Everything You Need for End-of-Year HR Planning
2024 is quickly approaching and if you aren’t already thinking about end-of-the-year HR tasks, now is the time to start. However, from ensuring compliance to standardizing company policy, we understand there’s a lot that goes into it.
Therefore, we’ve created a comprehensive end-of-year HR checklist so you can close out the current year with your HR functions and policies in check, as well as start 2024 strong with your people needs and recruiting plan mapped out.
- LEGAL & COMPLIANCE -
The end of the year is the ideal time for HR legal review and planning. Carefully audit your policies and processes to make sure they’re compliant with all relevant labor and employment laws in your local and greater area.
❏ Ensure compliance with any new state, city, or federal labor laws, typically effective the first of the year.
❏ Verify correct labor laws are properly posted.
❏ Ensure employees are properly classified as exempt (salary) or nonexempt (hourly).
❏ Remind employees to update their personal information for benefits cards, tax documents, etc.
❏ Audit and organize employee personnel files for compliance.
❏ Review hiring processes for compliance and effectiveness.
❏ Review the following employment processes for compliance with EEOC regulations to support fairness and equity in your hiring and employment practices:
❏ Recruiting
❏ Interviewing
❏ Onboarding
❏ Engagement and retention
❏ Review and update job descriptions to ensure accuracy and compliance with the Fair Labor Standards Act (FLSA).
- TEAM & COMPANY POLICIES -
Perhaps your workforce has recently undergone a return to work protocol and is back on-site a couple days a week, or perhaps it has simply grown in size. Regardless, as your company evolves and changes, your policies and practices need to be updated accordingly as part of your end-of-the-year HR planning. This is essential for legal compliance, but also to foster a positive and productive work environment.
❏ Review and update all company policies, including:
❏ FLSA Protection to Pump at Work — new labor laws for nursing mothers
❏ Religious accommodations
❏ Return to work protocols
❏ Business continuity plans
❏ Review employee compensation for:
❏ Job market analysis
❏ Pay increases
❏ Pay equity review
❏ Update or develop new employee handbook:
❏ Review employee headcount to ensure compliance with federal laws.
❏ Holiday schedule
❏ Changes to PTO (paid time off) policy
❏ Changes to employee benefits
❏ FLSA Protection to Pump at Work — new labor laws for nursing mothers
❏ Religious accommodations
- WORKFORCE & RECRUITING -
In order to compete in today’s challenging labor market, it’s necessary to have the right people policies and processes in place at the start of the year. So, here’s how you can attract and retain top talent in the year ahead, from supporting employee development to updating your approach to recruiting and hiring.
❏ Review cost reductions for your HR / people budget in the following areas:
❏ Staffing
❏ Insurance
❏ Benefit plans
❏ Vendor agreements
❏ Streamline HR processes
❏ Automation and technology enhancements
❏ Plan and perform annual performance reviews or develop a plan.
❏ Check with departments for staffing needs and start planning for new hires.
❏ Update the employee training plan for the New Year.
❏ Review employment practice liability insurance.
❏ Review the following people processes for effectiveness and set a new course where necessary:
❏ Recruiting
❏ Interviewing
❏ Engagement and retention
❏ Identify employee engagement and retention strategies:
❏ Employee engagement surveys
❏ Stay interviews
❏ Exit interviews
❏ Training & development initiatives
This end-of-the-year HR checklist will help you get through, and ensure you don’t miss anything important, when completing your year-end HR tasks, as well as start your new off right and on track for success. If you need additional support crossing items off your checklist, click the link below to schedule your free consultation and learn how Premier HR Solutions can help you with all of your human resources and recruiting needs.