Time for a Fall HR Cleanup? Here’s Where to Start
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As the leaves change and the fourth quarter ramps up, now is the perfect time to pause and look under the hood of your HR practices.
The end of the year is busy for every business but it’s also one of the most important times to review policies, pay practices, and people systems that might be outdated, unclear, or no longer aligned with where your business is headed.
A few intentional steps now can prevent compliance headaches, payroll issues, and performance management stress later.
Here’s where to start your HR cleanup before the year wraps up.
1. Audit Your Employee Handbook
If you haven’t reviewed your handbook in over a year or if you've had policy changes without updating it, it’s time.
Check for:
New federal or state laws (ESST, PFML, pay transparency, etc.)
Inconsistencies between policy and actual practice
Missing sections (remote work, social media, PTO structure)
Clear language around conduct, expectations, and complaint procedures
✅ Pro tip: Your handbook should reflect how your team actually works not just legal boilerplate.
2. Check Wage & Hour Compliance
With minimum wage increases and salary transparency laws expanding across the country, your pay practices should be reviewed annually.
Look at:
Exempt vs. non-exempt classifications
Updated minimum wage (state and local)
Pay equity across similar roles
Overtime tracking procedures
Bonus or commission plan documentation
Even small mistakes here can become expensive fast especially if an employee raises concerns or an audit hits your inbox.
3. Review Your Leave Policies
Are your sick, parental, or PTO policies clear, consistent, and legally compliant?
As 2026 approaches, Minnesota employers also need to prepare for Paid Family and Medical Leave (PFML). Even if you're not implementing a new policy yet, it's smart to review:
Coordination of leave types (FMLA, ESST, PFML, disability, etc.)
Manager readiness to handle leave conversations
Employee understanding of how to request time off
Don’t forget to plan ahead for year-end PTO balances and carryover limits.
4. Update Job Descriptions and Org Charts
If roles have evolved or if you're heading into planning season reviewing your job descriptions now makes performance reviews and compensation planning much easier later.
Key areas to review:
Duties and essential functions
Reporting structure
Remote/in-office expectations
Physical or scheduling requirements
Required qualifications vs. nice-to-haves
You’ll thank yourself in Q1 when recruiting picks up or internal promotions are on the table.
5. Prep for Year-End Performance Conversations
Fall is the time to:
Finalize performance review timelines
Train managers on giving feedback and having difficult conversations
Calibrate ratings if you use performance tiers
Align rewards and raises to actual performance and market benchmarks
Don’t let performance conversations get rushed in December. A little structure now can improve clarity, morale, and retention through the new year.
Ready for a Second Set of Eyes?
At People Solutions Hub, we help small and mid-sized businesses run lean, strategic HR operations without missing the essentials. Whether you need a quick HR audit or support updating policies, pay structures, or people systems—we’ve got you covered.
📩 Email us at psolutionshub@gmail.com🌐 Explore services at www.peoplesolutionshub.co
Finish the year strong and set the stage for smarter, simpler HR in 2026.
