Compliance isn’t optional — it’s a shield. Protect your business and your people by getting the legal details right from the start.
Employment Agreements & NDAs
Use employment agreements to define expectations and reduce legal risk. These documents can outline:
- Job responsibilities and compensation terms
- At-will employment language and termination conditions
- Confidentiality clauses and NDAs
- Optional: Non-compete or non-solicit clauses (state-specific)
Having clear documentation helps prevent misunderstandings and protects both the business and the employee.
Key Federal Labor Laws
Understand the major laws that apply to your business as you hire and grow:
- FLSA: Sets rules for minimum wage, overtime, and exempt/non-exempt classification
- EEO: Prohibits discrimination in hiring and employment practices
- OSHA: Requires a safe workplace and compliance with safety standards
- ADA: Requires reasonable accommodation for qualified individuals with disabilities
State-Specific Compliance
In addition to federal laws, states may have additional HR rules and reporting obligations:
- State-specific wage/hour laws (e.g., higher minimum wage, required breaks)
- Mandated sick leave or paid family leave (e.g., CA, NJ, NY, MA)
- State-mandated insurance or reporting (e.g., individual mandate penalties)
Employer Identification & Registration
To hire employees, you’ll need to set up and register a few items:
- Apply for an Employer Identification Number (EIN) from the IRS
- Register with your state’s Department of Labor or Revenue
- Set up payroll tax accounts for federal/state withholdings and unemployment
Required Posters & Notices
Federal and state agencies require certain employment law posters to be displayed at the workplace:
- FMLA, OSHA, EEO, and Wage & Hour notices
- State labor posters (available through DOL/state websites)
- Remote teams may need digital/electronic versions
HR Recordkeeping
You must keep employee records for compliance and audits:
- I-9s and W-4s (and applicable state tax forms)
- Offer letters and signed agreements
- Employee discipline, performance, and termination documents
- Retention timelines: 1 to 7 years depending on record type
Legal Support & Tools
You don't have to go it alone — there are partners and platforms that help with compliance:
- HR/payroll platforms that automate poster tracking, alerts, and compliance tasks
- Access to employment law attorneys or HR consultants
- Audit-ready digital employee files
