This article was first published on August 12, 2025. Last update was on September 3, 2026. Updates to Section 1 and 2.
The last months of the year always flash by, making Q4 feel like a sprint for HR teams. Between compliance deadlines, workforce planning, and employee training updates, it’s easy for things to slip through the cracks. With this practical checklist HR professionals like you can stay organized, compliant, and ready to finish the year strong.
1. Q4 Planning Requires You to Know What's New
EEOC Rescission of 2024 Harassment Guidance
In January 2026, the EEOC voted 2-1 to rescind its 2024 Enforcement Guidance on Harassment in the Workplace, the interpretive framework used by many employers. This removes a central reference document that HR teams relied on for guidance, making it more important to anchor your harassment prevention program to your state's specific requirements. Make sure your training vendor is current with state laws.
Washington State's Isolated Worker Harassment Training
As of January 1, 2026, HB 1524 expanded Washington's harassment training mandate to require all managers and supervisors at "covered employers" to complete sexual harassment and assault prevention training. Covered employers include hotels, motels, retail, security guard companies, and property services contractors. The law also requires annual training for isolated employees and their supervisors on emergency communication tools, panic button procedures, and what happens after an alert is raised.
California's Permanent Cal/OSHA Workplace Violence Standard
In April 2026, Cal/OSHA released a revised draft of its permanent workplace violence prevention regulation for general industry. The standard is required to be adopted by December 31, 2026, and is expected to take effect January 1, 2027. The draft goes beyond the existing SB 553 requirements by expanding the scope to cover employer-provided transportation, refining the small-employer exemption, and adding more detailed requirements for hazard assessments, post-incident response, and recordkeeping — including broader employee access to incident reports. For California employers who treated SB 553 as a one-time paperwork exercise, enforcement is already accelerating, and a permanent standard with expanded requirements is on the way. Q4 2026 is the last window to audit your workplace violence prevention plan before the permanent standard locks in.
AI in the Workplace Training
AI training has moved from a "2025 initiative" to a compliance priority. New state laws across California, Illinois, New York City, Texas, and Colorado now require employers using AI in hiring to provide notice, document use, and train staff on responsible deployment. HR teams face the highest compliance risk from AI misuse, particularly around AI-assisted screening, where EEOC guidance and state laws govern how AI tools can be used in recruiting and performance management.
2. Review Your Compliance Training Plan and Needs
End-of-year compliance is one of the biggest pressure points for HR. Missing a deadline can mean fines, legal risk, or employee complaints.
- Harassment Prevention Training: Many states, including California, New York, Connecticut, Delaware, and Maine, require annual or biennial sexual harassment prevention training. Visit this page for a list of requirements by state.
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Workplace Violence Prevention: New laws like California’s SB553 Workplace Violence Prevention Training and New York’s Retail Worker Safety Act require annual training for employees.
- Local Government Corruption Prevention laws required officials in California to complete annual ethics training under SB 827.
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Safety Training: Review the results from your annual hazard identification process to identify the safety training topics to address, whether that is retraining or training new employees. Common safety training topics include:
- Employee access to medical records
- PPE and respiratory protection
- Hearing conservation
- Portable fire extinguishers
- Hazardous materials and substance-specific training
- Bloodborne pathogens (BBP)
- Industry-Specific Compliance: Banking and healthcare sectors often have strict year-end reporting requirements. Double-check training completions to stay audit-ready.
👉 Pro tip: Don’t wait until December, your future self will thank you. ☺️
3. Refresh Compliance Training HR Plans
Annual training plans aren’t just about compliance. They’re also a chance to support professional development and reinforce workplace culture.
- Assign refresher modules in key compliance areas like workplace safety training, diversity and inclusion training, and cybersecurity.
- Identify skills gaps and offer learning paths for leadership, customer service, or remote work readiness.
- Consider new training to support 2026 initiatives, such as AI technoclogy skills in the workplace.
4. Check Employee Records
Accurate records make life easier for HR, managers, and auditors alike.
- Confirm all compliance training is tracked in your learning management system.
- Verify employee certifications and licenses haven’t expired.
- Generate year-end reports and update your KPIs and OKRs so you start Q1 ahead.
Read more: 👉 What Are Compliance Training KPIs and Why They Matter
5. Plan for Workforce Changes
Q4 often brings hiring surges, seasonal roles, and promotions. Staying ahead of workforce changes helps avoid compliance gaps.
- Enroll new hires in onboarding and compliance courses right away.
- Support managers moving into leadership roles with supervisor training.
- Plan for turnover. Encourage teams to maintain SOP documentation from the start.
6. Prep for 2027
A little prep now means less stress later.
- Audit your training course list and update topics for wider coverage. Download a course catalog to compare.
- Budget for 2027 compliance training and professional development early.
- Explore bundled solutions like training portals or volume pricing to stretch budgets further.
Wrap Up the Year with Confidence
Q4 can be overwhelming with everything that life demands from our personal time at the end of the year. I hope this planning list helps you:
- Stay compliant with harassment and workplace safety training.
- Keep employee records accurate and audit-ready.
- Prepare your team for 2027 with the right courses in place.
