New California privacy regulations are changing how employers use automated decision-making tools in the workplace. While key compliance requirements are phased in over time, 2026 is an ideal opportunity for employers to assess their HR technologies, understand potential obligations, and plan for future compliance.

We’re living in one of the biggest shifts in hiring and workforce development we’ve seen in decades, yet many organizations are still evaluating talent through outdated lenses. Recently, a conversation about a highly qualified candidate being passed over because they lacked the “right” educational pedigree sparked a bigger reflection for me around how we define competence, potential, and credibility in today’s workforce. As industries evolve faster than traditional education systems can keep up, it raises an important question: are we still filtering talent based on signals that no longer reflect someone’s actual ability to succeed?

A behind-the-scenes look at Morgen Monie, CEO Rising Tide HR, during a recent visit to the Gusto HYC office as part of the Gusto Partner Advisory Council. Morgen spent time with Gusto’s executive and product teams discussing product direction, small business challenges, and the future of payroll & accounting. The visit also included celebrating Gusto’s milestone of 500,000 customers in Times Square, highlighting the impact of collaboration, innovation, and a shared commitment to supporting small businesses.

HR compliance in 2026 is becoming increasingly high-stakes, with common issues like wage and hour violations, missed meal and rest breaks, employee misclassification, and late final paychecks leading to significant financial penalties for businesses of all sizes. In this blog, you’ll learn what these most common compliance risks look like in practice, why they continue to happen, and most importantly, how to proactively avoid them. Each section breaks down real-world risk areas and provides practical steps businesses can take to strengthen compliance, reduce exposure, and build more reliable HR processes

In this blog, you will learn how small, immediate HR decisions such as rushing a hire, bending policies, or delaying difficult conversations can create bigger problems over time. You will also discover the hidden costs to your team, culture, and legal compliance, along with practical steps to make intentional, consistent HR choices that save time and reduce risk.

This article breaks down how rising temperatures and stricter 2026 regulations are changing workplace heat safety requirements nationwide. It covers key employer responsibilities, including hydration, rest breaks, acclimatization protocols, and proper documentation. You’ll also gain practical guidance on protecting your workforce and staying compliant as extreme heat becomes more common.

The U.S. Department of Labor’s proposed 2026 rule introduces an “economic reality” test for determining whether a worker is an employee or independent contractor under the FLSA. With significant penalties at stake, now is the time to review your classifications and ensure your practices align with the new guidance.

New for 2026: California now requires employers to offer a specific 'Arrest & Detention' notification option on all emergency contact forms. As the March 30 deadline approaches, ensure your business is protected from significant Labor Commissioner fines. This post provides everything you need to know, including the mandatory 2026 'Know Your Rights' notice requirements.

Adopting the GROW model transforms daily interactions from directive status updates into collaborative coaching moments that build genuine autonomy. By focusing on curiosity over direction, you empower your team to solve their own challenges and take full ownership of the results. This simple shift reduces management bottlenecks and turns every conversation into an opportunity for performance enablement.

Many small business owners mistakenly believe that their size exempts them from the complex legal and HR rigors faced by large corporations. This blog clarifies that regardless of size, businesses are often held to the same standards regarding payroll taxes, wage laws, and employee protections. It highlights that while most owners have good intentions, being proactive is the only way to avoid the significant downstream costs of non-compliance.

Fractional HR isn’t just part-time help. It gives small businesses a complete HR function, from strategy through administration, often for less than the cost of one entry-level hire. This quick read explains why the model is reshaping how companies build their back office to strengthen compliance, reduce costs, and elevate employee experience.

Doing your own accounting often makes sense early on, but there is a moment when it begins to slow growth instead of support it. When your time is spent reconciling accounts, tracking payments, and second guessing your numbers, you lose focus on the work that actually moves the business forward. That shift is usually the clearest signal that it is time to bring in professional support.

When an employee quits without notice, it can feel frustrating and personal, but how you respond matters more than how it feels. Even in abrupt resignations, employers must follow the same legal requirements for final pay, benefits, and documentation. Handling these situations calmly and consistently protects your business and helps you move forward with professionalism.

Paid time off is one of the most common policies we see put businesses at legal risk and often without them realizing it. In this blog, we break down why PTO is treated as earned wages in many states, what employers can and cannot change, and how small wording issues in your policy can create big compliance problems. If you haven’t reviewed your PTO policy recently, this is a must-read for protecting your business and your team.

February 1st OSHA deadlines can feel overwhelming, but with the right preparation, compliance doesn’t have to be stressful. This blog walks employers through exactly what’s required, who must comply, and how to confidently prepare their OSHA logs on time.

Learn how time card fraud often starts with small, seemingly harmless habits that can quietly add up to significant financial, trust, and compliance issues for employers. We highlight why accurate timekeeping matters and how clear policies, consistent oversight, and objective data help organizations address issues fairly and protect company culture.

California employers should be aware of new workplace notice requirements that take effect in 2026, including a mandatory annual “Know Your Rights” notice for all employees. Preparing now will help ensure timely distribution, proper recordkeeping, and continued compliance with evolving state labor laws.

As we close out 2025, we extend our heartfelt thanks to our clients for a year marked by growth, meaningful milestones, and strong partnerships made possible through your trust, collaboration, and leadership.

As evolving workplaces and rapidly changing employment laws create new compliance challenges, now is the ideal time for employers to refresh their policies and handbooks to protect their organization and strengthen company culture heading into 2026.

Starting in 2026, high earners can only make Roth catch-up contributions, which means after-tax savings but tax-free growth. Employers should identify who’s affected and make the necessary payroll and plan updates ahead of time.