Author: ADP Admin/Tuesday, January 6, 2026/Categories: Bulletin News
Here’s how it Works:
· When calling in, you and your employees will receive a unique OTP sent to the mobile phone number or email address in our system. Check out the emails linked below, if you’re not sure you have a mobile phone number or email address saved.
· Simply provide the OTP to complete your verification.
· If you or your employees do not have a mobile phone number or email address saved in our system, there will be several extra steps you’ll have to take to verify your identity before we can serve you.
Timing of OTPs:
Starting in December 2025, when calling ADP®, you and your employees heard a recording about OTP, and we began using OTPs with a few of our service teams. In early 2026, OTPs will be used each time you call in to ADP.
Share the News with your Employees:
We have created an email you can download and forward to your employees regarding OTPs (english/spanish). This email includes information on how they can easily add or update their mobile phone number and email address in the ADP Mobile App.
If you have any questions, reach out to your HR Business Partner. We appreciate your partnership as we continue improving how we safeguard your information.
Number of views (346)/Comments (0)
> Read more
Due to the COVID-19 outbreak, the City of Philadelphia expanded its paid sick leave ordinance and postponed its predictive scheduling law.
Oregon has enacted a temporary rule that expands the Oregon Family Leave Act (OFLA) to cover certain situations that may arise as a result of COVID-19. The rule is in effect from March 18, 2020 through at least September 13, 2020.
The State of New York has enacted legislation (Senate Bill 8091) that provides paid leave to employees subject to a quarantine or isolation order as a result of COVID-19.
Maine has enacted legislation (Legislative Document 1986) that clarifies a recent law that generally prohibits employers from seeking social security numbers from prospective employees on employment applications.
The California Supreme Court has ruled that employers must pay employees covered under California Wage Order 7 for the time they spend on the employer's premises waiting for, and undergoing, required exit searches.