Why Compliance Training Is Non-Negotiable for Contingent Workforce Programs

HiTide Team
Nov 27
2 min read

As workforce regulations evolve, training mandates have become a critical compliance touchpoint for contingent workforce programs. From sexual harassment prevention to human trafficking awareness, state and local laws are reshaping how staffing firms onboard and manage talent — and how contingent workforce managers assess supplier readiness.

According to Staffing Industry Analysts, “Expanding regulations are shifting responsibility onto buyers to verify staffing suppliers’ training, track completion and mitigate shared legal risk.” [staffingindustry.com ]

The Patchwork of Training Laws

Training requirements vary widely by jurisdiction. Some states mandate annual training for all employees; others target specific industries or roles. The most common mandates fall into two categories:

Sexual Harassment Prevention Training

Several states have enacted laws requiring employers to provide harassment prevention training:

California: Employers with five or more employees must provide two hours for supervisors and one hour for staff every two years.
New York: Annual interactive training for all employees, including contractors. NYC adds requirements for employers with 15+ workers.
Illinois: Annual training, with additional mandates for hospitality and food service sectors.
Connecticut, Delaware, Maine: Requirements vary by company size and supervisory status.

Tip: These laws are dynamic. Contingent workforce programs operating across multiple jurisdictions must proactively monitor and respond to changes.

Human Trafficking Awareness Training

Increasingly required in hospitality and transportation — industries that often rely on contingent labor:

States like California, Florida, Illinois, Minnesota, New Jersey, New York, Virginia require hotels and similar employers to train public-facing staff.
Cities like Houston and Baltimore enforce local ordinances requiring hotels to certify training completion.

Failure to comply can result in fines, contract termination, or reputational damage.

Beyond Training: Expanding Compliance Requirements

While sexual harassment and trafficking awareness are common, other critical compliance areas include:

Employment Eligibility: I-9 verification and E-Verify checks.
Labor Laws: State and local sick time, overtime, and wage regulations.
Background Checks & Drug Testing: Often required by industry-specific or client mandates.

Action Step: Consult legal counsel to ensure compliance with all pertinent laws in jurisdictions where you operate.

Who Owns Compliance?

Responsibility typically falls to the employer of record — usually the staffing firm. Providers must:

Deliver legally compliant training.
Keep documentation for audits and regulatory inspections.
Stay current on changing laws and client-specific requirements.

Meanwhile, buyers of staffing services must explicitly define expectations—integrating compliance requirements into contracts, onboarding workflows, and supplier scorecards.

Collaboration Is Key

The most effective programs feature early and transparent collaboration between buyers and suppliers. This partnership:

Mitigates compliance risk.
Builds mutual trust.
Strengthens workforce reliability.

Looking Ahead

Training mandates—and broader compliance requirements—are expanding in both scope and enforcement. Jurisdictions are focusing more on workplace safety, equity, and public-facing roles. Enforcement mechanisms are becoming more sophisticated, including certification, reporting, and audits.

For contingent workforce programs, compliance isn’t just governance—it’s good business.

HiTide: Compliance at the Core

At HiTide, compliance is 100% embedded in our operations. We ensure full adherence to:

Sexual Harassment Prevention Training
Human Trafficking Awareness Training
I-9 & E-Verify Employment Eligibility
Labor Laws (sick time, overtime)
Background Checks & Drug Testing

Partner with HiTide for peace of mind and a workforce you can trust.