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🔔 2024 HR Checklist: Prepare, Protect, and Empower Your Team!

As we approach the end of 2024, it’s time to wrap up essential HR tasks and prepare for a compliant and successful 2025. From performance reviews to handbook updates, staying current with new laws is critical. Here’s a checklist to ensure your business is on track.

Mandi Simeone

✅ Year-End HR Tasks:

  • Complete Year-End Performance Reviews: Document feedback, recognize achievements, and set clear goals for 2025.
  • Update Employee Handbooks: Reflect all recent 2024 and upcoming 2025 federal and state law changes.
  • Review Compensation and Benefits: Ensure pay scales, benefits, and bonuses align with the latest regulations.
  • Audit Employee Records: Verify data accuracy and ensure compliance with data privacy laws.
  • Prepare for Open Enrollment: Clearly communicate benefits options and enrollment deadlines to employees.
  • Review PTO and Leave Policies: Update policies to reflect new state leave laws and clarify PTO rollovers or payouts.
  • Complete Required Trainings: Ensure employees have completed mandatory trainings, including anti-harassment, DEI, and OSHA safety requirements..

📜 Notable Federal and State Employment Law Changes for 2024 and 2025:

Federal Changes:

  • OSHA Final Rule on Workplace Injury and Illness Reporting: Effective January 1, 2024, this rule requires certain employers to electronically submit injury and illness information to OSHA. Learn more.
  • NLRB Joint Employer Rule: Starting February 26, 2024, under the National Labor Relations Act, two or more employers may be classified as joint employers if they share control over employees’ essential employment terms. Learn more.

State-Level Changes:

  • Arkansas:
    • HB 1197 (Unemployment Compensation): Effective January 1, 2024, employers can notify the Division of Workforce Services if a candidate fails to respond to a job offer or interview, which may disqualify them from unemployment insurance.
    • SB 434 (Income Tax Withholding): Reduces the threshold for electronic tax filing from 250 to 125 employees.
  • California:
    • AB 1076 & SB 699 (Noncompete Agreements): Voids most noncompete agreements as of January 1, 2024, and prohibits employers from attempting to enforce them.
    • AB 2188 & SB 700 (Cannabis Use): Prohibits discrimination based on off-duty cannabis use (non-psychoactive) starting January 1, 2024, except in the building and construction trades.
    • SB 365 (Arbitration Proceedings): Denial of arbitration appeals will not automatically stay trial court proceedings, effective January 1, 2024.
    • AB 1228 (Fast Food Minimum Wage): Sets a minimum wage of $20 per hour for employees at national fast-food chains, effective April 1, 2024.
  • Colorado:
    • SB 23-105 (Equal Pay/Wage Transparency): Effective January 1, 2024, requires job postings to include salary ranges, benefits, and hiring process details.
    • FAMLI Program Updates: Clarifies wage definitions and establishes fines for non-payment of family and medical leave premiums. View Colorado FAMLI Program Details here.
  • Hawaii:
    • SB 1057 (Equal Pay/Wage Transparency): Requires job postings to disclose the hourly rate or salary range, effective January 1, 2024.
  • Minnesota:
    • HF 447/SB 2909 (Pay History and Gender Identity Discrimination): Prohibits inquiries into pay history and discrimination based on gender identity as of January 1, 2024.
    • Earned Sick and Safe Time (ESST): Requires employers to provide one hour of paid leave for every 30 hours worked, capped at 48 hours per year.
  • Washington:
    • SB 5123 (Cannabis Use): Prohibits discrimination based on off-duty cannabis use, effective January 1, 2024.
    • SB 5586 (Paid Family and Medical Leave): Grants access to employees’ paid leave records for internal leave management purposes. Explore Washington Paid Family and Medical Leave.

🌟 Annual Employee Certification

We recommend that businesses provide the updated employee handbook to staff once a year and request certification to ensure they understand all policies. HR 2 People can help set up an online certification process, making annual acknowledgments easy and organized.

By partnering with HR 2 People, you’ll have peace of mind knowing your employee handbook is expertly managed, consistently updated, and fully compliant with the latest laws.

Contact HR 2 People today to set your business up for compliance and success in 2025!

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