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Keeping Cool and Compliant: July HR Updates


News July 8, 2026

In this July HR compliance roundup, Massachusetts employers should watch several key updates:

  • TPS work authorization update: Haitian and Syrian TPS designations and related work authorization remain in place as of July 1, 2026, and Massachusetts employers should wait for federal guidance before making employment decisions.
  • Employer health plan webinar: AIM HR Solutions will host a July 30 webinar covering fully insured, level-funded, and self-funded health plan options for employers.
  • DOL wage-and-hour guidance: Recent Department of Labor opinion letters address unpaid meal breaks, pre-shift work, exempt employees taking hourly shifts, and bonus-related overtime calculations.
  • EEOC enforcement priorities: The EEOC’s draft strategic plan through 2030 signals continued focus on systemic investigations, settlement terms, charge processing, and AI in the workplace.
  • HR compliance support: AIM HR Solutions can help employers review policies, identify compliance gaps, and apply practical HR guidance to everyday workplace situations.

Reminders:

  • July 30th: IRS form 5500 due by end of 7th month following end of plan year (e.g. calendar year plan ending 12/31, filing due 7/31) with an extension available until 10/15.

 

Update 7/1/26: Attorney General Andrea Joy Campbell today reminded Massachusetts employers that Temporary Protected Status (TPS) designations for Haiti and Syria and related employment authorizations remain in place.

The Supreme Court’s opinion alone does not require immediate changes by employers. Employers may continue to rely on existing TPS-related work authorization and should await certified judgment and federal implementation guidance before making any employment decisions affecting TPS holders.

https://www.mass.gov/news/ag-campbell-reminds-employers-that-haitian-and-syrian-tps-and-work-authorization-remain-in-place

For the most current information on this topic, please visit our resource here.

 

Employer-sponsored health benefits are one of the largest – and most complex – investments organizations make. Yet many leaders are forced to make decisions without a clear view of how health plans are structured, what actually drives cost, and which plan types best align to their risk tolerance and talent goals.

In this 45-minute webinar, we’ll break down the fundamentals of employer health plans in plain language and walk through the most common plan funding options available to employers – including fully insured, level-funded, and self-funded arrangements. You’ll learn how these models differ in terms of cost predictability, control, transparency, and risk, and how to think about selecting the right approach for your organization. We’ll close with a 15-minute live Q&A so you can bring your real-world questions.

What we’ll cover:

  • Health plan “101”: key building blocks and terms employers should know
  • The funding spectrum and trade-offs: protection vs. control
  • Overview of the three most common employer funding models:
    • Fully insured
    • Level-funded
    • Self-funded
  • How to evaluate which option fits your organization’s budget, goals, and risk appetite

Pricing: AIM members: Free |  Non-members: $50

Register here to reserve your spot!

Recent Department of Labor opinion letters offer helpful guidance on several wage-and-hour issues that show up in everyday workplace situations. For HR professionals, the key reminders include:

  • Unpaid meal breaks: Employees must be fully relieved of duties for the break to remain unpaid.
  • Pre-shift work: Required tasks before a shift, such as gathering tools, reviewing assignments, or attending required meetings, may need to be paid.
  • Exempt employees doing hourly work: Salaried exempt employees may be able to pick up additional hourly shifts, but their primary duties must remain exempt.
  • Bonuses and overtime: Some bonuses may need to be included when calculating overtime, depending on how they are structured.

While DOL opinion letters are not new laws, they show how the agency may interpret federal wage-and-hour rules in similar situations. Employers should review their policies, timekeeping practices, supervisor expectations, bonus plans, and employee classifications to help avoid off-the-clock work, misclassification issues, and potential back pay claims. Massachusetts employers should also remember that state wage-and-hour rules may be stricter than federal guidance.

AIM HR Solutions can help employers identify potential compliance gaps and apply practical HR best practices to real workplace scenarios. AIM members can contact the AIM HR Helpline at 1-800-470-6277 or helpline@aimnet.org for general HR questions, or connect with AIM HR Solutions (hrinfo@aimhrsolutions.com) for additional support with policy review, handbook updates, and compliance guidance.

Interested in learning more? View the full blog article here (for AIM members only).

 

EEOC Priorities Through 2030: What Employers Need to Know:

The EEOC’s draft strategic plan for fiscal years 2026–2030 gives employers a preview of where the agency may focus its time, resources, and enforcement activity in the years ahead. For HR professionals, the key themes to watch include:

  • Systemic investigations: The EEOC is signaling a stronger focus on cases with broader workplace, industry, or multi-location impact.
  • Settlement terms: Employers may see more emphasis on non-monetary remedies, such as policy updates, supervisor training, monitoring, or other workplace changes.
  • Follow-up after resolution: Conciliation agreements may come with more oversight to confirm that employers are following through on agreed-upon changes.
  • Faster charge processing: The agency is aiming to reduce pending intake and move inquiries more efficiently, which could shorten response timelines for employers.
  • AI in the workplace: The plan specifically notes generative AI as a disruptor, reinforcing that AI-driven hiring, screening, and employment tools remain an area to watch.

While the plan is still in draft form, it gives employers a helpful look at how the EEOC may approach investigations, negotiations, and compliance expectations through 2030. HR teams should use this as a reminder to review anti-discrimination policies, documentation practices, supervisor training, charge-response procedures, and any technology used in hiring or employment decisions.

For a deeper breakdown of the five key employer takeaways, read the full Fisher Phillips article.

 

 

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