Why Most Handbooks Are Already Out of Date
[Replace with your take on the pace of employment law change and why annual handbook reviews aren't optional.] Employment law doesn't wait for you to catch up. State legislatures, federal agencies, and courts are constantly reshaping what employers are required to do — and what they're prohibited from doing.
Leave Policy Updates to Make Now
[Replace with specific 2026 leave law changes — paid sick leave expansions, FMLA equivalents, bereavement leave mandates, etc. Note relevant states.] Leave law has been one of the fastest-moving areas of employment law over the past several years. Several states expanded their paid leave programs in 2025 and 2026, and the effective dates are catching employers off guard.
Pay Transparency Requirements
[Replace with current pay transparency laws by state — which states require salary ranges in job postings, pay equity reporting, etc.] Pay transparency laws have spread rapidly. If you're posting jobs in certain states — or if your remote employees are located there — you may now be required to include salary ranges in every job posting.
Non-Compete and Non-Solicitation Clauses
[Replace with 2025–2026 updates on non-compete enforceability — FTC rule status, state-level bans, etc.] The enforceability of non-compete agreements has shifted significantly. If your offer letters or employment agreements contain non-compete language, it's worth a review to ensure they're still worth the paper they're written on — and that they're not creating hidden liability.
AI and Workplace Monitoring Policies
[Replace with emerging laws around AI use in hiring and workplace monitoring — state-specific notice requirements, bias audit requirements, etc.] A growing number of states now require employers to notify employees about electronic monitoring. And if you're using AI tools in hiring or performance management, several states have enacted specific requirements around disclosure and bias auditing.
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