SHIFT HR Compliance Update - September 2026

Managers have always been the first line of compliance.

Many workplace compliance issues take shape before HR ever becomes involved. Managers are often the first to hear about a health issue, a need for leave, a concern about pay, or a problem with a coworker. They’re also making routine calls about schedules, overtime, timekeeping, and performance that can carry legal risk.

That puts managers in an important position. How well they understand when to act, when to ask questions, and when to bring in HR can make a meaningful difference in how accurately an issue is addressed.

Recent EEOC and Department of Labor activity shows how often these interactions can raise accommodation, wage-and-hour, and retaliation concerns. For employers, that raises an important question: Are your managers prepared to spot when a situation needs more attention or HR involvement?

This month, we’re looking at three areas where managers can play an vital role in addressing issues early and reducing organizational risk.

In this issue:
Accommodation and Leave: When an employee request may require HR involvement.
Wage & Hour: How routine management practices can create pay and timekeeping risk.
Retaliation: What managers should keep in mind after an employee raises a workplace concern.

Download the full report today!