What to Update in Your Employee Handbook for 2026

In 2026, employee handbooks must evolve to keep businesses compliant and competitive. This guide highlights key updates across artificial intelligence (AI) usage policies and remote work standards, data privacy, social media rules, and wage law changes. Learn how to refresh your handbook to protect your company, support employees, and stay ahead of legal requirements.

A modern employee handbook should protect your business, support your employees, and comply with current legal requirements. As work environments and employment laws evolve, your policies must keep pace. Here are the top areas to update for 2026.

Update Workplace Policies and Conduct Standards

Artificial Intelligence and Automated Tools

Create clear guidelines for how AI can be used at work. Define approved tools, tasks, and who is responsible for oversight. If AI supports hiring, performance reviews, or disciplinary decisions, ensure there is a human to review and mitigate bias.

Remote and Hybrid Work

Formalize expectations around work hours, communication, security, and equipment. Clarify who is responsible for technology, how it should be maintained, and how employees must protect company data while working from home.

Social Media

Protect your company brand without restricting employee rights. Social media policies should not prevent employees from discussing pay or working conditions, which may be protected under labor laws.

Data Privacy and Cybersecurity

Update acceptable use, device management, and data handling expectations. Include password requirements, remote access rules, and incident reporting procedures that reflect current cybersecurity standards.

Anti-Harassment and Inclusion

Ensure policies follow current legal guidance and outline a simple, accessible reporting process. Reinforce your commitment to fair treatment and equal opportunity for all employees.

Review Legal and Compliance Requirements

Wage and Hour Laws

Update policies to reflect changes to overtime rules, exempt classifications, tip regulations, and minimum wage increases at the federal, state, or local levels. Pay transparency laws may also impact how you communicate compensation to current and potential employees.

Required Notices

Some jurisdictions now require standalone employee notices related to rights, safety, harassment reporting, or leave benefits. Ensure your handbook references these requirements, and that employees receive them separately when needed.

State and Local Rules

Paid sick leave, family leave, scheduling rules, privacy laws, and protected classes vary by state. If you operate in multiple locations, your handbook must outline state-specific differences or reference separate state supplements.

Noncompete and Training Repayment Policies

Restrictions on noncompete clauses and repayment agreements for training continue to grow at the state level. Review these policies carefully to avoid terms that are unenforceable or prohibited.

Update Benefits and Compensation Information

Paid Time Off

Clarify accrual rules, carryover limits, usage procedures, and payout terms. Ensure your handbook reflects any new state or local leave laws that expand employees’ rights.

New or Updated Benefits

If your organization offers telehealth benefits, student loan assistance, dependent care accounts, or other emerging benefit options, include them clearly in the handbook. Outline eligibility, enrollment, and deadlines.

Tip and Service Charge Policies

For businesses with tipped workers, document tip pooling rules, recordkeeping expectations, and wage make-up procedures. These must align with current state and federal laws.

Strengthen Cybersecurity and Privacy Expectations

As remote work grows and data risks increase, employees must understand how to protect company information. Update policies to address encryption requirements, personal device rules, storage limitations, and response steps in the event of a breach.

Why These Updates Matter and How GMS Can Help

A well-written handbook protects your organization, supports compliance, and gives employees confidence that policies are fair and transparent. Keeping it updated is essential, especially as new laws and workplace trends emerge.

For many employers, tracking rule changes, updating policies, and ensuring the language is legally accurate can feel overwhelming. Each year brings new regulations around leave laws, pay transparency, noncompetes, privacy, AI use, and workplace conduct. It is a lot to manage while also running a business.

That is where Group Management Services (GMS) comes in. We make human resources (HR) compliance easier by reviewing and refreshing your handbook, building policies that meet legal requirements, and tailoring them to your company culture. As your HR outsourcing partner, we support you with multi-state regulations, benefits updates, employee relations guidance, and training so you do not have to navigate compliance alone.