Examine all new and amended federal employment regulations effective in 2026 and assess their impact on company policies.

Audit and revise company policies to comply with new state employment laws including minimum wage, leave, and pay transparency requirements.

Confirm that pay rates for all employees meet or exceed the current federal, state, and local minimum wage requirements.

Check that salary thresholds for exempt employees align with the latest DOL overtime rules and reclassify workers if necessary.

Revise the employee handbook to reflect all 2026 legal updates and distribute the updated version to all employees for acknowledgment.

Review the current anti-harassment policy for completeness, ensure it covers all protected classes, and update reporting procedures.

Update telework agreements, expense reimbursement rules, and safety guidelines to reflect current remote and hybrid work practices.

Revise policies governing employee social media use, personal device usage, and monitoring practices for legal compliance.

Ensure progressive discipline policies and termination checklists follow current legal requirements and include proper documentation steps.

Audit worker classifications to confirm all employees and contractors are properly designated as exempt, non-exempt, or independent contractors.

Verify that Affordable Care Act reporting obligations including Forms 1095-C and 1094-C are prepared and distributed on time.

Audit leave policies and administration practices to ensure compliance with federal FMLA and all applicable state leave laws.

Review and update Summary Plan Descriptions, plan documents, and required notices for all employee benefit plans.

Confirm that COBRA notices are sent within required timeframes and that the administration process is fully compliant.

Ensure 401(k) or pension plan compliance testing, Form 5500 filing, and participant notices are current and accurate.

Verify that employee records are maintained for the legally required retention periods and that disposed records are securely destroyed.

Compile and submit the annual EEO-1 Component 1 report with accurate workforce demographic data before the filing deadline.

Conduct an internal audit of all I-9 forms to identify missing information, expired documents, or incomplete sections that need correction.

Confirm that OSHA 300 logs, 300A summaries, and 301 incident reports are accurately maintained and posted as required.

Review data privacy policies and incident response plans to comply with current state and federal data protection requirements.

Ensure all employees and supervisors complete required harassment prevention training within the timeframes mandated by state law.

Train managers on their legal obligations regarding accommodations, leave administration, wage and hour rules, and anti-retaliation.

Confirm that all required workplace safety training has been completed and documented for every employee as required by OSHA.

Revise training materials to incorporate any new laws, regulations, or company policy changes that took effect in 2026.

Perform a comprehensive internal review of all HR policies, procedures, and practices to identify and remediate compliance gaps.

Evaluate the current EPLI policy coverage limits, exclusions, and deductibles to ensure adequate protection against employment claims.

Verify that all required federal, state, and local employment law posters are current and displayed in accessible locations.

Audit anti-retaliation policies and complaint investigation procedures to ensure they meet current legal standards and best practices.

Create a master compliance calendar listing all filing deadlines, training requirements, and policy review dates for the year ahead.