Is your Company Ready for 2026?

I’m not entirely sure what happened to 2025, but here we are, 2026 is just around the corner. As you wrap up the year (or sprint toward the finish line), are you ready for what’s coming in 2026?

In just a few weeks, a wave of new employment laws and regulations will go into effect across the U.S. We’re going to see changes with AI in employment, leave policies, workplace safety, and pay practices.

Here’s a high-level look at what’s changing and what to keep an eye on. This overview is from an HR lens (i.e., a lawyer I am not). 

What’s Changing (and What to Watch)

AI in Employment 

States like New York and California already regulate how employers use artificial intelligence in employment decisions. For example, New York’s 2023 law, requires employers to provide alternatives for candidates and employees who opt out of AI-driven processes. in 2026, states like Illinois and Colorado are following suit and will be regulating AI used in hiring, promotions, discipline, terminations, and other employment decisions. 

    • Illinois will require employers to notify applicants and employees when AI is used and prohibits AI practices that result in discrimination against protected classes. HR Dive+2Brightmine US+2 

    • Colorado will require risk-management programs, impact assessments, clear notices, opt-outs for data processing, and appeal processes for adverse decisions made using AI. The Colorado Artificial Intelligence Act does not only apply to employers and employees but also to developers and consumers [FPF Legislation] Policy Brief: The Colorado AI Act 

If you’re using AI-assisted hiring tools, performance software, or HR automation, double check your tools, policies, and processes. They’ll need to stand up to disclosure, audit, and non-discrimination requirements. 

Leave & Time-Off (LOA) 

Leave laws long ago expanded beyond traditional leave reasons. Many states now require or protect sick leave, mental health, caregiver leave, and leave for legal proceedings and domestic-violence situations.  This trend will continue. In 2026, we’re seeing states expand eligibility and add longer coverage periods for special circumstances. Minnesota’s new Paid Family and Medical Leave will allow up to 20 weeks with employees and employers splitting an .88% contribution that can be pulled from when the employee is on leave (Gordon Rees Scully Mansukhani, LLP).

Colorado has a similar Paid leave program, Family and Medical Leave Insurance (FAMLI). In 2026, the wage contribution will decrease from .9% of .88% (HR Works). Colorado is also allowing more time, up to an additional 12 weeks, of parental leave under certain circumstances. In addition to updating your HR policies, check that your payroll system reflects these changes. 

Workplace Safety & Violence Protections 

Violence in the workplace is on the rise and more so in some industries. In 2026, we’re seeing states strengthen workplace-violence prevention initiatives. Expect more requirements that address harassment, threats, hostile work environments, and psychological safety. Requirements may include reporting, de-escalation, and safe-work environment standards. For example, Oregon will required healthcare employers to establish safety committees, create workplace prevention programs, response plans and training (8SB537 Summary).  Washington state is increasing measures for isolated employees – think, janitors, security guards, hotel/motel housekeepers – including an requirement to install panic buttons for these employees. The new legislation will also give more power to the Washington State Department of Labor & Industries to take action against noncompliant employers (Cooper, A., 2025).  

Leave & Time-Off (LOA) 

Leave laws long ago expanded beyond traditional leave reasons. Many states now require or protect sick leave, mental health, caregiver leave, and leave for legal proceedings and domestic-violence situations.  This trend will continue. In 2026, we’re seeing states expand eligibility and add longer coverage periods for special circumstances. Minnesota’s new Paid Family and Medical Leave will allow up to 20 weeks with employees and employers splitting an .88% contribution that can be pulled from when the employee is on leave (Gordon Rees Scully Mansukhani, LLP).

Colorado has a similar Paid leave program, Family and Medical Leave Insurance (FAMLI). In 2026, the wage contribution will decrease from .9% of .88% (HR Works). Colorado is also allowing more time, up to an additional 12 weeks, of parental leave under certain circumstances. In addition to updating your HR policies, check that your payroll system reflects these changes. 

Workplace Safety & Violence Protections 

Violence in the workplace is on the rise and more so in some industries. In 2026, we’re seeing states strengthen workplace-violence prevention initiatives. Expect more requirements that address harassment, threats, hostile work environments, and psychological safety. Requirements may include reporting, de-escalation, and safe-work environment standards. For example, Oregon will required healthcare employers to establish safety committees, create workplace prevention programs, response plans and training (8SB537 Summary).  Washington state is increasing measures for isolated employees – think, janitors, security guards, hotel/motel housekeepers – including an requirement to install panic buttons for these employees. The new legislation will also give more power to the Washington State Department of Labor & Industries to take action against noncompliant employers (Cooper, A., 2025).  

Wage & Hour, Break, and Pay Transparency 

Several states will increase minimum wages and pay-transparency laws continue to gain momentum. More states now require pay ranges be listed in job postings, and while there are general guidelines of what this looks like, to date “pay range” has been loosely defined. California is tightening its existing pay transparency legislation to expand their definitions of define “good faith estimate and what can be included as wages, essentially all forms of compensation, not just the base pay (Glasgow, king, & Kurth, 2025). For example, a $100,000 pay range might not qualify as a reasonable range (I’ve seen this on job postings, sigh).  

What This Means for You  

    • Check out employment law changes that apply to the states you operate in especially around AI, leave, pay, and safety. You don’t need to be an expert, just know what’s changing and prepare accordingly. 

    • Review your core people policies (hiring, leave/absences, wage & hour, safety) and make sure what’s written matches state and federal requirements and what you actually do in practice. 

    • Communicate changes to your team so employees and managers know what to expect. Surprises are where things go sideways. 

    • Train your managers on how to handle leave requests, safety issues, and employee concerns consistently and fairly. 

Why This Matters and Why Now 

Employment laws evolve fast, especially around technology and employment decisions. And this isn’t just a “big company” issue anymore. More laws now apply to smaller employers, and several 2026 changes lower employee-count thresholds. This means businesses that were once exempt may suddenly find some of these laws apply to them.  

That said, this isn’t about panic or scare tactics. It’s about being informed and staying ahead of changes. A little structure now goes a long way to you protecting your people, your operations, and your margins, while building a workplace that’s clear, fair, and safe.  

If you’re navigating growth and trying to make thoughtful decisions for your business and your people, you’re not alone. Clear information and a little structure go a long way. Take what’s useful here, leave what’s not, and use it as a starting point — not a finish line.

Moore Consulting helps growing organizations bring clarity and structure to their people operations, so systems can scale without chaos

Colleen Moore

HR with Intention

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