Setting Your 2026 People Strategy: Data-Driven Workforce Planning for the Year Ahead
Summary
Compliance never stands still — and 2026 is shaping up to be a significant year for HR teams. With evolving federal, state, and local regulations, organizations need a proactive plan to stay ahead of wage changes, leave laws, classification rules, and reporting requirements.
Why 2026 Is a Critical Compliance Year
Multi-state workforces, remote employees, and new technologies all add complexity. Waiting until changes take effect can lead to late tax payments, misclassified workers, or missed leave obligations — and the penalties, legal risk, and reputational damage that follow.
Key Areas to Watch
Key Areas to Watch
HR leaders should monitor:
- Minimum wage and overtime changes at state and local levels
- Paid family and sick leave expansions, including new eligibility thresholds
- Independent contractor vs. employee standards, especially for gig and hybrid models
- I-9, E-Verify, and pay transparency rules impacting hiring and documentation
Each of these areas may require policy updates, system configuration changes, and manager education.
What HR Should Be Doing Now
Build a regulatory timeline for late 2025 and 2026, tracking known changes by location. Audit your current policies, payroll practices, and documentation processes against anticipated requirements. Train managers on classification risk, remote-work rules, and pay equity expectations.
Partnering with legal or compliance experts can help interpret nuances and reduce risk.
The CongruityHR Perspective
At CongruityHR, we see compliance as a foundation for growth. We help organizations interpret upcoming changes, update systems and policies, and embed compliance into everyday HR operations. With the right preparation, businesses can protect themselves — and build employee trust — before new rules take effect.