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Regulatory Compliance | Paycor
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Compliance Solutions

Regulatory Compliance

While working from home has become a new reality for many employees, it’s posing new compliance challenges for HR leaders and managers. Accurately tracking overtime and capturing a complete snapshot of hours worked is essential to prevent lawsuits and stay compliant. Paycor can help.

More than 2.5 Million Users

Our HR solutions support more than 2.5 million users across 50 states.

30+ Years of Experience

Paycor has more than 30 years in the HCM industry.

Best-in-Class Implementation

We provide the hands-on guidance, expert support and tools needed to ensure a seamless transition.

40k+ Businesses

Paycor serves more than 40,000 businesses nationwide.*

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Wage & Hour Laws

Employment and labor laws are highly complex, and monitoring this ever-changing landscape is essential to staying out of trouble with federal, state, and local governments’ laws. When a business is out of compliance, it can result in employees filing wage & hour claims with the Department of Labor (DOL).

How Paycor Helps

Paycor’s time solutions help you accurately manage your employees’ hours through a unified system with payroll. Employers need a time solution that provides the accuracy, decision support, and audit trail required to effectively track and report data related to hours worked and compensation.

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Labor Law Posters

Non-compliance can have severe consequences for your business. From hefty fines to employee lawsuits, overlooking labor law postings can quickly add up. With Paycor’s Labor Law Poster Service, you can stay ahead of potential pitfalls. Our reliable updates help keep you informed about the latest changes so you can avoid costly penalties and legal battles.

How Paycor Helps

Discover how Paycor’s Labor Law Poster Service can transform compliance from a burden into a competitive advantage. Maximize efficiency, minimize risk, and empower your workforce with ease.

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Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) prohibits companies with more than 15 employees from discriminating against job applicants or employees with disabilities. Title 1 of the ADA prohibits discrimination in all aspects of employment, including hiring, firing, compensation, promotions, training and benefits. Applicants cannot be refused, and employees cannot be segregated, harassed, or fired due to a disability. Furthermore, companies must offer reasonable accommodation for the needs of disabled applicants and employees.

How Paycor Helps

Paycor can help you navigate the ever-growing maze of recruiting laws and regulations. Our system will help you efficiently sort and track applications throughout the hiring process and you’ll also get valuable analytics and compliance reporting to make sure you’re staying in line with EEO/OFCCP regulations.

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Worker Classifications

With all of the recent news about gig work and the potential for misclassifying workers as contractors or employees, employers across the U.S. are assessing the relationships with their independent contractors to determine whether their company would survive examination under a Department of Labor audit of their workers. Misclassifying contractors as employees or vice versa can cause a lot of trouble.

How Paycor Helps

If you’re planning to hire an independent contractor, it’s important to take all the pros and cons into consideration. If you’re not sure about how to pay them or the potential compliance challenges surrounding hiring them, we can help. We have decades of experience helping businesses accurately pay and report earnings for employees and freelancers in every industry.


How can my company attract job seekers with disabilities?

An easy step is to ensure that your hiring process isn’t biased against those with disabilities. Job seekers whose applications include references to disabilities—even those that will have no impact on their capacity to fulfill the job for which they are applying—are 26% less likely to be invited for an interview, according to a Rutgers University study.

Furthermore, it’s important to make your hiring process accessible—this could apply to where you advertise vacancies, the ease-of-use of your website and any locations where you hold interviews. Here’s a great question to answer right now: Is your website accessible for the visually impaired? If not, fines and penalties may be right around the corner.

Additionally, all staff involved in recruiting and hiring should be educated on the importance of accessibility and what is required to stay compliant.

Minimize your risk and stay ahead of the curve

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