Author: sHq_LoGiNz

Originally published on Guiding Stars Health & Nutrition News

by Allison Stowell

An important attribute of a nutrition guidance program is the ability to remain relevant as trends change. Since the launch of Guiding Stars, different dietary approaches have impacted consumers and the goals they’re seeking to meet. Throughout that time, Guiding Stars has evolved and remained an important tool that positively impacts consumers’ ability to identify and embrace a nutritious diet.

More Protein

Consumers are looking for protein. And in many cases, they’re going beyond the meat department to find it. Products that call out “protein” on the package attract consumers seeking to increase their protein intake. Options like protein-rich Pop-Tarts and other sweet or salty snacks, likely high in attributes we should limit, might be an appealing choice for consumers who are also prioritizing taste. 

It’s good to emphasize dietary protein, particularly for individuals using GLP-1 medication. But it’s also important to limit intake of added sugar, sodium, and saturated fat. This is where Guiding Stars shines. Guiding Stars-earning, protein-rich foods (like eggs, lean meats, edamame, and packaged products) provide protein without compromising on other aspects of your overall diet.

Better Beverages

The beverage industry continues to expand and innovate to keep up with consumer demand. Consumers want lower-sugar drinks, functional beverages, and more as they turn to beverages that do more than just hydrate. In 2022, to address the increasing impact of the beverage aisle on consumer’s health, Guiding Stars launched a beverage algorithm. With this change, Guiding Stars has helped consumers embrace beverages that are lower in natural and added sugar, saturated fat, salt, and artificial colors. 

When consumers follow Guiding Stars, they’re also led to beverages with more fiber, vitamins, minerals, and active cultures. So many options are presented to us as the more healthful or beneficial beverage these days. A trusted resource like Guiding Stars cuts through and enables consumers to choose what truly aligns with their wellness goals.

Dietary Fats

Since its inception, Guiding Stars has been guiding consumers toward foods with less saturated fat, which negatively impacts cholesterol levels and can increase risk of chronic disease. Today’s consumer recognizes that dietary fats are an important part of a balanced diet, yet confusion remains. This is apparent when it comes to oils, dairy products, higher-fat meats, and some packaged products. Do you find yourself confused in grocery aisles? Rely on Guiding Stars to guide you toward heart-healthy options that align with reducing risk of heart disease.

Special Diets

Many consumers choose to follow a special diet or must make choices based on allergies or intolerances. They may be gluten-free, dairy-free, vegan, or follow another restrictive diet. Allergen labeling and food innovation have improved the options for these individuals. However, it’s not uncommon for compromises to be made. For example, a product that is gluten-free may also be lower in fiber and whole grains, or higher in sodium.

More consumers are choosing non-dairy milk alternatives, plant-based products, gluten-free foods, and more. By doing so, they may be missing out on essential micronutrients. They may also be accidentally increasing intake of salt, sugar, saturated fat, or other undesirable attributes. Guiding Stars can be a helpful tool for these individuals. It allows them to choose products that align with their goals, while still following a nutritious diet that benefits their overall health and wellness.

About Guiding Stars

Guiding Stars is an objective, evidence-based, nutrition guidance program that evaluates foods and beverages to make nutritious choices simple. Products that meet transparent nutrition criteria earn a 1, 2, or 3 star rating for good, better, and best nutrition. Guiding Stars can be found in more than 2,000 grocery stores and through the Guiding Stars Food Finder app.

Originally published on Guiding Stars Health & Nutrition News

by Allison Stowell

An important attribute of a nutrition guidance program is the ability to remain relevant as trends change. Since the launch of Guiding Stars, different dietary approaches have impacted consumers and the goals they’re seeking to meet. Throughout that time, Guiding Stars has evolved and remained an important tool that positively impacts consumers’ ability to identify and embrace a nutritious diet.

More Protein

Consumers are looking for protein. And in many cases, they’re going beyond the meat department to find it. Products that call out “protein” on the package attract consumers seeking to increase their protein intake. Options like protein-rich Pop-Tarts and other sweet or salty snacks, likely high in attributes we should limit, might be an appealing choice for consumers who are also prioritizing taste. 

It’s good to emphasize dietary protein, particularly for individuals using GLP-1 medication. But it’s also important to limit intake of added sugar, sodium, and saturated fat. This is where Guiding Stars shines. Guiding Stars-earning, protein-rich foods (like eggs, lean meats, edamame, and packaged products) provide protein without compromising on other aspects of your overall diet.

Better Beverages

The beverage industry continues to expand and innovate to keep up with consumer demand. Consumers want lower-sugar drinks, functional beverages, and more as they turn to beverages that do more than just hydrate. In 2022, to address the increasing impact of the beverage aisle on consumer’s health, Guiding Stars launched a beverage algorithm. With this change, Guiding Stars has helped consumers embrace beverages that are lower in natural and added sugar, saturated fat, salt, and artificial colors. 

When consumers follow Guiding Stars, they’re also led to beverages with more fiber, vitamins, minerals, and active cultures. So many options are presented to us as the more healthful or beneficial beverage these days. A trusted resource like Guiding Stars cuts through and enables consumers to choose what truly aligns with their wellness goals.

Dietary Fats

Since its inception, Guiding Stars has been guiding consumers toward foods with less saturated fat, which negatively impacts cholesterol levels and can increase risk of chronic disease. Today’s consumer recognizes that dietary fats are an important part of a balanced diet, yet confusion remains. This is apparent when it comes to oils, dairy products, higher-fat meats, and some packaged products. Do you find yourself confused in grocery aisles? Rely on Guiding Stars to guide you toward heart-healthy options that align with reducing risk of heart disease.

Special Diets

Many consumers choose to follow a special diet or must make choices based on allergies or intolerances. They may be gluten-free, dairy-free, vegan, or follow another restrictive diet. Allergen labeling and food innovation have improved the options for these individuals. However, it’s not uncommon for compromises to be made. For example, a product that is gluten-free may also be lower in fiber and whole grains, or higher in sodium.

More consumers are choosing non-dairy milk alternatives, plant-based products, gluten-free foods, and more. By doing so, they may be missing out on essential micronutrients. They may also be accidentally increasing intake of salt, sugar, saturated fat, or other undesirable attributes. Guiding Stars can be a helpful tool for these individuals. It allows them to choose products that align with their goals, while still following a nutritious diet that benefits their overall health and wellness.

About Guiding Stars

Guiding Stars is an objective, evidence-based, nutrition guidance program that evaluates foods and beverages to make nutritious choices simple. Products that meet transparent nutrition criteria earn a 1, 2, or 3 star rating for good, better, and best nutrition. Guiding Stars can be found in more than 2,000 grocery stores and through the Guiding Stars Food Finder app.

Client background

Iris Global is a U.S.-based not-for-profit organization with partners in 37 countries. Through these partnerships, Iris Global delivers a wide range of faith-filled services to communities in need. Their work includes primary and secondary education, medical clinics, clean water initiatives and well-drilling, church planting, pastoral training, prison ministry, and feeding programs.

Business challenge

Along with growth, Iris Global was facing mounting operational challenges. They were using QuickBooks for accounting and Salesforce as their Client Relationship Management. However, the lack of integration between these systems was creating significant operational inefficiencies.

• Manual data entry led to duplication of efforts and increased the risk of errors.
• Employees were often working on the same transactions multiple times across systems.
• Internal controls were weak, and reporting capabilities were limited.
• Reporting was limited, making it difficult to gain timely insights or support audits.
• Server maintenance caused frequent downtime, locking employees out and disrupting workflows.
• The organization was overwhelmed, with every employee stretched thin and no capacity to scale without hiring more staff.

Strategy

Baker Tilly approached the engagement as a strategic ally, listening closely to Iris Global’s unique needs and designing a strategy that was both technically sound and economically viable.

• API integration between Salesforce and Sage Intacct to automate donation entries and financial data syncing.
• Custom integration between Stripe and the child sponsorship database, pushing data through APIs into Sage Intacct.
• Automation of online donation entries, enabling real-time or overnight syncing of donation batches.
• User-defined dimensions and non-traditional historical data migration to accommodate the organization’s tracking needs.
• Cloud-based access, eliminating the need for server logins and enabling seamless hybrid and remote work.
• Recommended Venn Technology for API-based automation of donation entries and online giving between Salesforce and Sage Intacct.

Outcome

Iris Global needed a solution that would streamline operations, reduce manual work and support their hybrid and remote workforce.

The implementation began in March 2020 and went live in August 2020, right in the midst of the COVID-19 pandemic, demonstrating both teams’ resilience and adaptability. As a result, Iris Global saw:

• Significant time savings as employees no longer chase data or duplicate entries across systems.
• Streamlined not-for-profit workflows and role definitions helped reduce overlap in employee responsibilities and improved workload management.
• Theautomation of key processes reduced the need for additional hires, aiding in cost-cutting.
• Staff gained improved flexibility, as they could work remotely without facing technical barriers such as server logins or downtime.
• Real-time data availability enhanced accuracy, improved decision-making and audit readiness.
• Having transaction support accessible in the system for staff in multiple locations increased efficiency.

Iris Global continues today to continuously enhance its automation with Sage Intacct’s release enhancements and Venn Technology expertise.

See our not-for-profit solutions in action

Client background

Iris Global is a U.S.-based not-for-profit organization with partners in 37 countries. Through these partnerships, Iris Global delivers a wide range of faith-filled services to communities in need. Their work includes primary and secondary education, medical clinics, clean water initiatives and well-drilling, church planting, pastoral training, prison ministry, and feeding programs.

Business challenge

Along with growth, Iris Global was facing mounting operational challenges. They were using QuickBooks for accounting and Salesforce as their Client Relationship Management. However, the lack of integration between these systems was creating significant operational inefficiencies.

• Manual data entry led to duplication of efforts and increased the risk of errors.
• Employees were often working on the same transactions multiple times across systems.
• Internal controls were weak, and reporting capabilities were limited.
• Reporting was limited, making it difficult to gain timely insights or support audits.
• Server maintenance caused frequent downtime, locking employees out and disrupting workflows.
• The organization was overwhelmed, with every employee stretched thin and no capacity to scale without hiring more staff.

Strategy

Baker Tilly approached the engagement as a strategic ally, listening closely to Iris Global’s unique needs and designing a strategy that was both technically sound and economically viable.

• API integration between Salesforce and Sage Intacct to automate donation entries and financial data syncing.
• Custom integration between Stripe and the child sponsorship database, pushing data through APIs into Sage Intacct.
• Automation of online donation entries, enabling real-time or overnight syncing of donation batches.
• User-defined dimensions and non-traditional historical data migration to accommodate the organization’s tracking needs.
• Cloud-based access, eliminating the need for server logins and enabling seamless hybrid and remote work.
• Recommended Venn Technology for API-based automation of donation entries and online giving between Salesforce and Sage Intacct.

Outcome

Iris Global needed a solution that would streamline operations, reduce manual work and support their hybrid and remote workforce.

The implementation began in March 2020 and went live in August 2020, right in the midst of the COVID-19 pandemic, demonstrating both teams’ resilience and adaptability. As a result, Iris Global saw:

• Significant time savings as employees no longer chase data or duplicate entries across systems.
• Streamlined not-for-profit workflows and role definitions helped reduce overlap in employee responsibilities and improved workload management.
• Theautomation of key processes reduced the need for additional hires, aiding in cost-cutting.
• Staff gained improved flexibility, as they could work remotely without facing technical barriers such as server logins or downtime.
• Real-time data availability enhanced accuracy, improved decision-making and audit readiness.
• Having transaction support accessible in the system for staff in multiple locations increased efficiency.

Iris Global continues today to continuously enhance its automation with Sage Intacct’s release enhancements and Venn Technology expertise.

See our not-for-profit solutions in action

Originally published on GoDaddy Resource Library

Tell us a little bit about yourself and your career journey to date.

I’m Bhumi Patil, a Senior Security Engineer based in Bengaluru, India. I work within the commerce division, where I focus on build-time security efforts and application security. Outside of work, I’m a new mom to a wonderful 11-month old who keeps me on my toes, and I’m married to my biggest supporter. We love planning trips together to explore different cultures and learn about the world. When I’m not tackling security challenges, I’m either chasing my baby around the house or dreaming about my next mountain adventure.

My journey into security wasn’t exactly planned. Early in my career, I wanted to do something more meaningful. I was fortunate that a director took the time to understand my career aspirations rather than just focusing on work completion. He asked me a simple question: “What do you want your career to look like?” I told him I wanted to make things secure. That conversation changed everything, he guided me to approach a security team, and from there I started learning on my own. I looked for projects, even requested teams to let me work with them as just an intern. I built myself up alongside my regular responsibilities.

Looking back now, I’m building things that truly satisfy me.

How did GoDaddy support you through your maternity leave?

Imagine announcing to your manager that you’re pregnant just six months into a new job. I was nervous going into the conversation, but his reaction told me everything I needed to know about GoDaddy’s culture.

He was genuinely excited for me. He said, “Business will go as usual! You need to take care of your family first. We will be here to support you.”

When you get that kind of support, you actually want to return. I chose not to extend my maternity leave because I was eager to come back not out of pressure or obligation, but because this felt like a place I genuinely wanted to be. It’s another space where I belong, where people have my back.

How has becoming a mom changed how you approach your work?

It’s taught me so much about prioritization. With a baby, you learn quickly what’s truly important and what can wait. Focus time becomes precious, so you make every minute count.

I apply the same formula to my work now. Being a mom means constantly multitasking, but only with the things that truly matter. I’ve become more intentional about where I spend my energy both at home and in my security work. That clarity has actually made me more effective, not less.

What are you most proud of working on at GoDaddy?

Firstly, I’m building an AI-powered Dependabot companion that helps our security team prioritize thousands of vulnerability alerts. Picture this: you have large number of alerts all screaming “FIX ME NOW!” My system prioritizes issues by real risk, likelihood of exploitation, and required upgrade effort. When a teammate tells me they finally feel like they can focus on what matters instead of drowning in noise – that’s the reward.

Secondly, I’m working on GitHub Actions security at an industry level not just for GoDaddy but contributing to how organizations think about supply chain attack prevention. The idea came from my manager, but I’m proud to have contributed. Supply chain attacks are one of the biggest threats in our industry right now, and knowing our work could help protect organizations beyond just our own walls feels meaningful.

What aspects of GoDaddy’s culture do you appreciate the most?

GoDaddy has given me a platform to explore and innovate. My manager is my biggest supporter for trying new things. He often says, “The normal things will be done by everyone that keeps the lights on. But we need to do something better than our usual bread and butter work.”

What I love is that it’s not about adding stress. It’s about having the ability to choose what you’d like to pursue. You’re empowered, not pressured.

There’s also something fundamental about GoDaddy that I haven’t seen elsewhere. You’re evaluated on four components and Join Forces is one of them. That shows a deep belief that when multiple people come together, they achieve great things. It’s not one person building alone while everyone else watches.

“Work Courageously” isn’t just a slogan here. They genuinely encourage you to get your hands dirty, to try things without overthinking the immediate benefit. They put trust in you first.

What might people be surprised to learn about you?

I’m deeply focused on improving who I am as a person rather than accumulating material things. I spend a lot of time thinking about personal growth. I listen to podcasts about life insights and I reflect on how I show up for people.

Here’s what I really care about: I want people to feel positive energy when they talk to me. It’s not about performing for others – it’s that this kind of presence genuinely matters to me. With growing technology, I feel like we’re becoming less authentic and less connected as humans. That saddens me. So, I try to be intentional about bringing warmth to my interactions, whether it’s with my team, my family, or anyone I meet.

Maybe that’s unexpected for a Security Engineer, but I think protecting systems and caring about human connection aren’t so different. Both require paying attention to what really matters.

What’s one piece of advice you wish you had received earlier in your career?

Keep your thirst for learning open, it will get you to the right place.

Also, technology keeps changing. Don’t chase the technology itself; chase the concepts behind it. Languages and frameworks will evolve, but the fundamentals of how systems work, how to think about problems, how to approach security – those principles stay relevant. That foundation is what carries you forward.

What’s your personal mantra?

Seeking balance.

As someone who juggles security challenges at work and a curious 11-month old at home, balance isn’t something I achieve once and keep forever. It’s something I actively seek every single day. Some days I get it right and some days I don’t. However, the pursuit itself keeps me grounded.

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

• Facebook
• Instagram
• LinkedIn
• Twitter
• TikTok
• Career Page

Originally published on GoDaddy Resource Library

Tell us a little bit about yourself and your career journey to date.

I’m Bhumi Patil, a Senior Security Engineer based in Bengaluru, India. I work within the commerce division, where I focus on build-time security efforts and application security. Outside of work, I’m a new mom to a wonderful 11-month old who keeps me on my toes, and I’m married to my biggest supporter. We love planning trips together to explore different cultures and learn about the world. When I’m not tackling security challenges, I’m either chasing my baby around the house or dreaming about my next mountain adventure.

My journey into security wasn’t exactly planned. Early in my career, I wanted to do something more meaningful. I was fortunate that a director took the time to understand my career aspirations rather than just focusing on work completion. He asked me a simple question: “What do you want your career to look like?” I told him I wanted to make things secure. That conversation changed everything, he guided me to approach a security team, and from there I started learning on my own. I looked for projects, even requested teams to let me work with them as just an intern. I built myself up alongside my regular responsibilities.

Looking back now, I’m building things that truly satisfy me.

How did GoDaddy support you through your maternity leave?

Imagine announcing to your manager that you’re pregnant just six months into a new job. I was nervous going into the conversation, but his reaction told me everything I needed to know about GoDaddy’s culture.

He was genuinely excited for me. He said, “Business will go as usual! You need to take care of your family first. We will be here to support you.”

When you get that kind of support, you actually want to return. I chose not to extend my maternity leave because I was eager to come back not out of pressure or obligation, but because this felt like a place I genuinely wanted to be. It’s another space where I belong, where people have my back.

How has becoming a mom changed how you approach your work?

It’s taught me so much about prioritization. With a baby, you learn quickly what’s truly important and what can wait. Focus time becomes precious, so you make every minute count.

I apply the same formula to my work now. Being a mom means constantly multitasking, but only with the things that truly matter. I’ve become more intentional about where I spend my energy both at home and in my security work. That clarity has actually made me more effective, not less.

What are you most proud of working on at GoDaddy?

Firstly, I’m building an AI-powered Dependabot companion that helps our security team prioritize thousands of vulnerability alerts. Picture this: you have large number of alerts all screaming “FIX ME NOW!” My system prioritizes issues by real risk, likelihood of exploitation, and required upgrade effort. When a teammate tells me they finally feel like they can focus on what matters instead of drowning in noise – that’s the reward.

Secondly, I’m working on GitHub Actions security at an industry level not just for GoDaddy but contributing to how organizations think about supply chain attack prevention. The idea came from my manager, but I’m proud to have contributed. Supply chain attacks are one of the biggest threats in our industry right now, and knowing our work could help protect organizations beyond just our own walls feels meaningful.

What aspects of GoDaddy’s culture do you appreciate the most?

GoDaddy has given me a platform to explore and innovate. My manager is my biggest supporter for trying new things. He often says, “The normal things will be done by everyone that keeps the lights on. But we need to do something better than our usual bread and butter work.”

What I love is that it’s not about adding stress. It’s about having the ability to choose what you’d like to pursue. You’re empowered, not pressured.

There’s also something fundamental about GoDaddy that I haven’t seen elsewhere. You’re evaluated on four components and Join Forces is one of them. That shows a deep belief that when multiple people come together, they achieve great things. It’s not one person building alone while everyone else watches.

“Work Courageously” isn’t just a slogan here. They genuinely encourage you to get your hands dirty, to try things without overthinking the immediate benefit. They put trust in you first.

What might people be surprised to learn about you?

I’m deeply focused on improving who I am as a person rather than accumulating material things. I spend a lot of time thinking about personal growth. I listen to podcasts about life insights and I reflect on how I show up for people.

Here’s what I really care about: I want people to feel positive energy when they talk to me. It’s not about performing for others – it’s that this kind of presence genuinely matters to me. With growing technology, I feel like we’re becoming less authentic and less connected as humans. That saddens me. So, I try to be intentional about bringing warmth to my interactions, whether it’s with my team, my family, or anyone I meet.

Maybe that’s unexpected for a Security Engineer, but I think protecting systems and caring about human connection aren’t so different. Both require paying attention to what really matters.

What’s one piece of advice you wish you had received earlier in your career?

Keep your thirst for learning open, it will get you to the right place.

Also, technology keeps changing. Don’t chase the technology itself; chase the concepts behind it. Languages and frameworks will evolve, but the fundamentals of how systems work, how to think about problems, how to approach security – those principles stay relevant. That foundation is what carries you forward.

What’s your personal mantra?

Seeking balance.

As someone who juggles security challenges at work and a curious 11-month old at home, balance isn’t something I achieve once and keep forever. It’s something I actively seek every single day. Some days I get it right and some days I don’t. However, the pursuit itself keeps me grounded.

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

• Facebook
• Instagram
• LinkedIn
• Twitter
• TikTok
• Career Page

Starting out 2026, regulatory momentum around Environmental, Health, and Safety (EHS) is accelerating across several regions. For global companies, especially those with operations spanning Europe, Latin America, Asia-Pacific, and the U.S., these updates aren’t just check‑the‑box changes. They represent meaningful shifts in how governments define workplace risk, sustainability accountability, and cross-border environmental responsibility. Below, we outline the key regulatory updates to track, along with the risks of underestimating them.

 

Brazil: Mental Health and NR-01

In May 2026, Brazil will begin enforcement of an updated version of NR-01 that explicitly requires companies to evaluate psychosocial risks as part of their occupational risk programs. This includes employees working remotely, not just those in physical facilities. The update marks a shift toward recognizing mental health as a regulated component of workplace safety.

Employers must integrate assessments into their Risk Management Program (PGR) and consider common psychosocial risk areas such as workload, autonomy, recognition, community support, fairness, and value alignment. These elements are described in the Brazilian Ministry of Labor’s official Psychosocial Risk Guide, which is also used as a reference by labor inspectors.

Why this matters: Many companies in Brazil have not previously treated mental health as part of legal compliance. Starting in 2026, failing to assess and address psychosocial risk could result in fines or mandatory corrective actions during labor audits.

 

Spain: Carbon Reporting, Psychosocial Risks, and Climate-Driven Labor Protections

Spain is moving aggressively on both climate and occupational health fronts in 2026, with two major compliance areas requiring immediate attention.

Mandatory Carbon Footprint Reporting

Under Royal Decree 214/2025, companies subject to non-financial reporting obligations must now measure and disclose their Scope 1 and Scope 2 greenhouse gas (GHG) emissions for the year 2025. This data must be published on the company’s website in 2026, along with a five-year emissions reduction plan.

Many companies outside of heavy industry may mistakenly assume this regulation doesn’t apply to them. But if you’re in scope for EU non-financial reporting, you’re in scope for this too. Moreover, while registration in Spain’s national carbon registry remains optional for private firms, emissions data may now influence public procurement scoring.

Why this matters:

• The regulation is already in force and retroactive to 2025.
• Inaction could trigger administrative fines and public reputational damage.
• Companies without a carbon tracking system are already behind.

Psychosocial Risk and Climate Change as Labor Hazards

In parallel, Spain has declared 2026 the Year of Occupational Safety and Health at Work, reflecting a national campaign to address modern workplace risks. Labor inspectors have been instructed to scrutinize how employers are evaluating and managing psychosocial risks such as stress, burnout, harassment, and isolation. These are now considered part of employers’ legal obligations under Law 31/1995 on PRL, even in the absence of a dedicated law on mental health.

Companies are also expected to prepare for the impacts of climate change on labor. That includes protections for outdoor workers exposed to heatwaves, and climate-related disruptions such as wildfire smoke or storms. In addition to Spanish regulations on this, several regions in Spain have already introduced supplementary extreme weather labor rules, such as halting outdoor work during high-heat periods.

Why this matters:

• Inspectors will assess whether psychosocial risks have been evaluated and addressed.
• Climate-related labor protections are no longer optional in all Spain.
• Employers relying solely on physical safety metrics may miss key risks that now carry legal consequences.

 

Italy: Updated Health & Safety Training Requirements

Italy has updated its national Health & Safety training rules through the State-Regions Agreement of April 2025. The most immediate changes apply to safety supervisors, whose required training hours have increased and whose refresher courses must be completed by May 24, 2026. E-learning formats are no longer accepted for this role.

Training updates by role include:

• Supervisors: Basic training increased to 12 hours; refresher mandatory by May 2026
• Executives and Employers: Required updates every 5 years; additional site-specific modules available
• Employers carrying out safety duties: Must complete 8–16 hours of sector-specific training depending on industry

Why this matters: If your organization operates in Italy and has designated safety personnel, it’s essential to review training records now. Those trained before May 2024 will likely need refresher courses to remain compliant. Inaction could lead to audit issues and administrative penalties.

Law-Decree No. 159 of October 31, 2025, focuses on the following topics, announcing the publication of guidelines in 2026:
– monitoring and management of near misses
– prevention of workplace violence, harassment

Why this matters: Currently, the monitoring and management of near misses is a best practice that is likely to become mandatory in 2026 for all companies with more than 15 employees operating in Italy. Similarly, there is currently no specific mandatory assessment of workplace violence, but there may be developments regarding measures to be taken to prevent this phenomenon in the workplace.

 

United States: OSHA Hazard Communication Standard (HCS) and Heat Injury Rule

Hazard Communication (HazCom) / GHS Alignment
The U.S. OSHA Hazard Communication Standard is now aligned with GHS Revision 7, and key deadlines land in 2026:

• Substance SDS & Label Deadline – January 19, 2026: All chemical SDS and labels (e.g., resins, stabilizers, colorants) must reflect the updated hazard classifications. EHS managers should work with procurement to require compliant SDSs with incoming shipments. Older documents or labels on small containers (100 ml or less) will not meet the new requirements under 29 CFR 1910.1200(f)(12).
• Training Deadline – July 19, 2026: Changes must be included in domestic HazCom Plans, and employees must be trained on new label elements and pictograms. Key topics include new hazard categories like “Chemicals Under Pressure” and revised definitions for flammability in some aerosols and additives.

Federal Heat Illness Prevention Rule (Underway)
A federal heat rule is expected to be finalized in 2026. Employers should prepare to meet requirements such as:

• Access to shade, rest, and hydration for heat‑exposed workers.
• Acclimatization programs for new/returning workers.
• Recognition and response protocols for heat stress.

This will affect general industry, construction, maritime, and agriculture.

 

China: Updated Energy & Carbon Review Rules

China has introduced the Measures for Energy Conservation Review and Carbon Emission Assessment of Fixed-Asset Investment Projects, effective September 1, 2025. The measures establish a unified framework shifting from dual energy consumption control to dual carbon emission control. Key updates focus on integrating carbon assessment into project reviews and clarifying approval authorities.

Why this matters: If your organization is planning construction, expansion, or technological upgrades in China, energy conservation and carbon emission reviews are now mandatory before starting work. Projects failing to obtain approval cannot begin construction or operate. Companies should prepare detailed energy and carbon reports, align with local carbon peak roadmaps, and monitor for provincial implementation rules. Non-compliance may lead to ordered shutdowns, penalties, and public credit record inclusion.

 

Asia-Pacific: Chemical Safety, EPR, and ESG Disclosure on the Rise

Across the Asia-Pacific region, 2026 will bring several regulatory changes that EHS and sustainability teams should not overlook. While the region lacks a single coordinated framework like the EU’s CSRD, countries are moving in similar directions—tightening environmental controls, expanding product stewardship, and aligning with global ESG reporting standards.

Chemical Safety and Product Stewardship Under Scrutiny

Countries including China, South Korea, and Vietnam are updating national chemical inventories, expanding classification systems, and requiring more transparent labeling.

Companies importing or manufacturing products with chemical content will need updated safety documentation and stronger internal controls. While many APAC chemical rules now align with the Globally Harmonized System (GHS), local variations create complexity for global manufacturers, particularly in electronics, coatings, and industrial chemicals.

At the same time, governments in Singapore, Malaysia, and Indonesia are stepping up enforcement in high-risk industries such as construction and maintenance. Regulators are shifting toward targeted campaigns that focus on known hazards like work at height, lifting operations, and fire risks. The emphasis is on proof of effective controls and early-stage risk planning, not just compliance during site execution.

Environmental Regulations Are Driving Traceability

Environmental compliance across the region is increasingly focused on traceability: knowing where materials go, who is responsible at each step, and how obligations are documented. This includes waste tracking, hazardous substances, and Extended Producer Responsibility (EPR) frameworks.

Vietnam’s Law on Environmental Protection, Indonesia’s evolving hazardous waste regulations, and anticipated EPR policies in Malaysia and Thailand reflect this shift. Companies are expected to manage not only internal compliance but also that of their contractors and downstream handlers.

Why this matters: Environmental rules in APAC are becoming more lifecycle-based. Gaps in traceability or documentation now carry real compliance risks, even for indirect handlers.

ESG Disclosure Is Becoming Standard Practice

Jurisdictions such as Singapore, Malaysia, Japan, South Korea, and Australia are aligning their ESG disclosure requirements with international frameworks like the IFRS Sustainability Disclosure Standards (formerly ISSB Standards). Regulators and stock exchanges are integrating these standards into local expectations, especially for listed firms and companies in regional supply chains.

Why this matters: Even where ESG disclosures aren’t legally required, the pressure to provide data is rising. Companies need to prepare for investor, customer, and regulatory demands or risk falling short of stakeholder expectations.

 

EU-Wide: CBAM Enforcement Begins

Since January 1st 2026, the EU’s Carbon Border Adjustment Mechanism (CBAM) has moved into full implementation. Importers of certain carbon-intensive products—such as cement, steel, aluminum, fertilizer, hydrogen, and electricity—are now required to purchase and surrender CBAM certificates that correspond to the embedded CO₂ emissions in their goods.

This is a major change. Since 2023, companies have only been required to report emissions data. Starting in January 2026, the cost component kicks in. CBAM certificate prices will mirror the EU’s Emissions Trading System, which in 2025 saw a steady increase in certificate prices – from approximately €60 to €80 per tonne of CO₂. In 2023, certificates even reached an all-time high at around €104 per tonne of CO₂. To illustrate the impact, producing one tonne of aluminum carries a carbon footprint of roughly 5 to 15 tonnes of CO₂.

In October 2025, a significant amendment to the regulation introduced a new exemption threshold. Companies importing fewer than 50 tonnes of goods covered by CBAM each year are now exempt from its requirements. Importers exceeding this limit must become authorized CBAM declarants. These importers are required to purchase CBAM certificates from national authorities and surrender the certificates in amounts matching the embedded CO₂ emissions of their products. Additionally, if importers can prove that a carbon price was already paid during production, a corresponding deduction will be made to offset their costs.

Why this matters: Importers that fail to register or properly report will face delays at customs or risk having goods blocked entirely. Financially, the impact is real: companies must budget for carbon costs and ensure data is traceable to suppliers. Firms not traditionally involved in EU policy are especially vulnerable if they assume CBAM doesn’t apply to them.

 

EU-Wide: CSRD Reporting Thresholds Expand

The Corporate Sustainability Reporting Directive (CSRD) is undergoing amendments, with full adoption expected later this year.

Under the agreement reached by the EU Parliament and Council, reporting obligations will change significantly. Previously, companies meeting at least two of the following criteria would have been required to report starting 2028, as per the “Stop-the-clock” Directive:

• 250 or more employees
• €50 million or more in turnover
• €25 million or more in assets

With the new amendments, the directive will apply to companies that have at least 1,000 employees and a net revenue over €450 million. This means many previously in scope will no longer be obliged to report. Public Interest Entities that meet these criteria will continue to be covered, while other companies that reach these thresholds will need to start reporting in 2028 as set out by the amendments.

Even so, many businesses may still feel the impact in indirect ways. Companies that report under CSRD might ask their suppliers for specific details to meet their own reporting needs. These requests will only cover what is necessary according to the European Voluntary Sustainability Reporting Standard for Small and Medium-sized Enterprises (VSME), an accessible and streamlined reporting standard.

A new edition of the European Sustainability Reporting Standards (ESRS) is now available. The updated Simplified ESRS offer enhanced accessibility, with clearer structure and easier reading, alongside simplified reporting requirements.

Until all amendments are fully implemented, companies that have been required to report since 2024 should stick with the original ESRS, though they may use the simplified standards as a guide. Businesses that start reporting voluntarily can choose the simplified ESRS, particularly if VSME standards prove too basic. Organizations obligated to report starting in 2028 can also begin working with the simplified ESRS now to get ready for upcoming requirements.

Why this matters: Upcoming CSRD amendments drastically narrow reporting scope, yet indirect obligations persist. Companies should prepare early using simplified ESRS to ensure compliance and readiness for evolving sustainability disclosure requirements.

 

What EHS and Sustainability Teams Should Do Now

If your organization operates in any of the affected regions, 2026 isn’t a year to take a wait-and-see approach. Regulatory agencies across Europe, Latin America, and Asia-Pacific are actively expanding compliance expectations, and enforcement is already underway or imminent.

To stay ahead, EHS and sustainability leaders should:

• Conduct psychosocial risk assessments for operations in Brazil and Spain, integrating findings into broader occupational risk programs.
• Set up or strengthen carbon accounting systems to comply with Spain’s mandatory emissions reporting and to prepare for CSRD disclosures.
• Register for CBAM, collect supplier emissions data, and build internal processes for certificate purchasing and emissions tracking for EU imports.
• Review and update H&S training compliance in Italy, especially for supervisor and employer roles impacted by the 2025 State-Regions Agreement.
• Align ESG reporting systems to meet CSRD (EU) and IFRS-based requirements (APAC jurisdictions such as Singapore, Australia, and Japan).
• Evaluate chemical and product compliance frameworks in APAC countries where new or expanded chemical classification, labeling, and inventory requirements are in force.
• Prepare for Extended Producer Responsibility (EPR) laws in markets like India and Thailand by reviewing product lifecycle data, packaging records, and recovery targets.

This is about more than avoiding penalties. These regulations are now shaping your ability to operate, win contracts, and demonstrate accountability to stakeholders.

 

Inogen Alliance Can Help

With a network of over 6,000 local experts in 150+ countries, Inogen Alliance provides global support backed by deep local knowledge. From emissions strategy in Madrid to safety training in Milan to risk assessments in São Paulo, we help multinational clients respond quickly and stay ahead of compliance trends.

Reach out to us to speak with a regional expert and start preparing today.