Two new employment laws are already signed, and several more are awaiting the governor’s signature. Most small businesses are not prepared for what these changes will require.

📋 What is already in effect:
📂 Personnel Records Access Law — Effective November 8, 2026
✅ Employees can request their personnel file, and employers must provide it within 5 business days.
✅ Employers must notify employees within 10 days when adding negative information to their file.
✅ Personnel records must be retained for 3 years after separation.
If you are not confident in the accuracy or completeness of your personnel files, this law should prompt a review.

🏗️ Construction Reporting Pay Act — Effective December 8, 2026
✅ Construction employers must pay workers two to four hours if a shift is canceled with less than twelve hours notice.

⏳ What is pending the governor’s signature:
⚠️ Severance agreements requiring a 21-day consideration period and a 7-day revocation period for all employees.
⚠️ Ghost job posting disclosure requiring employers to indicate whether a role is truly open or only a pipeline.
⚠️ Sexual harassment training documentation requiring signed acknowledgments and six years of retention.

I always recommend working with employment counsel for legal interpretation and risk decisions. Remember that legal guidance alone does not build compliant documentation, processes, or day-to-day practices.

This is where Personalized HR Solutions steps in. We help small and mid-size employers turn legal requirements into practical, operational compliance. That includes reviewing personnel files, strengthening documentation practices, updating policies, and ensuring your HR infrastructure can withstand scrutiny before issues arise.

If you are not sure whether your documentation house is in order, now is the right time to find out.

📅 Schedule your free 20-minute HR compliance assessment, book here.