Last month, we gave you a few end-of-year reminders. Well … guess what … it's 2026! Today, let’s tackle all things human resources with some honesty and a dash of hope. Today, we're talking about a familiar feeling for HR professionals everywhere: why the beginning of the year is both exciting—and, let’s be real, a little bit frustrating.
The new year brings a sense of renewal and endless possibilities. It’s a fresh start, a chance to introduce new initiatives, revisit policies, and spark positive change in your organization. Many HR pros look forward to onboarding new talent, launching programs, and setting new goals.
But let’s not sugarcoat it—the same old headaches have a way of popping up right alongside those resolutions. We're talking about leave abuse, recurring employee relations issues, and the annual scramble to keep up with compliance updates, many of which have January 1 effective dates.
Let’s take a guess at what’s on your mind … or should be on your mind …
- Regulating AI: Illinois employers, for example, are awaiting a final rule on the use of AI for employment. Are you aware of passed or pending AI legislation?
- Compensation: Growing trends in pay equity and transparency. Minimum wage changes. Do you know how many local jurisdictions have local minimum wage ordinances? Does that impact exempt salary thresholds?
- Job-Protected and Paid Leave: Our friends in Minnesota have been feeling the love for a few years straight now. Have you updated your policies to adhere to the patchwork of overlapping leave laws?
- Contract Restrictions: Do you use confidentiality agreements? Noncompete agreements? Repayment agreements? These are typically heavily scrutinized. Stay or pay, for example, is trending as a problematic provision. What is your process for crafting contracts and how often are they reviewed?
- Independent Contractors: Again, another highly problematic area of law for employers. Do you know your state’s laws on ICs?
- Immigration Compliance: Compliance enforcement is up. Are you ready for an audit?
- Wage & Hour: In addition to the growing trend in differing local wage and hour laws, on the federal level, the One Big Beautiful Bill Act (OBBBA) threw us a bit of a curveball, as we need to start tracking Fair Labor Standards Act (FLSA) overtime as a standalone hours and earnings code. Not a small ask! Are your timekeeping and payroll applications set to accurately report on FLSA overtime?
- Leaves & Accommodations: Always a top reason we get Hotline calls, here at MRA! Is your HR team trained? Are your managers trained, too?
Sometimes, it feels like we’re stuck in an infinity loop, facing the same problems with just a new calendar hanging on the wall. So how do we keep our optimism alive? Here are a few strategies you can use to start the year with some pep:
- Celebrate small wins: Take time to recognize progress, even if it’s small or incremental. Don’t overlook what you’ve accomplished. Every resolved conflict, every policy improvement counts.
- Reframe challenges as opportunities: Look at recurring issues as chances to innovate new solutions or strengthen communication across teams.
- Connect with your HR peers: Share stories, frustrations, and triumphs. You’re not alone, and sometimes a fresh perspective can reignite your enthusiasm.
- Prioritize self-care: The energy you bring to your role is contagious. Building resilience with mindfulness, exercise, or a favorite hobby helps you lead by example.
And, for some practical tips—short and sweet:
- Audit
- Update
- Monitor
- Consult
Lean on MRA for any of the above. If you need help with something, whether it is compliance-focused or strategic, contact us; we have resources. Remember, the start of the year is truly what you make of it. Embrace the excitement, learn from the frustrations, and focus on the positive impact you can create.
Here’s hoping you start this year with pep in your step!
