News

We’ve already covered the new administration’s immigration enforcement priorities. But there’s more to consider.

It’s often tempting to ask applicants to explain any gaps in their work history on job applications. But asking that simple question can reveal information you don’t want to have, like their criminal history. That’s especially troublesome if you operate in a state with strict rules about using an applicant’s criminal record to make the hiring decision.

The January report signals a labor market operating in a persistent low-hire, low-fire pattern that will likely extend through 2026. HR leaders should prepare for continued wage pressure even as hiring slows, particularly in health care and technical roles, where competition remains fierce.

Candidate authenticity has displaced the traditional “not enough qualified candidates” complaint in the hiring world. Generative AI raised the floor of résumé quality and candidate presentation, forcing HR teams to refocus their energy on skill validation, structured interviews and identity assurance.

The cap on nonimmigrant H-2A visas for the agriculture industry has been increased by the availability of over 64,000 additional visas for fiscal year 2026.

But here’s a plan for making sure you have the labor you need, whether you’re a health-care facility, a nursing home, a high-tech enterprise or in the agriculture, hotel and hospitality sectors.

For many years, when DHS issued Employment Authorization Documents, many were valid for a five-year period. But effective Dec. 4, the valid period has changed to just 18 months.

As an employer, you may be worried about hiring older workers. Questions may include: Are older applicants healthy enough to resume work? Do they possess the current skills necessary? How long will they stay? Unfortunately, practical as those concerns may be, legally they are irrelevant. Here’s what you need to know.

The $100K fee may deter some smaller employers from hiring foreign workers despite a need for such workers when few citizens or legal residents with the required skills exist in the domestic labor market.

New York employers can no longer request or use an applicant’s consumer credit history—including credit reports, credit scores or information directly obtained from candidates about their debts, bankruptcies, judgments or liens. The law makes it discriminatory to use this information when making decisions about hiring, compensation or employment terms.