April Workplace Compliance Checklist: 7 Key Tips for Employers

As 2025 unfolds, employers are facing a rapidly evolving labor and employment law landscape. Recent federal policy shifts and new state-level regulations are creating complex compliance challenges for businesses of all sizes. Now is a critical time for employers to reassess their policies, update their practices, and prepare for increased scrutiny.

To assist with these efforts, we’ve outlined 7 key legal priorities employers should address this spring to stay compliant and mitigate risk.

If your organization requires assistance with reviewing workplace policies or addressing new compliance obligations, please contact our Managing Partner, Richard Liu, at contact@consultils.com.

Review DEI and Affirmative Action Programs for Compliance

Federal agencies are taking a closer look at diversity-related initiatives in both the private sector and among government contractors. The Equal Employment Opportunity Commission (EEOC)’s March 19 guidance clarified that Title VII protects all employees equally, including majority groups, and emphasized that there is no such thing as “reverse discrimination” under the law. Employers should avoid employment decisions based on race, sex, or other protected traits—even if intended to support diversity goals—and ensure that DEI training, mentorship programs, and policies are neutral and legally compliant.

For federal contractors, the Office of Federal Contract Compliance Programs (OFCCP) is entering a new enforcement phase following the rollback of affirmative action requirements based on race and gender. Contractors must now focus only on veterans and individuals with disabilities and may face audits of past submissions for potential violations. Additionally, President Trump’s rescission of Executive Order 14026 eliminates the federal contractor minimum wage of $17.75, but contractors must still comply with applicable federal, state, and local wage laws.

Meet New Immigration Requirements and H-1B Filing Deadlines

The New Department of Homeland Security’s (DHS) rules taking effect on April 11 will require certain foreign nationals to register with the government, provide biometric data, and carry proof of registration. Employers should review onboarding and documentation processes to ensure compliance.  For detailed information, please refer to our previous article: USCIS Implements New Alien Registration Rule.

At the same time, the H-1B petition filing period is open through June 30, 2025. Employers with selected candidates must file petitions within this window. Those with unselected candidates should monitor for a possible second lottery. Since the H-1B Modernization Final Rule is now in effect, employers must use the updated Form I-129 (edition date 01/17/25) for all petitions filed on or after January 17, 2025. The final rule also introduces measures to strengthen program integrity, including stricter requirements to verify the authenticity of job offers. Employers should be prepared to show that the positions offered to H-1B candidates are legitimate and meet all regulatory criteria.

Plan for California’s May 14 Pay Data Reporting Deadline

 

California’s annual pay data reporting deadline is approaching quickly, with submissions due by May 14, 2025. Employers subject to the requirement should begin reviewing their workforce data now to ensure that job classifications, pay information, and demographic categories are properly organized and up to date.

Although the reporting framework has not significantly changed, it's important to confirm your company’s obligations under the law and assess whether any third-party labor contractors are involved. For a detailed overview of this year’s requirements and practical compliance steps, please refer to our article on California pay data reporting.

Assess Noncompete Practices in Response to Regulatory Focus

Although the proposed federal ban on noncompete agreements remains blocked by court orders, the Federal Trade Commission (FTC) has made clear that enforcement is far from over. In March, Commissioner Andrew Ferguson announced the formation of a Joint Labor Task Force focused on investigating employment practices that limit worker mobility, including noncompete clauses the agency views as restrictive or unfair.

The FTC will continue to review whether noncompetes are used in ways that prevent employees from accessing better opportunities, particularly when applied to roles where such restrictions may not be justified. While not classified as automatically unlawful, these agreements are now subject to closer scrutiny, especially in light of recent leadership changes at the agency.

Employers should review existing agreements to ensure they are narrowly tailored, necessary to protect legitimate business interests, and compliant with applicable state laws. In many cases, confidentiality or non-solicitation provisions may provide effective and less risky alternatives.

Build a Multi-State Privacy Compliance Strategy

With eight new state privacy laws taking effect in 2025, employers face an increasingly complex regulatory landscape. These laws introduce expanded consumer rights, stricter data handling requirements, and differing rules across states—such as opt-in consent for sensitive data, youth advertising restrictions, and AI-related transparency measures.

Organizations that collect personal data across state lines should take steps now to determine which laws apply, assess current data practices, and update privacy notices and internal policies. Even businesses already complying with frameworks like CCPA or GDPR may need to make targeted adjustments to address new state-specific requirements.

Track Legal Challenges to the Pregnant Workers Fairness Act (PWFA)

The PWFA remains in effect, but its scope—particularly provisions requiring abortion-related accommodations—is now the subject of active litigation. In a significant decision, the Eighth Circuit recently allowed a coalition of states to proceed with a lawsuit challenging the EEOC’s final rule, arguing that the agency exceeded its authority by including abortion under the definition of “related medical conditions.” Adding to the uncertainty, newly appointed Acting EEOC Chair Andrea Lucas has publicly criticized the rule, and ongoing leadership changes at the Commission may further influence its enforcement direction.

Despite these developments, employers must continue to comply with the PWFA. HR teams should be trained on accommodation procedures, and employers should respond promptly and appropriately to requests while monitoring for further updates. Click here for more detailed information about PWFA.

Stay Informed on AI Developments in the Workplace

AI tools are increasingly used in hiring, evaluations, and workforce decisions, but regulatory oversight is growing at both the federal and state levels.

At the federal level, Executive Order 14179 took effect in January 2025. It revokes earlier AI-related directives and aims to reduce federal restrictions on AI use, encouraging innovation in business and government.

At the state level, California’s “No Robo Bosses Act” has been introduced but has not yet been passed into law. If enacted, it would require human oversight when using automated decision systems for employment-related decisions. Colorado’s AI law is scheduled to take effect in 2026, and the state’s task force has already raised concerns about compliance challenges.

Employers should review how AI is used in employment decisions, assess for potential bias, and ensure systems include proper human oversight. Staying current with evolving federal and state laws will be key to minimizing legal risk.

Conclusion

Proactive compliance is essential in today’s rapidly changing legal environment. With shifting federal priorities and expanding state-level obligations, employers must stay informed and ready to adapt. Regularly reviewing internal policies and procedures with experienced counsel can help mitigate risk and ensure your organization remains compliant.

If your organization requires assistance with reviewing workplace policies or addressing new compliance obligations, please contact our Managing Partner, Richard Liu, at contact@consultils.com.

Disclaimer: The materials provided on this website are for general informational purposes only and do not, and are not intended to, constitute legal advice. You should not act or refrain from acting based on any information provided here. Please consult with your own legal counsel regarding your specific situation and legal questions.

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Richard Liu, Esq. is the Managing Counsel of ILS. He serves clients as a management-side defense lawyer specializing in employment and business litigation. Richard is also an expert on litigation prevention and compliance. He regularly advises Fortune 500 companies and startups on employment, labor, and commercial matters.

Email: contact@consultils.com | Phone: 626-344-8949