Workforce compliance is more than a box to check—it’s a business-critical function. As companies navigate 2025, the need to stay informed on shifting labor laws, OSHA priorities, and hiring expectations has never been more urgent. The risks of falling behind aren’t just legal—they’re operational, financial, and reputational. HR leaders, plant managers, and business owners need processes that promote readiness—not just reaction.
This article explores some of the most pressing compliance themes in 2025 and highlights how workforce partners like The Advance Group help employers stay aligned with best practices and operational expectations.
Navigating Today’s Changing Compliance Landscape
Labor-related requirements continue to evolve at both the state and federal levels. While The Advance Group does not provide legal advice, we stay actively informed on changes that may affect workforce operations and help our clients adapt their staffing strategies accordingly. In 2025, common employer considerations include:
- Predictive scheduling regulations: Some states, including New York, Oregon, and Illinois, are expanding fair workweek laws, which may impact how companies schedule shifts and notify employees.
- Pay transparency: More than 20 states now require that job postings include salary ranges. This can affect everything from recruiting practices to internal pay equity.
- Worker classification scrutiny: Federal oversight continues to focus on how employees and independent contractors are classified, particularly as gig work remains under the spotlight.
Rather than interpreting or applying specific statutes, The Advance Group encourages clients to regularly consult legal counsel or HR compliance advisors—and stay ahead through internal audits, transparent documentation, and collaboration with industry-aware partners.
Tip: Align your HR or legal team to review job postings, compensation structures, and classification practices each quarter. This will help ensure you’re prepared to respond appropriately to audits or regulatory changes.
OSHA 2025: From Compliance Checklists to Safety Culture
In 2025, OSHA’s compliance approach emphasizes what’s on paper and how safety is practiced. This year’s enforcement trends include:
- Unannounced inspections, particularly at facilities with prior violations.
- Heat exposure safeguards, with proposed standards expected to impact operations in high-temperature environments, especially in states like Texas, Arizona, and California.
- Training accountability, where OSHA expects employers to demonstrate not only completion of safety training, but employee understanding and practical application.
To stay aligned with these expectations, employers are encouraged to move beyond reactive models and cultivate a more proactive, engaged workplace culture where safety, communication, and trust are foundational. This includes conducting internal walkthroughs, reinforcing PPE usage, and ensuring that every new hire is properly briefed on potential risks before starting the job.
While OSHA issues regulatory updates, employers can support compliance readiness through operational planning, strong internal standards, and tapping into the voluntary programs OSHA offers to help prevent issues before they arise.
Voluntary OSHA Programs That Support Safer Operations
OSHA offers several non-enforcement-based programs aimed at improving workplace safety. These tools do not involve citations or penalties and are particularly valuable for employers who want to proactively build compliance into their workforce management approach:
- Compliance Assistance Fact Sheets: Quick-reference guides on hazard communication, recordkeeping, and industry-specific standards.
- Alliance Program: Allows organizations to work with OSHA on educational initiatives and industry-specific outreach.
- On-Site Consultation Program: A free, confidential program for small to mid-sized businesses to identify potential hazards. Eligible participants may earn SHARP recognition and exemption from routine OSHA inspections.
- Strategic Partnership Program (OSSP): Builds formal partnerships with employers and industry associations to pursue shared safety goals.
- Voluntary Protection Programs (VPP): Recognizes workplaces with exceptional safety systems—participants consistently report injury rates 50% below industry averages.
- OSHA Challenge: This program offers a structured path for companies that want to enhance their safety systems and work toward VPP recognition.
The Advance Group monitors developments in programs like these to help clients stay informed about available support tools and safety planning opportunities.
What to Know About Hiring Practices in 2025
Hiring technologies are improving efficiency—but they also introduce new layers of responsibility. Employers should be mindful of:
- Ban-the-box and fair chance hiring laws, which may limit when criminal history questions can be asked.
- Background check timing, where some states now require conditional offers before screenings take place.
- AI and compliance oversight: Use of artificial intelligence in candidate screening is increasingly monitored by the EEOC to ensure systems are free of discrimination.
While The Advance Group does not evaluate compliance regulations on behalf of clients, we understand the operational implications. Our process is designed to align with common hiring standards, and we remain attentive to best practices that promote fairness, transparency, and consistency
How The Advance Group Helps Clients Navigate Compliance Expectations
At The Advance Group, our role isn’t to interpret legal standards—but to create a workforce environment that supports accuracy, consistency, and operational compliance. Here’s how we help clients maintain high standards:
1. Pre-Vetted Talent That Meets Your Requirements
Our recruiting automation uses Converse AI to pre-screen applicants and confirm basic eligibility criteria—ensuring candidates are a potential fit before moving forward. This adds consistency and speed to your hiring cycle while reducing early-stage risk.
2. Structured Onboarding Processes
Every candidate goes through a standardized onboarding protocol that includes documentation review, identity verification, and safety awareness. We ensure each placement is fully prepared before day one.
3. Ongoing Engagement and Support
We continue to engage with placed candidates even after assignment begins—helping to support retention, track training outcomes, and flag early signs of issues. This helps clients reduce turnover and build a safer workforce over time.
4. Client-Facing Quality Control
Our client specialist reviews each candidate before they are approved for assignment. If a concern arises, the candidate is returned to the recruiting team for further evaluation. This gatekeeping step helps protect the quality and consistency of your workforce.
Compliance Is a Shared Responsibility
No staffing firm can replace your legal team—but the right workforce partner can help you operate with more consistency, foresight, and accountability. In 2025, the best companies won’t just comply with workforce standards—they’ll exceed them by embedding smart practices into every hire.
Contact us today to partner with a staffing team that turns compliance into a competitive advantage. This way, you can hire confidently, operate safely, and stay ahead in 2025.