Stay . Avoid the Penalties. Compliant

At minimum, businesses need an employee handbook covering anti-discrimination, harassment prevention, leave policies, and at-will employment. Additional requirements depend on size (some rules kick in at 15 or 50 employees), industry, and operating states. NY requires specific harassment training. CT has wage disclosure requirements. MA has strict independent contractor rules.

Yes, if collecting personal information from visitors—including through contact forms, analytics, or cookies. State laws and platform requirements (like app stores) mandate specific disclosures. Privacy policies should cover what's collected, how it's used, who it's shared with, and how users can exercise their rights.

Significantly. Paid family leave programs differ in duration and funding. Salary transparency requirements vary (NY requires posting, CT requires disclosure to candidates, MA requires disclosure on request). Non-compete enforceability ranges from restricted to potentially banned. Leave laws, training requirements, and filing deadlines all vary.

A systematic review of current policies and practices against applicable legal requirements. The audit identifies gaps, assesses risk levels, and prioritizes remediation. It's proactive—finding and fixing issues before they become lawsuits or regulatory actions. Much cheaper than defending violations after the fact.

Generally, having employees in a state triggers that state's employment laws regardless of where the company is headquartered. Remote work has expanded this—one work-from-home employee in NY means NY employment law applies to that employee. Physical presence, payroll, and employee location all matter.