Do We Need To Tell Employees When Employment Laws Change?

by Paul Devlin

Absolutely. Effective communication is crucial when changes to employer laws occur. Here’s a sample plan outlining how to keep employees informed about these changes, ensuring they understand the implications and what it means for them.

1. Identify Relevant Laws and Regulations

Potential Key Legislation Changes

  • Labor Laws: Minimum wage adjustments, overtime rules, employee classification.
  • Health and Safety: Updates to OSHA regulations, workplace safety protocols.
  • Benefits and Compensation: Changes in retirement plans, health insurance mandates.
  • Anti-Discrimination Laws: EEOC guidelines, protections against harassment and discrimination.

Implications and Impact on Workforce

  • Compliance Requirements: What changes need to be made to meet new legal standards.
  • Operational Adjustments: Potential shifts in work practices or policies.
  • Employee Benefits and Compensation: Any changes in pay, benefits, or job classifications.
  • Workplace Culture: How new laws might affect daily operations and employee morale.

2. Disseminating Information Effectively

Channels of Communication

  • Newsletters: Monthly updates featuring detailed explanations of law changes and their implications.
  • Emails: Direct, timely communication for urgent updates.
  • Training Sessions: In-person or virtual workshops to educate employees on new procedures and compliance requirements.
  • Intranet Updates: A dedicated section on the company intranet for ongoing updates and resources.
  • Town Hall Meetings: Interactive sessions with leadership to discuss changes and answer questions.

Messaging Strategy

Craft clear and concise messages to explain:

  • What the new laws are.
  • Why they are relevant to employees.
  • How these changes will impact them.

3. Stakeholders: Roles and Responsibilities

Key Stakeholders

  • HR Department: Lead communication efforts, organize training, update policies.
  • Legal Team: Ensure accuracy and compliance with new laws, provide guidance.
  • Senior Management: Communicate the strategic importance and support for changes.
  • Team Leaders/Managers: Relay information to their teams, address concerns.
  • IT Department: Update intranet and communication platforms.

4. Communication Timeline

Initial Announcement

  • Within 1 Week of Law Change Notification
    • Send email briefing to all employees.
    • Update intranet with detailed information.

Ongoing Updates

  • Monthly Newsletters
    • Provide status updates and additional information.

Training Sessions

  • Within 2-3 Weeks of Initial Announcement
    • Conduct training sessions for all relevant employees.

Feedback and Follow-Up

  • Continuous
    • Hold town hall meetings for Q&A.
    • Collect employee feedback through surveys and team meetings.

Keeping employees informed about changes in employer laws is vital for maintaining compliance and fostering a supportive work environment. Through clear, consistent communication and engagement, you can ensure everyone understands the implications and adapts smoothly to new requirements.

This article does not constitute legal or formal HR advice. For more information please contact an HR Professional or reference related articles in your APlus HR resource center . You can also ask your friendly APlus CSS about our On-demand HR live advice line where, for a small fee, you can be connected to a certified HR advisor. 

More Posts from APlus Payroll