HR lifecycle guide for broader workforce management context.
| Federal Minimum Wage | $7.25 per hour (US Department of Labor; many states and localities set higher rates) |
| FMLA Coverage Threshold | 50+ employees (US Department of Labor) |
| I-9 Retention Period | 3 years from hire or 1 year post-termination (whichever is later) (USCIS / US Department of Homeland Security) |
| ADA Coverage Threshold | 15+ employees (US Equal Employment Opportunity Commission) |
| OSHA Injury Log Requirement | Employers with 10+ employees in most industries (OSHA 29 CFR Part 1904) |
| Title VII EEO Coverage | Employers with 15+ employees (US Equal Employment Opportunity Commission) |
Wage and Hour (FLSA)
The FLSA requires employers to pay at least the federal minimum wage, compensate non-exempt employees at 1.5× their regular rate for hours exceeding 40 per week, and maintain accurate time and payroll records. Employee classification — exempt versus non-exempt — is one of the most frequently misapplied areas of labor law, and misclassification can result in significant back-pay liability.
Equal Employment Opportunity
Federal EEO laws prohibit discrimination in hiring, compensation, and terms of employment based on protected characteristics. Title VII, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) each carry distinct coverage thresholds. Employers subject to these laws must also display required workplace notices and, above certain headcount thresholds, file annual EEO-1 reports with the EEOC.
Leave Entitlements
The FMLA applies to employers with 50 or more employees within 75 miles and entitles eligible workers to unpaid, job-protected leave. Many states extend leave rights to smaller employers or expand qualifying reasons. Leave policy administration — tracking eligibility, notice requirements, and reinstatement rights — is a common compliance gap for growing businesses.
Recordkeeping, Safety, and Employment Verification
Beyond compensation and anti-discrimination law, employers carry obligations in three additional areas that carry their own documentation and enforcement frameworks. For compliance obligations that extend beyond HR, see the guide to building a compliance programme.
At-Will Employment
A US employment doctrine under which either the employer or employee may end the employment relationship at any time, for any legal reason, without advance notice. Most states recognize at-will employment, though exceptions exist for discriminatory or retaliatory terminations.
FLSA
The Fair Labor Standards Act, the primary federal law governing minimum wage, overtime pay, recordkeeping, and child labor standards for most private-sector and government employers in the United States.
EEO
Equal Employment Opportunity — the legal principle prohibiting employment discrimination based on protected characteristics such as race, color, religion, sex, national origin, age, or disability. Federal EEO obligations are enforced primarily by the EEOC.
Form I-9
A federal form required for every new hire in the US, used to verify an employee's identity and eligibility to work. Employers must retain completed I-9 forms for a specified period even after employment ends.
OSHA
The Occupational Safety and Health Administration, the federal agency that sets and enforces workplace safety and health standards. Most employers are subject to OSHA regulations; some states operate their own OSHA-approved programs.
FMLA
The Family and Medical Leave Act, which entitles eligible employees at covered employers to up to 12 weeks of unpaid, job-protected leave per year for qualifying family or medical reasons.
Employment Eligibility (Form I-9)
Every employer must complete and retain a Form I-9 for each employee hired after November 1986. The form documents identity and work authorization. Employers may use E-Verify, a federal electronic system, to confirm eligibility — and some states require its use. Incomplete or missing I-9s are a common audit finding and can result in civil penalties.
Workplace Safety (OSHA)
OSHA requires employers to provide a workplace free from recognized hazards likely to cause serious harm. Obligations include posting the OSHA workplace poster, maintaining injury and illness logs (Form 300) for most employers with more than 10 employees, and following industry-specific standards. Workers' compensation insurance, while separate from OSHA, intersects with workplace injury protocols — see the overview of workers' compensation for employers for how the two frameworks relate.
Payroll Recordkeeping
The FLSA requires retention of basic payroll records — including hours worked and wages paid — for at least three years, with supporting time records kept for two years. Tax records carry separate IRS retention requirements. HR technology systems can automate much of this recordkeeping, reducing manual error and audit exposure.
State and Local Laws Often Apply Separately
Federal law sets a baseline, but many states and cities impose additional requirements — higher minimum wages, broader anti-discrimination protections, expanded leave entitlements, and stricter recordkeeping rules. Employers should review obligations at all three levels: federal, state, and local. Consulting a qualified employment attorney is the most reliable way to identify jurisdiction-specific requirements.
This Guide Is General Information Only
The content here is intended as an educational reference, not legal advice. HR compliance requirements vary significantly by employer size, industry, and location. For decisions affecting your specific workforce and business, consult a licensed employment attorney or certified HR professional.
This article is for general informational purposes only and does not constitute legal, employment, or HR advice. HR compliance requirements vary by employer size, industry, state, and locality. Consult a licensed employment attorney or qualified HR professional for guidance specific to your business circumstances.