As the first quarter comes to a close, now is the time for employers to step back and evaluate whether key compliance areas are on track.

Many businesses implement updates at the start of the year—but Q2 is often when gaps begin to surface. A proactive review now can help reduce risk, avoid disruptions, and keep your operations running smoothly.

Key Areas to Revisit

Wage and Hour Practices

Confirm employee classifications, overtime calculations, and payroll processes are consistent with current requirements.

Required Notices and Workplace Policies

Ensure required postings, handbook updates, and employee acknowledgments are current and properly documented.

Retirement and Payroll Compliance

Programs such as CalSavers and other payroll-related obligations require ongoing attention—not just initial setup.

Workplace Procedures and Documentation

Consistent processes and documentation help support compliance and reduce exposure if issues arise.

Recent Areas of Focus

For additional guidance, we’ve recently covered several areas employers may want to revisit:

• CalSavers Compliance – Ongoing payroll contribution requirements continue to generate notices for employers
• AI in Hiring – New regulations are now in effect impacting how automated decision tools are used in employment decisions
• Employee Notices and Documentation – New “Know Your Rights” notice requirements and ongoing documentation obligations remain a key compliance area
• Reimbursement and Payroll Practices – Updates such as mileage reimbursement rates highlight the importance of keeping payroll practices current

Stay Ahead of Compliance

Taking time now for a brief review can help prevent larger issues later. Employers who stay ahead of compliance are better positioned for stability and growth throughout the year.

Not sure where your business stands heading into Q2?
Contact Chase Law Group
to review your current practices and identify any gaps before they become issues

WWW.CHASELAWMB.COM
310-545-7700

_{Please note that this article is for informational purposes only and should not be considered legal advice and does constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific guidance pertaining to your business and its practices.}