The federal government keeps changing US immigration rules, often without notice. This has created extra stress for employees and employers, especially smaller ones without teams and resources dedicated to navigating the changes. But lawyers tell HR Brew that there are steps employers can take to protect themselves and support their employees.

“It feels like every day there’s a new announcement, there’s a new policy,” Stephen Blaker, immigration attorney and partner at law firm Blaker and Grant, told HR Brew. “On a Monday you could file your naturalization application and then be told on Wednesday that there’s a new civics test.”

Perhaps the most publicized recent rule is the administration’s changes to H-1B visa, increasing the application fee for new holders from $4,500 to $100,000. The US grants approximately 85,000 H-1B visas a year, largely to tech and healthcare workers. The government hopes the change encourages employers to hire US-born workers instead of foreign talent, HR Brew previously reported.

Since the announcement, the government has updated its language several times, resulting in panic among employers. J. Mike Sevilla, an immigration attorney and partner at Dorsey and Whitney, told HR Brew he’s received “questions from clients about what exactly it means, and we’ve gotten some clarity on some points, but there’s still certain areas where we’re waiting on practical guidance.”

For more on what changes to immigration rules mean for employers, keep reading here.—KP

Good news for people who think that there could be a better way to find and recruit new hires (so, basically everyone): New research reveals that AI is delivering in recruiting by transforming talent acquisition (TA) into a new more strategic and tactical role for high-performing firms.

The report from the Josh Bersin Company outlines how TA pros are changing the way talent is recruited and requisitions are delivered, to the tune of faster times to fill, stronger matches between candidates and roles, and improved insights on how to secure said talent. The Josh Bersin Company produced the research with HR strategy group AMS, and released it last month at the HR Technology conference in Las Vegas.

The hiring landscape reveals growing demand for new “high-precision” AI tools that assist in the TA process, from recruitment, assessment, and interviewing, to hiring and beyond.

For more on how AI is helping TA evolve, keep reading here.—AD

AI isn’t coming for your job—at least, not any time soon.

That’s according to a new study by the Yale Budget Lab (YBL), which found that the labor market hasn’t been disrupted by generative AI. YBL researchers examined occupational mix, or the percentage of workers who lost, gained, or changed jobs. They compared the rate of change in occupational mix since November 2022, when LLMs first became big news, with two other periods of technological upheaval: the advent of computers, and the internet. They found that GenAI has only had a 1% greater effect on occupational mix than the first few years of internet adoption.

“The potential effects of AI on the labor market so far are not out of the ordinary,” the researchers wrote, noting that technological disruption usually takes place on a timeline of decades, not months or years.

For more on how AI is affecting the labor market, keep reading on CFO Brew.—CV

More than a dozen states now require salary ranges in job postings, but the gender pay gap hasn’t budged much. Some companies embrace transparency as a recruiting tool, while others resist or post meaningless ranges. Has pay transparency lived up to its promise—or just shifted the conversation? Explore what’s working, what isn’t, and what HR leaders need to know.