Government Reporting, Inclusive Recruiting & Your March Compliance Checklist
A practical guide to the reporting requirements, regulatory changes, and talent strategies shaping the month ahead.
"This season is bringing fresh energy and new opportunities to strengthen your workplace strategy. We are grateful to be part of your journey and excited for what's ahead. Let's make March a great one."— Colleen Crowder, Co-Owner
State & Local Updates for March 2026
This month brings a handful of targeted federal, state, and local developments that may affect employer compliance, hiring workflows, and payroll planning. While overall activity remains moderate, several updates warrant timely attention — particularly for multi-state employers and businesses operating in New York, Ohio, and certain local jurisdictions.
Federal Update
FMCSA Rule on Non-Domiciled CDLs/CLPs
The Federal Motor Carrier Safety Administration finalized a rule tightening eligibility for non-domiciled commercial driver’s licenses and learner’s permits. The rule requires stronger verification of employment-based nonimmigrant status and may impact motor carriers’ hiring and credentialing processes for certain commercial drivers.
Effective: March 16, 2026
State & Local Updates
Cambridge, Massachusetts — Living Wage Adjustment
The City of Cambridge has announced its annual living wage rate adjustment. The updated rate applies to covered city vendors and certain city-related roles.
Effective: March 1, 2026
Santa Fe County, New Mexico (Unincorporated) — Living Wage Increase
The county increased the living wage to $15.40 per hour. The tipped employee base wage also increased to $4.62 per hour.
Effective: March 1, 2026
New York — Secure Choice Savings Program Deadline
Covered employers must either register for the state-facilitated retirement savings program or certify an exemption. The first major compliance deadline applies to employers with 30 or more New York-based employees.
Effective: March 18, 2026
New York City, New York — ESSTA Notice Update
The Department of Consumer and Worker Protection has updated the “Notice of Employee Rights: Protected Time Off.” Employers must post and distribute the updated notice. Many employer guidance sources interpret distribution to existing employees as required within 30 days of the amendments’ effective date.
Commonly cited distribution deadline: March 24, 2026
Ohio — E-Verify Workforce Integrity Act (HB 246)
Ohio enacted new requirements mandating the use of federal E-Verify for certain employers. The law applies to:
- Contractors, subcontractors, and labor brokers on public works projects
- Private-sector nonresidential construction contractors
Covered employers must use E-Verify for new hires.
Effective: March 19, 2026
What Business Owners Should Watch
- Multi-state employers should review retirement program obligations in New York.
- Construction and public works employers in Ohio should prepare for E-Verify compliance.
- New York City employers should confirm ESSTA notice distribution requirements.
- Motor carriers should evaluate hiring workflows under the new FMCSA rule.
A proactive review now can help avoid last-minute compliance pressure.
Note
This report reflects the employment law developments identified for the period noted above and is provided for informational purposes only. Employers may wish to consult qualified counsel regarding how these developments apply to their specific circumstances.
Government Reporting Requirements Employers Should Know
Many employers are required to submit reports to federal or state agencies throughout the year. Missing a required filing or submitting inaccurate data can lead to penalties, audits, or compliance risk. Understanding which reports apply to your business helps you stay organized and avoid last-minute surprises.
Here is a practical guide to the most common HR-related government reports in the United States.
VETS-4212 Report
Federal ContractorsA federal report that tracks employment of protected veterans. Required for federal contractors and subcontractors with contracts of $150,000 or more and 50+ employees. Reports include protected veteran counts, new veteran hires, and workforce data by job category.
A company with a federal contract and 75 employees must submit the VETS-4212 each year, even if it hired no new veterans.
E-Verify
Varies by StateAn electronic system that confirms employment eligibility by comparing Form I-9 data with federal records. Mandatory for certain federal contractors, required by some states for public employers or contractors, and voluntary for many private employers. Must be used within 3 business days of hire.
EEO-1 Report
100+ EmployeesCollects workforce demographic data — employee counts by job category, race/ethnicity, and sex — to support enforcement of equal employment opportunity laws. Required for private employers with 100+ employees and federal contractors with 50+ employees and qualifying contracts.
ACA Reporting (Affordable Care Act)
50+ FTEShows whether employers offered affordable health coverage to eligible employees. Applicable Large Employers (ALEs) with 50+ full-time or full-time equivalent employees must file Form 1095-C to employees and Form 1094-C to the IRS. Employers must track full-time status, offer of coverage, affordability, and minimum value year-round.
OSHA 300 Log & Annual Summary
10+ EmployeesTracks workplace safety incidents. Most employers with more than 10 employees must maintain the OSHA 300 log and post the 300A annual summary from February 1 through April 30 each year. Certain employers must also submit data electronically based on size and industry.
Other Reports to Watch
VariesDepending on size, location, and industry, employers may also need to file: state new hire reporting (required in all states), state pay data reporting (e.g., California and Illinois), workers’ compensation reports, state unemployment insurance wage reports, and local paid leave program reporting.
Key Takeaway
Government reporting is a year-round responsibility. Knowing whether VETS-4212, EEO-1, ACA, OSHA, E-Verify, or state-specific reports apply to your business helps you stay compliant and avoid penalties. When in doubt, review your employee count, contract status, and work locations to confirm your obligations.
Building Inclusive Recruiting That Elevates Your Employer Brand
In today’s hiring environment, candidates expect more than a job description. They are evaluating your values, your reputation, and your commitment to fair opportunity. For small and mid-sized businesses, a thoughtful recruiting strategy that prioritizes DEI and employer branding can significantly improve applicant quality and long-term retention.
Creating a Winning DEI Recruiting Strategy
A strong DEI recruiting strategy focuses on removing barriers and creating consistent, fair hiring practices. Inclusion begins long before the interview stage. In remote and hybrid environments, employers also have an added opportunity to expand geographic reach and improve workforce diversity.
Standardized Hiring
Use structured interview questions and clear scoring criteria to reduce bias and support fair comparisons.
Accessible Applications
State accommodation availability and ensure the process works on mobile and assistive technologies.
Inclusive Requirements
Review postings for unnecessary credentials or language that may discourage qualified candidates.
Expanded Sourcing
Post roles across diverse channels and communities to widen your candidate pool.
Strengthening Your Employer Brand
Today’s candidates often check Glassdoor, Indeed, and your social media before deciding to apply. Your online presence plays a major role in attracting or deterring talent. Employers should regularly review employee feedback sites, their website and careers page, social media presence, and the full application journey — seeing your brand through the candidate’s eyes often reveals quick, high-impact improvements.
Three Easy Ways to Boost Employer Branding
Write Fun & Engaging Job Posts
Lead with purpose and impact. Use clear, human language and highlight flexibility, growth opportunities, and team culture rather than dry requirements lists.
Encourage Authentic Employee Reviews
After positive milestones, invite employees to share honest feedback on Glassdoor and Indeed. Authentic voices build trust with prospective candidates.
Audit Your Digital Presence Regularly
Quarterly reviews of your website and social channels help ensure consistency, accessibility, and alignment with your values.
Additional best practices include highlighting remote or hybrid work options, keeping job descriptions realistic and focused, training hiring teams on inclusive interviewing, and communicating timelines clearly to applicants.
Key Takeaway
Winning today’s talent market requires more than posting open roles. Employers who embed DEI into recruiting, actively manage their employer brand, and create engaging candidate experiences are better positioned to attract and retain high-quality talent. Continue refining your recruiting strategy to build a stronger, more inclusive workforce in the months ahead.
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