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PEOs will provide compliance with the following federal and state regulations:

- Federal & State Tax Compliance: PEOs will ensure compliance with all federal and state tax regulations–FUTA, FICA, SUTA, etc.
- ADEA Compliance: The Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against individuals age 40 or older.
- ADA Compliance: The Americans with Disabilities Act (ADA) forbids the exclusion of people with disabilities from every-day and workplace activities. It calls for the provision of reasonable accommodation for job applicants and employees with disabilities who would otherwise be unable to perform the job.
- EEO Compliance: Equal Employment Opportunity (EEO) laws prohibit discrimination against applicants and workers due to their race, color, religion, sex, national origin, disability or veteran status.
- HIPAA Compliance: Health Insurance Portability and Accountability Act (HIPAA) Privacy and Security Rules protect health information privacy and patient confidentiality of employees and their beneficiaries in group health plans.
- OSHA Compliance: The Occupational Safety and Health Administration (OSHA) establishes and enforce workplace safety and health standards. Employers are responsible for maintaining a safe workplace by adhering to all OSHA safety and health regulations.
- FLSA Compliance: The Fair Labor Standards Act (FLSA) sets minimum wage, overtime pay, child labor regulations and record keeping. It affects all workers and because it is constantly changing, PEOs can help companies make sure they are up to date with new issues and rules.
- COBRA Compliance: The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires companies to extend subsidized health insurance for an interim period in the event of termination, reduction of hours or other eligible incidents.
- FMLA Compliance: The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave to employees for reasons such as childbirth or adoption/foster care, care of an immediate family member’s health, or care of one’s own health condition.
- ERISA Compliance: The Employee Retirement Income Security Act (ERISA) establishes minimum standards for retirement, health and other welfare benefit plans for companies that offer these plans.
- MHPA Compliance: Mental Health Parity Act – This requires that annual or lifetime dollar limits on mental health benefits be no lower than any such dollar limits for medical and surgical benefits offered by a group health plan or health insurance issuer offering coverage in connection with a group health plan.
- Civil Rights Act of 1964 Compliance: This act outlaws all discrimination and segregation in the workplace based on race and gender.
- Civil Rights Act of 1991 Compliance: This act expands the rights of employees who have sued their employer for discrimination by providing the right to trial by jury on discrimination claims, as well as introducing the possibility for emotional distress damages.
- USERRA Compliance: The Uniformed Services Employment and Reemployment Rights Act (USERRA) prohibits employer discrimination due to military service, and also protects service members’ reemployment rights upon return from service duty.
- EPA Compliance: The US Environmental Protection Agency require compliance with federal and state environmental laws and regulations for businesses.
- IRCA Compliance: The Immigration Reform and Control Act (IRCA) state that it is illegal for US employers to hire workers not legally authorized to work in the country. Employers must check the identity and work status of each new hire with the Employment Verification I-9 form. HRIS provided by PEOs can help track employee I-9 information and work authorization expiration dates.
- NLRA Compliance: The National Labor Relations Act (NLRA) guarantees employees the right to create labor/trade unions, bargain collectively with employers, and participate in strikes or other protected concerted activity in support of their demands.
- OWBPA Compliance: The Older Workers Benefit Protection Act (OWBPA) amended the ADEA, and prohibits age discrimination against older workers when providing employee benefits.
- Pregnancy Discrimination Act Compliance: The Pregnancy Discrimination Act Compliance prohibits employers from discriminating against an employee due to pregnancy, childbirth, or other related medical conditions.
- WARN Compliance: The Worker Adjustment and Retraining Notification Act (WARN) requires most employers with 100 or more employees to notify workers 60 days before plant closings and mass layoffs.
- Jury System Improvement Act Compliance: The Jury System Improvement Act prohibits employers from firing, threatening to fire or coercing an employee due to his or her jury service. Employees who take leave from work for jury duty must maintain the same benefits and work status as normal leave of absence.