Robertson HR News - January 2026
Get your HR ready for 2026
There’s a lot happening in the world of HR compliance and employment regulations this year.
That’s why I’ve created a simple 5-point checklist to help business owners to see where they stand:
✅ Legal foundations: Are your handbooks, policies and agreements up to date and applied fairly?
✅ Smart systems: Still using spreadsheets for PTO or sick leave? It’s time to automate that.
✅ People performance: Do you know why your best people stay or what might make them leave?
✅ Wellbeing and culture: Are you spotting issues before they turn into problems?
✅ Growth readiness: Would things keep running if one key person left tomorrow?
You don’t need to overhaul everything at once.
Just start with the area that’s been on your mind, the thing you keep meaning to sort out.
Fix that properly, then move on to the next.
Strong HR foundations mean fewer headaches and more time to grow your business.
If you’d like help with reviewing where you stand, I’m offering a free 30-minute call to help you to get ready for the year ahead.
Get in touch.
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HR and employment rules – still changing, but not yet
There’s been a lot of talk about new HR and employment rules, but most of the big changes are still being discussed and haven’t taken effect yet.
That gives business owners a bit of breathing room and a good reason to check that the basics are in order before anything new takes effect.
Make sure your handbooks, policies and HR records are up to date now.
When the new rules take effect, having clear documentation and consistent processes will make the transition a whole lot easier.
Four in five adults with ADHD are unsupported at work
A recent report found that 80% of adults assessed for ADHD have never received workplace support or reasonable accommodations. Many said that they struggled with noise, lighting, deadlines and organization, which affected their ability to stay in work.
Even small, low-cost changes can make a big difference. Regular check-ins, clearer communication and flexibility in how and where people work can all help them to stay focused and perform at their best.
We can help you to review your current practices and put simple accommodations in place that improve focus, confidence and inclusion.
More dads are asking for better parental leave and flexibility matters just as much
Across the U.S., more fathers are speaking up about the need for paid parental leave and flexibility after the birth or adoption of a child. Many say that the lack of paid time off makes it difficult to be present at home during those early weeks.
Even without a federal policy requiring paid paternity leave, businesses are starting to step up. Offering flexibility, clear communication and a supportive culture can make a huge difference to working parents and to retention overall.
If your parental leave policy hasn’t been updated in a while, now’s a great time to review it and make sure that it supports everyone on your team, not just mothers.
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Why do so many resignations happen in January?
January is known for fresh starts and that often means job changes.
Every year, there’s a sharp rise in people giving notice once the holidays are over. For small businesses, that can mean losing key team members just as you’re planning for the year ahead.
Why does it happen?
Many employees use the quiet time over the holidays to reflect on what’s working and what’s not.
Common triggers include:
• Realizing they’ve outgrown their role
• Feeling undervalued or overworked
• Wanting more flexibility or opportunities to grow
• Seeing others move on and feeling it’s time for a change
The good news is that most resignations aren’t about pay alone, they’re about communication.
A quick check-in about goals, workload and what someone wants from the year ahead can make all the difference. It shows that you care about their future and gives you the chance to fix small issues before they turn into reasons to leave.
If you haven’t already, schedule some informal one-on-one conversations with your team this month. Those chats could be the simplest and most effective way to keep great people in your business.
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Q&A
Do I need to update employee goals or job descriptions every year?
There’s no federal requirement, but it’s good practice. Reviewing goals and job descriptions each year keeps roles clear, supports performance and helps you to spot where skills or responsibilities have changed.
Can I ask employees to take unpaid leave when business is slow?
Only if it’s part of your policy or the employee agrees to it in writing. You can ask, but you can’t require unpaid leave unless there’s a clear policy allowing it. If business is slow, consider using PTO or offering reduced schedules by mutual agreement instead. If it's a situation where the business has been negatively impacted for an extended period of time and there are business reasons for downsizing or layoffs, then a more formal process may be needed.
Should I be giving pay raises at the start of the year?
There’s no federal rule on timing. Many businesses review pay annually, often in line with performance or inflation. What matters most is being consistent and clear about how and when pay reviews happen.