I-9 compliance is fundamental for an HR team when onboarding new employees. Its primary function is to verify the identity and employment authorization of individuals hired in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. I-9 becomes more complicated with the new addition of California’s Assembly Bill 5 (AB 5), which deals primarily with an employee’s hiring status. Under current federal immigration law, independent contractors do not have to be in compliance with I-9. However, with the addition of AB 5, if those contractors are classed as employees their path to compliance will change.

Each year can bring new challenges for successfully implementing and marketing a modern employee benefits package. Participation is critical—without it, companies cannot offer the kind of benefit savings that they are expected to. Add this to the state of the “talent crisis” as it stands with the current job market, and your HR team has quite a tall order. There are many skill shortages in today’s labor market, which makes it easier for employees to jump from job to job in search of better compensation and benefits.

With the upcoming decade bringing new benefit opportunities, open enrollment, and brand new positions, the future looks bright for businesses of every size and sector. But as the world looks to 2020 and beyond, some finance experts say the next decade won’t be all smooth sailing.