As we approach the end of 2025, businesses must stay informed on upcoming employment laws set to take effect in 2026. Legislative changes can impact various aspects of employment, from wage and hour regulations to workplace safety standards. Proactively preparing for these new requirements ensures compliance, minimizes risk, and strengthens trust with employees. SolveHR is here to guide you through anticipated 2026 updates and best practices for staying compliant. 

Why Employers Need to Prepare for 2026 Compliance Now 

New laws often require adjustments in policies, payroll, and even daily operations, making early preparation key. By understanding what’s coming, businesses can allocate resources for training, system upgrades, and policy revisions without a last-minute scramble. 

Key Employment Laws Expected to Impact Businesses in 2026 

1. Expanded Paid Family and Medical Leave (FMLA) Requirements 
   • What to Expect: Recent legislative trends indicate that more states are likely to expand paid leave laws, either by increasing paid leave durations or expanding eligibility. 
   • How It Impacts Businesses: Employers may need to adjust PTO policies, payroll systems, and benefits administration to meet new leave requirements. Some states may even mandate that paid family leave benefits are offered to part-time employees. 
   • SolveHR Tip: Review your current leave policies to ensure they meet or exceed federal and state requirements. Consider implementing tracking systems to monitor leave usage and stay prepared for changes. 
2. Minimum Wage and Overtime Adjustments 
   • What to Expect: With the push for fair wage legislation, additional states are likely to increase minimum wage rates in 2026. The Department of Labor (DOL) may also increase the salary threshold for overtime exemptions, impacting more salaried employees. 
   • How It Impacts Businesses: Companies may face higher payroll expenses as they adjust pay rates and overtime eligibility. These changes also require businesses to audit employee classifications to ensure compliance. 
   • SolveHR Tip: Conduct a wage audit of your workforce and re-evaluate exempt and non-exempt classifications to avoid wage-and-hour compliance issues. SolveHR can assist with understanding federal and state-specific wage adjustments. 
3. Data Privacy and Employee Monitoring Regulations 
   • What to Expect: With growing concern over digital privacy, some states are considering laws to regulate workplace monitoring practices. These regulations may limit the extent to which employers can monitor email, online activity, and geolocation without explicit consent. 
   • How It Impacts Businesses: Employers with remote or hybrid teams who rely on monitoring software may need to adjust or disclose their data collection practices. Non-compliance could result in hefty fines. 
   • SolveHR Tip: Review any monitoring tools currently in use and create transparent policies on data privacy. Ensure employees are aware of what data is collected and for what purpose. 
4. Enhanced Workplace Safety Standards 
   • What to Expect: The Occupational Safety and Health Administration (OSHA) may release updated guidelines on workplace safety for various industries. These updates could include stricter standards for health checks, emergency protocols, and hazard communications. 
   • How It Impacts Businesses: Employers may need to update workplace safety plans, conduct additional training, and invest in safety equipment to meet enhanced standards. 
   • SolveHR Tip: Conduct a safety audit to identify areas of improvement and ensure your safety policies align with both current and anticipated standards. SolveHR offers assistance in updating safety protocols and ensuring regulatory compliance. 
5. Increased Protections Against Discrimination and Harassment 
   • What to Expect: Legislative changes may broaden protections under the Equal Employment Opportunity (EEO) laws, extending coverage to include more categories such as caregivers, military personnel, and gig economy workers. 
   • How It Impacts Businesses: Policies and training programs on discrimination and harassment may need to be expanded to cover new protected categories. 
   • SolveHR Tip: Update your employee handbook and anti-harassment training materials to reflect new protections. Provide periodic training to ensure managers and employees are fully informed of workplace inclusivity policies. 
6. Remote Work and Flexible Schedule Legislation 
   • What to Expect: Some states are exploring legislation to protect employees’ rights to flexible work arrangements, especially in industries where remote work is feasible. 
   • How It Impacts Businesses: Employers may need to formalize remote work policies and ensure compliance with remote work regulations related to employee data security, work hours, and productivity monitoring. 
   • SolveHR Tip: Evaluate your remote work policies and make necessary adjustments to ensure they are compliant with any new regulations. SolveHR can help establish best practices for a remote-friendly workplace. 

Preparing for 2026: Steps for Proactive Compliance 

1. Conduct a Compliance Audit 
   • Why It Helps: A comprehensive audit will help you assess your current practices against anticipated changes, identifying areas where adjustments may be necessary. 
   • SolveHR Tip: Perform annual audits to keep your policies and practices up-to-date. SolveHR’s audit services can help ensure you’re ready for new laws before they go into effect. 
2. Update Your Employee Handbook and Policies 
   • Why It Helps: Regularly updating your employee handbook ensures it reflects new legal requirements, making it a valuable resource for employees and protecting the company in case of disputes. 
   • SolveHR Tip: Include sections on wage adjustments, leave policies, and anti-discrimination to stay compliant with federal and state laws. SolveHR can review your handbook for completeness and accuracy. 
3. Provide Ongoing Training for Managers and HR Staff 
   • Why It Helps: With new employment laws, managers and HR staff must stay informed to implement policies correctly and address employee concerns. 
   • SolveHR Tip: Schedule regular training sessions that cover compliance updates. SolveHR can provide training resources tailored to your industry and location. 
4. Consult with Legal and Compliance Experts 
   • Why It Helps: Compliance requirements can vary by industry and state, making legal guidance invaluable for complex updates. 
   • SolveHR Tip: Partner with compliance professionals like SolveHR to interpret new laws and apply them appropriately to your business. 

How SolveHR Can Support Your 2026 Compliance Efforts 

SolveHR specializes in helping businesses stay compliant with employment laws, offering services such as policy reviews, compliance audits, training programs, and real-time support for regulatory updates. We work closely with your HR team to ensure your business is equipped to meet the latest legal requirements, giving you peace of mind and allowing you to focus on core operations. 

Staying proactive in 2026 compliance planning will help your business remain adaptable in the face of changing employment laws. By addressing anticipated legal updates now, you can avoid costly penalties and strengthen your workplace policies to protect both your employees and your business. Contact SolveHR today to begin preparing for a compliant and successful 2026.