Reflecting on insights shared at the November 13, 2025, NYC SHRM Legal and Legislative Conference
In a year marked by rapid policy shifts and rising accountability for employers, the NYC SHRM Legal and Legislative Conference provided timely clarity for HR leaders. In today’s ever evolving world of work, where regulation, compliance, and workplace culture increasingly intersect, the conference offered HR professionals a vital opportunity to stay informed and proactive. Hosted in Midtown Manhattan, the half day event brought together leading voices in immigration and employment law to explore the latest legal developments and their practical implications. The sessions, led by Barst, Mukamal and Kleiner LLP and Jackson Lewis P. C., reminded attendees that while laws and policies may shift, HR’s role in safeguarding fairness, compliance, and transparency remains central to organizational success.
Alexis S. Axelrad, Partner at Barst, Mukamal and Kleiner LLP, opened with a thoughtful discussion on the evolving H1B visa landscape and the increasing emphasis on regulatory precision. She detailed the upcoming ten-thousand-dollar H1B petition fee, effective September 21, 2025, which applies to petitions for beneficiaries outside the United States who do not already hold a valid H1B visa. Axelrad emphasized the importance of preparation, documentation, and proactive compliance, particularly as the United States Citizenship and Immigration Services and the Department of Homeland Security expand unannounced site visits. She also addressed the growing expectation that employers maintain consistent and well-organized visa records. Her message was simple. Plan early, document well, and expect continued change. A practical next step is for HR teams to audit current visa files now to ensure documentation is complete and accurate.
From immigration to employment law, the conference shifted to a wider view of the policies shaping daily HR decisions. The Jackson Lewis team, represented by Ryan C. Chapoteau, Annabel Stanley, and Mary A. Smith, provided a comprehensive overview of new and upcoming legal developments across federal and state employment law. Their session reinforced that compliance is not simply a legal requirement. It is a strategic advantage for organizations seeking to build trust and stability.
The discussion began with Executive Orders 14177 and 14281, which reaffirm restrictions on race-based hiring and contracting. The speakers emphasized that diversity, equity, and inclusion initiatives must go beyond intent and focus on lawful, measurable, and transparent outcomes. Leaders may want to revisit any DEI goals tied to hiring to ensure alignment with these executive orders. The message was clear. DEI goals must align with compliance frameworks to withstand scrutiny and deliver meaningful impact.
The presentation also covered wage and hour updates, worker safety initiatives, and the evolving standards for contractor classification. The new Federal Contractor Minimum Wage Mandate raises pay to thirteen dollars and ninety cents per hour federally and seventeen dollars per hour in New York City by 2025. The reinstated Independent Contractor Rule requires a holistic six factor evaluation that encourages employers to weigh all the dominoes when making classification decisions. HR teams may want to evaluate their 2025 budgets now to account for wage increases and safety investments. State level updates, including the New York Retail Worker Safety Act and the Warehouse Worker Injury Reduction Act, reflect an expanded focus on employee safety, workplace violence prevention, and accountability in New York.
Mary A. Smith’s portion of the session focused on the critical role of workplace investigations in maintaining integrity and trust. She framed investigations not merely as procedural obligations but as essential tools for reinforcing organizational values and preventing risk. Smith stressed that every complaint, whether formal or informal, must be investigated promptly and impartially. She outlined a structured ten step approach that helps investigators navigate the process with ease and consistency. Her overarching message was that timely, fair investigations not only resolve issues but also strengthen an organization’s credibility and culture. A simple action leaders can take immediately is to review their investigation templates to ensure they reflect current best practices.
The NYC SHRM Legal and Legislative Conference offered more than updates on laws and regulations. It provided a roadmap for HR professionals to lead with foresight and purpose. As the employment landscape continues to evolve, one truth remains evident. An informed and proactive HR function is the cornerstone of organizational resilience. HR leaders who stay current and plan ahead to not only protect their organizations, but they also guide them.
