Building Employee Trust Through a Fully Compliant Workplace
By PosterElite
Trust is the foundation of a strong workplace culture. Employers invest heavily in HR and HCM initiatives designed to engage employees, promote well-being, and create a fair and inclusive environment. But employee trust is fragile, and failing to demonstrate a commitment to compliance—particularly in areas as fundamental as labor law—can undermine the very initiatives meant to strengthen it.
Employer commitment to compliance–proudly reinforced through highly visible, up-to-date labor law posters–builds employee trust that their employer has their best interests in mind.
Compliance as a Reflection of Employer Integrity
A fully compliant workplace is not just about avoiding legal consequences; it is a direct expression of an employer’s commitment to fairness and transparency. Labor laws exist to protect workers, ensuring they have access to fair wages, safe working conditions, and protection from discrimination. However, these rights mean little if employees are unaware of them.
This is yet another reason why meeting labor law posting requirements is so important. They are not just regulatory obligations but an extension of nearly every labor law. By clearly displaying this information and updating it real-time as laws change, employers signal to their workforce that they take compliance seriously and respect their employees’ legal protections.
The Risk of Undermining Employee Trust
Conversely, when businesses treat compliance as an afterthought—whether by failing to keep postings updated, displaying them inconsistently, or neglecting digital posting requirements for remote workers—they send an implicit message that labor rights are not a priority. Employees notice these signals. If an employer disregards something as fundamental as informing workers of their rights, employees may wonder: What else is being overlooked?
This perception can damage credibility with employees, weakening HR-driven engagement efforts. Initiatives aimed at improving workplace culture, diversity, and employee experience become less effective when employees see gaps in basic legal compliance.
Employers Should Rely on Trusted Compliance Providers
The best way for businesses to ensure a visibly compliant workplace is to work with their trusted HR/HCM provider—whether a service or technology platform—rather than treating it as a one-off purchase. Such providers ensure that clients have an easy to manage, integrated experience providing easy access to updates whenever there is a new requirement.
A Call To HR and Compliance Providers: Compliance is Strategic
HR, HCM, and compliance technology and service providers who help businesses manage people, engagement, and workforce-related risks should consider adding labor law compliance to their offering. By doing so, they:
- Help clients achieve both compliance and employee trust
- Reinforce their role as a strategic partner
- Differentiate their service and drive greater value
- Increase client engagement
How Our Partnership with PosterElite Can Help
PosterElite has helped Payentry seamlessly extend their product offering to include labor law poster compliance to help businesses comply with the complicated and ever-changing posting requirements. With this turnkey approach, implementation and ongoing management are effortless.
Do you have questions about labor law compliance? Our payroll and HR solutions ensure accuracy, compliance, and efficiency. Contact us today to learn how we can support your business.
Payentry personnel management professionals provide expert support in payroll, workforce management, human resources, benefits administration, and retirement planning services.
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* MPAY LLC dba Payentry (Company), is not a law firm. This article is intended for informational purposes only and should not be relied upon in reaching a conclusion in a particular area of law. Applicability of the legal principles discussed may differ substantially in individual situations. Receipt of this or any other Company materials does not create an attorney-client relationship. The Company is not responsible for any inadvertent errors that may occur in the publishing process.
