As we move into 2026, employers are facing increasing expectations from the government, employees, and the public to manage people issues with greater intention, consistency, and documentation. Over the past several years, our work at Executive Advantage has consistently shown that reactive HR is costly, while proactive HR protects both the business and its people. This article outlines four priorities we believe every organization should address in its HR planning for 2026.
1. Make Workplace Harassment Prevention a Priority
Ask yourself: “If a harassment claim landed tomorrow, could you prove you did everything reasonable to prevent it?” Regulators judge you by your actions, not just your policies. Go beyond the checkbox training and build a culture where respect is non-negotiable.Ask yourself: “If a harassment claim landed tomorrow, could you prove you did everything reasonable to prevent it?” Regulators judge you by your actions, not just your policies. Go beyond the checkbox training and build a culture where respect is non-negotiable.
- Clear policies: Simple, jargon-free rules everyone understands.
- Easy reporting: Anonymous or low-friction ways to speak up.
- Train leaders: Supervisors set the tone
- Document everything: Not just for compliance, but to show you care.
Bottom line: Prevention isn’t just legal armor; It’s how you protect your people’s dignity.
2. Keep a Trusted HR Expert on Speed Dial
Regulations shift. Small mistakes blow up. Who do you call when the stakes are high?
Payroll providers and templates are tools, not lifelines. You need someone who:
- Translates legalese into plain English.
- Helps you document decisions defensibly.
- Stays calm when emotions run hot.
Think of them as your HR co-pilot, someone who is there when turbulence hits.
3. Find and Fix the Silent HR Gaps
HR gaps are like slow leaks: they drain productivity and invite risk.
Run a proactive audit to uncover hidden issues:
- Employee records: Outdated or incomplete?
- Handbooks: Vague policies or missing sections?
- Pay practices: Inconsistent or non-compliant?
- Supervisor training: Gaps in confidence or knowledge?
Fix these now, or pay for them later in lawsuits, turnover, or chaos.
4. Mentor Your HR Point Person
HR isn’t just admin, it’s judgment, confidence, and consistency.
Many organizations hand HR duties to capable employees who’ve never been trained for the role’s complexity. Mentoring helps them:
- Navigate gray areas (e.g., performance issues, leave laws).
- Build trust with leaders and staff.
- Evolve from “paper-pusher” to strategic partner.
Invest in their growth, and they’ll stabilize your entire operation.
Looking Ahead: HR is Ongoing Support, Not One-Off Fixes
The trend for 2026 is clear: businesses need continuous HR guidance, not episodic interventions. Plan now to embed HR into your culture, not just your compliance checklist.
Protect your people, your leaders, and your future.
For deeper support, explore guided HR solutions with us!