#hiring
Financial considerations when hiring employees or contractors
Roughly 42 U.S. states have passed or are advancing laws replacing the CPA 150-hour education rule with 120 hours plus experience — Ohio, Virginia, Georgia, Utah, and Iowa lead in 2026. Here's how the accountant shortage, new licensure pathways, and fractured license mobility affect who small businesses can hire.
Virginia's pay transparency law took effect July 1, 2026, and Maine's LD 54 follows on July 29, bringing active U.S. pay transparency jurisdictions to 20. Because the rules attach to where a remote candidate could work — not where your company is headquartered — a remote posting without a good-faith salary range can violate laws in states where you have no office. Here's what changed, why remote postings trigger multi-state obligations, and a practical compliance checklist.
EPLI covers wrongful termination, discrimination, harassment, and retaliation claims that general liability policies explicitly exclude. With defense costs averaging $120,000–$160,000 per claim and a median premium around $2,665 a year, here is how any business with employees should weigh the coverage.
New Jersey's finalized ABC test regulations take effect October 1, 2026. Here's what each of the three prongs requires, what changed in the NJDOL's final rule, the penalties for misclassification — up to $1,000 per worker, 200% liquidated damages, and stop-work orders — and how to audit your 1099 contractor relationships before enforcement begins.
DHS's final rule effective September 15, 2026 replaces open-ended "duration of status" with a fixed I-94 Admit Until Date for F-1, J-1, and I nonimmigrants — up to 4 years plus a shortened 30-day grace period. Small employers with OPT, STEM OPT, or J-1 workers must now calendar expiration dates, file Form I-539 extensions before the deadline, and budget for recurring compliance costs.
On June 4, 2026, the EEOC adopted a National Enforcement Plan for FY2025–2029 that shelves disparate-impact claims, targets DEI programs with quotas or identity-based preferences, and keeps retaliation a standalone priority. Here's what shifted, why enforcement priorities change small-employer risk even without new law, and five documentation and policy steps to take now.
Since June 2025, failing the FMCSA English proficiency requirement (49 CFR § 391.11(b)(2)) places a commercial driver out of service — over 12,000 violations in six months, made mandatory by federal law in February 2026. Here is how the two-step roadside test works, what an OOS order costs a small fleet, and how to document ELP compliance in the driver qualification file.
On July 1, 2026, Indiana's HB 1302 decommissioned the Youth Employment System (YES) database, ending registration and self-reporting for employers with five or more minor employees — but hour caps for 14- and 15-year-olds, hazardous occupation bans, federal FLSA rules, and escalating state penalties all remain in force, making internal recordkeeping the employer's sole audit trail.
On July 7, 2026, the U.S. Department of Labor awarded $162 million to five industry sponsors that pass apprenticeship incentive payments directly to employers — including small businesses in maritime, AI infrastructure, telecom, IT, and auto repair. Here's who qualifies, how to join a group sponsor, which state tax credits stack on top, and how to book the payments correctly.
Effective March 1, 2026, USCIS raised the premium processing fee for H-1B, L-1, O-1, TN, and E-3 petitions from $2,805 to $2,965 — a 5.72% CPI-indexed increase that recurs every two years. Full fee table for Forms I-129, I-140, I-539, and I-765, plus how small employers can budget for total sponsorship costs of $6,770–$9,770 per hire.
Virginia's SB 170, signed April 13, 2026 and effective July 1, 2026, makes noncompetes unenforceable when an employee is terminated without cause and receives no severance — for every income level, with penalties up to $10,000 per violation. Here's what employers must change in agreements, budgets, and books.
On February 25, 2026, the NLRB withdrew its 2023 joint-employer rule and reinstated the 2020 standard, which requires actual "substantial, direct, and immediate control" over eight essential employment terms. Here is what the reversal means for businesses using staffing agencies, franchise agreements, or subcontractors — and the practical steps to limit exposure.
