As we wrap up the year and limp, crawl, or caffeinate our way into 2026, one truth is crystal clear: compliance isn’t optional anymore; it’s survival. And if you know me at all, you already know this is my favorite topic. Compliance is my love language. Some people bake cookies; I strengthen your compliance foundation: from I-9s and wage/hour rules to the high-stakes policies that keep you on the right side of the law.

This administration has made its priorities painfully obvious: workplace enforcement is back in full force. Not just in theory. In action. The Department of Labor, OSHA, EEOC, and ICE have all turned up the heat—sometimes literally, if you’re a landscaping crew in July.

So as business owners head into a new year, consider this your friendly-but-firm nudge:  2026 is the year to get your HR house in order before the government does it for you.

1. Wage & Hour Enforcement Is the Main Event

The DOL has been signaling for months that wage and hour compliance is their playground for 2026. Misclassification, inaccurate timekeeping, unpaid overtime, sloppy break practices, and “creative” contractor arrangements? They’re coming for all of it.

The FLSA exemption thresholds though still tied up in litigation, will land one way or another. Whether implemented as proposed or modified, the message is clear:

If someone is on salary, you’d better be able to prove they’re actually exempt.

No more “But we’ve always done it this way.”

That’s adorable...and irrelevant.

2. Immigration Compliance Is Becoming a Hot Button

Let’s not sugarcoat it: this administration is taking a harder stance on unauthorized employment.

Expect more audits. More fines. More I-9 reviews. More mandatory E-Verify thresholds, in fact, if you're in Florida, a bill for mandatory E-Verify for all employers, not just those with over 25 employees, failed on only a small margin in the legislature.  Expect to see it again in 2026.

If you don’t have proper I-9s for every employee, you’re basically inviting the government to turn your wallet into a crime scene. And “I didn’t know I had to do that” will not hold up as a legal defense.  Ever.

The fix?

Audit yourself now.
Correct what you can.
Document your good-faith effort.

Then sleep better at night.

3. OSHA Heat Safety Is About to Rock Your World

OSHA’s upcoming heat injury and illness standard will hit industries like construction, landscaping, manufacturing, and hospitality the hardest. And with Florida’s legislative tug-of-war over heat safety rules, federal oversight is going to be the default for many workplaces.

Do you have a heat plan?

Do your managers know what a heat emergency looks like?

Do your employees have water, rest, shade, and training?

If the answer is “Kind of?” that’s a no.

4. The Poster Problem Isn’t a Joke

The new 2026 employment law poster updates are sneaking up on everyone, and no, the $12 laminated “all-in-one” from Amazon is not a legal strategy.

Every business, even with one employee, needs to display the correct posters for their size, industry, and state. This administration’s DOL is actively auditing posting violations, and honestly? It’s the easiest fix in the world.  The DOL even has a wizard to help you get the right ones.   Check out elaws - FirstStep Poster Advisor

If your breakroom poster looks like it’s been through three recessions and a flood, it’s time.

5. Documentation Is the New Business Insurance

This administration—and the agencies under it—expect employers to be able to prove compliance, not claim it.

If it’s not written down, it didn’t happen.

If it’s not consistent, it’s discrimination.

If a manager “thought they knew,” they definitely didn’t.

2026 is the year to tighten up:

• Handbooks
• Job descriptions
• PTO and sick leave rules
• Timekeeping practices
• Safety procedures
• Progressive discipline
• Termination documentation

Documentation protects the business and the employees. It’s the grown-up version of “cover your bases.”

So What Does This All Mean for You?

You can enter 2026 feeling stressed, confused, and hoping no one notices you’re winging it…

Or you can enter with clarity, confidence, and a clean compliance slate—because you took the time to get your HR foundation right.

This administration is making its expectations crystal clear:

Get compliant. Stay compliant. And show your work.

Lucky for you, compliance is my love language.

If yours is “running a business without headaches,” we’re perfectly matched.

Let’s start the new year strong.

Let’s audit. Let’s update. Let’s simplify.


And let’s make 2026 the year your business is finally ahead of HR—not dragged behind it.