Contact

Reaching the editorial and reference staff at Human Resources Authority requires routing the inquiry to the correct channel based on subject matter and urgency. This page documents the contact structure, message composition standards, and response timelines applicable to professional, research, and general public inquiries. Understanding the distinction between content-related questions and operational or administrative matters ensures requests are processed without unnecessary delay.

What to include in your message

The quality and completeness of an initial message directly determines how quickly a substantive response can be provided. Incomplete submissions typically require at least one additional exchange before the inquiry can be processed — adding 2 to 5 business days to the resolution timeline.

A well-structured message should contain the following elements in this order:

1. Subject category — Identify whether the inquiry concerns editorial content accuracy, a specific HR topic reference (e.g., FMLA and Leave Management, Employee Classification and FLSA), a professional credential or licensing question, or a general reference matter.
2. Specific page or section — Reference the exact page title or URL slug where the question or concern originates. Vague references to "the site" cannot be efficiently resolved.
3. Nature of the concern — State clearly whether the message is a factual correction request, a sourcing question, a content gap report, a regulatory update notification, or a professional inquiry.
4. Supporting documentation — For regulatory update notifications or factual correction requests, include the name of the authoritative public source (e.g., a U.S. Department of Labor rulemaking notice, EEOC guidance document, or SHRM research publication). Unsourced correction claims are held for independent verification before any editorial action is taken.
5. Contact information — Provide a valid email address and, where relevant, a professional title and organizational affiliation. Anonymous submissions are accepted but receive lower processing priority than attributed ones.

Messages submitted without a defined subject category and at least one specific reference point are returned with a request for clarification rather than forwarded to editorial review.

Response expectations

Response timelines vary depending on inquiry type. The following breakdown reflects standard processing windows under normal submission volume:

• Factual correction requests — Initial acknowledgment within 3 business days; editorial determination within 10 to 15 business days depending on source verification complexity.
• Regulatory update notifications — Acknowledgment within 3 business days; content review and update within 20 business days if the cited source is a final rule or official agency guidance.
• Professional and research inquiries — Responses to scoped, attributed professional inquiries are typically provided within 5 to 7 business days.
• General public inquiries — Addressed in the order received, with a target response window of 7 to 10 business days.

Expedited processing is not available for unsolicited submission of third-party content, promotional material, or link placement requests. Those submissions are not acknowledged and are not forwarded for review.

Inquiries related to federal employment law topics — including matters touching on EEOC enforcement (equal-employment-opportunity-and-eeoc), OSHA compliance (workplace-safety-and-osha-compliance), or ADA accommodation (ada-accommodation-in-the-workplace) — are routed to editorial staff with subject-matter depth in those regulatory areas, which may extend the initial review period by 3 to 5 business days.

Additional contact options

For inquiries that do not fit the standard written message format, the following alternative channels are recognized:

Written mail — Formal correspondence, including legal notices, public records requests, or structured research collaboration proposals, should be directed to the mailing address listed in the How to Reach This Office section below. Written mail is processed within 15 business days of receipt.

Institutional and academic partnerships — Universities, policy institutes, and professional associations seeking citation agreements, data sharing arrangements, or collaborative reference projects should use the written contact channel with "Partnership Inquiry" in the subject line. These requests receive dedicated review separate from the general editorial queue.

Media and press inquiries — Journalists and researchers citing Human Resources Authority content in published work should identify the publication, the specific content being cited, and the publication date. This allows editorial staff to verify that cited content reflects current reference standards across topic areas such as HR Compliance and Employment Law and Federal Employment Laws Overview.

Correction and dispute submissions from licensed professionals — HR professionals holding active SHRM-CP, SHRM-SCP, PHR, or SPHR credentials who submit factual disputes are flagged for priority editorial review. Credential status should be stated in the message body; documentation is not required but accelerates verification.

How to reach this office

All written and electronic correspondence is directed to the editorial operations team at Human Resources Authority. The site operates under national scope, covering HR practice, employment law compliance, workforce management, and related professional standards across the United States.

Electronic submissions are accepted through the site's contact form, which routes directly to the editorial review queue. Messages submitted through external platforms, social accounts, or third-party aggregators are not monitored and will not receive responses.

Postal correspondence should be addressed to:

Human Resources Authority
Editorial Operations
United States (mailing address provided upon verified institutional request)

For regulatory reference questions that require sourcing from specific federal agencies — including the U.S. Department of Labor, the Equal Employment Opportunity Commission, or the Occupational Safety and Health Administration — the editorial team can identify the relevant primary source but does not provide legal interpretation or jurisdiction-specific compliance advice. Those functions fall within the scope of licensed employment law counsel or certified HR professionals operating in advisory roles.