End-of-Year Human Resource Checklist: New Regulations and Compliance
As we approach the holiday season—when peppermint lattes, twinkling lights, and year-end deadlines collide—Thrive HR consultants are diving headfirst into one of the busiest (and arguably most important) times of the year. Wrapping up compliance updates, fine-tuning policies, and setting up a strong foundation for next year is no small task, but with the right approach, it can be a fulfilling way to close out the year.
Think of these activities as your HR version of a holiday checklist—except instead of finding the perfect gift for Aunt Sue, you're ensuring your organization stays compliant, competitive, and ready to roll into 2025. Let’s break it down and make this busy season a little more manageable—and maybe even a little fun.
1. New Overtime Rule: Unwrapping the Details
As we know, legal changes can cause confusion, especially when the changes get reversed. The original FLSA ruling raised the annual threshold to $43,888, enacted in July of 2024. Due to a Texas Federal Judge blocking the ruling, it has now been reversed back to the pre-July threshold of $36,368 annually. It is important to be thoughtful in your decision making related to changes you made in July. It isn’t just about compliance—it’s about building trust and transparency with your employees.
Luckily at Thrive HR we are always plugged into these sort of changes and updates that would affect your budget, employees, and business.
2. Minimum Wage Updates: Keeping Everyone on the Nice List
When the clock strikes midnight on New Year’s Eve, many states and cities will ring in higher minimum wage rates. Keeping track of these changes is crucial, especially if your organization operates in multiple locations.
Action Steps (and a Little Magic):
Know Your Numbers: Research state and local wage rates—don’t assume the federal rate is all you need to know!
Communicate Wage Adjustments: Transparency is key. No one likes surprises (unless it’s a bonus or chocolate).
Prep Your Payroll: Work with your payroll provider or team to ensure all the right numbers are in place come January 1.
Address Wage Compression: If increasing minimum wages has created awkward pay gaps, this is a great time to adjust pay scales and keep morale high.
3. Policy Updates: Dusting Off the Employee Handbook
Let’s be honest: employee handbooks aren’t exactly the most exciting part of HR—but they’re critical. Year-end is the perfect time to revisit and refresh policies to reflect the year’s changes (and maybe give that handbook a little personality boost while you’re at it).
Fresh Takes for the New Year:
Remote Work Clarity: Hybrid work is here to stay, so make sure your policies outline expectations and compliance requirements without sounding like a robot.
PTO and Leave Policies: With new sick leave and family leave laws popping up like holiday sales, now’s the time to align your policies with the latest mandates.
DEI Updates: Diversity, equity, and inclusion shouldn’t just live on your website. Strengthen your policies to reflect your company’s commitment to real change.
Cybersecurity Smarts: ‘Tis the season for phishing scams. Update your data security policies and remind employees how to keep company info safe (no, not by reusing “password123”).
4. Training Compliance: Wrapping Up Loose Ends
Training isn’t just a checkbox—it’s how we build stronger, safer, and more inclusive workplaces. Whether it’s anti-harassment training, safety protocols, or new cybersecurity guidelines, year-end is the time to ensure every employee has checked the boxes and absorbed the knowledge.
How to Keep Things On Track:
Audit Training Records: Who’s behind? Who’s done? Get a clear picture of where your team stands.
Schedule Make-Up Sessions: No one likes extra homework, but make-up training sessions can prevent compliance headaches later.
Refresh Your Content: Outdated training is like last year’s fruitcake—it’s time for something fresh and relevant.
Dream Big for Next Year: Use this moment to brainstorm how to make your training programs even more engaging in 2025. (Hint: gamification can work wonders.)
5. Planning Ahead: HR’s Vision Board for 2025
Once you’ve handled the must-dos, take a step back to look at the bigger picture. What worked this year? What didn’t? What could make next year even better? This is your chance to align HR’s goals with the organization’s mission for 2025.
Ideas to Kickstart Your Planning:
Workforce Planning: Predict staffing needs for the year ahead. Growth, turnover, restructuring—whatever’s on the horizon, get ahead of it.
Compensation and Benefits: Is your rewards package still competitive? End-of-year is the perfect time to evaluate and make tweaks.
Talent Development: Brainstorm new ways to invest in your people. (Because nothing says “we care” like a well-thought-out development plan.)
Compliance Calendar: Build a calendar to track important deadlines and dates—it’s like an advent calendar, but for HR pros.
A Few Final Words
The end of the year is a whirlwind, but it’s also a time of opportunity. Think of this period as your chance to not only close the year strong but to lay the groundwork for an even better year ahead. With some thoughtful planning, clear communication, and a dash of creativity, you can wrap up your HR year feeling like the hero of your organization.
Now, go grab that peppermint latte (you’ve earned it), and let’s make this the most organized, compliant, and rewarding year-end yet. Cheers to 2025! 🎉
