The Compliance Challenge of Political Events
The recent US presidential elections and the Brexit vote in the UK, are just two examples of where changes in leadership can significantly impact the regulations that matter to senior HR leaders and their employees.
The appointment of Donald Trump has dominated global headlines, as would the inauguration of any new President of the United States of America.
Changes to the workforce dynamic have been hot topics for discussion and this has led to growing uncertainty about the impact the new administration's initiatives will have on employment laws, and related compliance.
Key focus areas for HR executives in the US:
Working women continue to earn less than men, with the gap expanding further for minority women and women with disabilities.
This raises questions on how this administration will impact efforts to close the earnings gap.
EEOC regulations could potentially expand or be revised in the near future. Employers will be expected to be compliant with new preventative measures to inhibit discrimination and harassment.
Demands for tighter national borders may alter compliance for sponsoring non-immigration work visas. Likewise, an organization’s corporate immigration policy may have to be updated to maintain compliance and employers might need to anticipate hiring an immigration lawyer to help field new complexities.
The reality is that political changes and shifts in cultural perspectives are altering compliance at a rate that test the realistic limits of time and resources available to HR executives.
As a result, HR executives face increased risks of not only damaging their organization’s reputation, but;
- inability to predict real loss because they can't anticipate changes
- know if they are compliant
- demonstrate compliance to the board and to third-parties
Solutions to fast changes in compliance demands
Compliance solutions must offer refined ways of analyzing complex data. This provides HR executives with the business intelligence they need to be confident that they are aligned and compliant with the latest legislation.
To stay ahead of compliance, HR executives need to:
- Anticipate the impact of upcoming political events
- Assess any potential local or global impact on their organization
- Implement effective strategies and actions
- Balance the cost of updating compliance procedures with company priorities - fines and lost reputation are not options
- Determine whether your organization has the tool and resources to manage the above assessments internally or if it needs to seek external solutions
To in or outsource?
The rapid global changes in politics and cultural perceptions have created the need for many organizations to recruit data analysts or compliance experts.
For other organizations, it makes sense to outsource the management of HR and payroll solutions, buying in the guarantee and peace of mind that all employees, whatever their demographics or locations, will be fully protected by the latest laws.
For this business, this means seamless compliance and regulatory controls. More and more of our customers are opting for this. We manage the processes, while they focus on the business needs.
In an ever changing world, partnership is more important than ever.