The start of a new year brings change for many organizations. New hires may be joining the team, budgets are being set, and goals for the year ahead are taking shape. As those plans move forward, decisions around policies, pay, training, and compliance often follow.
Start-of-the-year decisions have a lasting impact throughout the year. A structured, annual compliance check helps businesses reduce risk, support employees appropriately, and avoid issues that can arise from outdated policies or missed requirements. Small gaps, such as policies that no longer reflect current rules or requirements that were overlooked, are easier to address early in the year than later on.
Below is a checklist of 10 key areas every employer should review at the start of the year.
1. Workplace posters
Confirm that all required federal, state, and local posters are current and properly displayed, including a way to access them for remote or hybrid employees. Poster requirements can change, which makes outdated notices a common compliance issue.
2. Minimum wage and overtime requirements
Verify current minimum wage and overtime requirements and confirm payroll systems reflect any updates.
3. Wage base limits for withholding
Review and update wage base limits for withholding as needed.
4. Employee leave policies
Confirm that leave policies align with current federal, state, and local requirements. Even small changes in leave laws can affect how policies should be written and applied.
5. Fair employment law updates
Review any new or expanded employee protections and update policies or training materials as needed.
6. Wage and hour policies and procedures
Confirm that workplace policies and day-to-day practices reflect current wage and hour requirements. This includes how time is tracked and how employees are classified.
7. Employee handbook updates
Review and update the employee handbook to ensure policies remain accurate and consistent.
8. Required workplace training schedule
Create or update a schedule for any required employee or manager training. Planning workplace training early in the year helps avoid last-minute deadlines or missed requirements.
9. Recruitment and compensation practices
Review hiring and pay practices to guarantee compliance with applicable pay transparency laws.
10. Recordkeeping and documentation
Review recordkeeping practices to ensure employee and payroll records are accurate and properly maintained.
Annual compliance reviews help employers stay organized and address changes proactively. Many organizations also rely on compliance calendars and training schedules to stay on track throughout the year.
Supporting compliance year-round
Starting the year with a thoughtful compliance check sets the foundation for smoother operations and fewer surprises. However, compliance doesn’t stop after an annual review. Requirements, deadlines, and training obligations continue throughout the year.
At whyHR, we help organizations navigate these compliance areas with clarity and consistency. Our team supports clients with compliance reviews, policy updates, training coordination, compliance calendars, and ongoing guidance to help reduce risk and keep workplaces aligned with current requirements.
Contact us to learn how whyHR can provide compliance support for these items and more.