A new year brings new rules, new risks, and new expectations for employers. January is the ideal time to step back, audit your compliance posture, and address minor issues before they become costly.
Key Areas Employers Should Review in 2026
Employment Policies and Handbooks
Federal and Ohio employment laws continue to evolve. Employers should confirm that wage and hour language, leave policies, remote work rules, and disciplinary procedures reflect current law and recent court decisions.
FMLA and Leave Administration
Recent rulings and DOL guidance have expanded the interpretation of family relationships and overlapping benefits. Employers should ensure managers understand when leave applies and when documentation is required.
Job Descriptions and Exempt Classifications
Outdated job descriptions are a common liability. Confirm that exempt roles still meet legal requirements and that written duties match actual job performance.
Training and Supervisor Awareness
Even the best policies fail if supervisors apply them inconsistently. Annual refreshers on harassment prevention, accommodation requests, and documentation practices significantly reduce risk.
Conclusion
A short compliance review at the start of 2026 can prevent audits, disputes, and litigation later in the year. Proactive employers save time, money, and credibility.
