Staying compliant isn’t just about avoiding penalties—it’s about protecting your business, supporting your employees, and staying ahead of the deadlines that sneak up fast. To make planning easier, we put together this 2026 HR compliance calendar overview with key dates employers and HR teams should have on their radar. These reminders cover major reporting requirements, benefits-related deadlines, workforce compliance tasks, and planning milestones throughout the year.
Friendly reminder: Compliance deadlines can vary based on company size, state requirements, and benefit plan details. Always confirm with your HR team or compliance partner.
Why a 2026 HR Compliance Calendar Matters
HR compliance is one of those areas where things can feel “fine”… until suddenly they’re not.
A strong compliance calendar helps you:
- Avoid missed deadlines and last-minute stress
- Stay ready for audits and reporting
- Keep employee communication consistent
- Plan benefits and HR initiatives more smoothly
- Reduce risk around documentation and record keeping
And most importantly: it helps HR stay proactive instead of reactive.
2026 Compliance Dates to Know (Month-by-Month)
January 2026
January is a key month to review policies and prepare for the year ahead.
Key reminders include:
- Review state minimum wage updates and adjust payroll accordingly.
- Update labor law posters and employee handbooks.
- Confirm implementation of any new state paid leave or unemployment requirements starting January 1.
- Conduct an annual handbook review and ensure policies are up to date.
HR tip: Use this month to set up internal tracking for ACA reporting, tax filings, and OSHA posting.
February 2026
February remains a busy compliance month, especially for federal wage and tax information.
Key reminders include:
- OSHA Form 300A posting must be displayed from February 1 through April 30, 2026 for covered employers.
- Distribute Forms W‑2 and 1099 to employees and contractors by February 2, 2026 (due to weekend adjustment).
- State and local reporting deadlines (such as pay transparency or state pay reports) may occur depending on your jurisdiction; check relevant state agencies.
HR tip: OSHA electronic submission (ITA) is typically due around March 2, 2026 for covered employers.
March 2026
March includes major federal reporting deadlines employers should not miss.
Key reminders include:
- ACA reporting deadlines:
• Provide Forms 1095‑C to employees by March 2, 2026.
• File Forms 1094‑C and 1095‑C electronically with the IRS by March 31, 2026. - File Form M‑1 (MEWAs) by March 2, 2026 for applicable multiple employer welfare arrangements.
HR tip: When ACA deadlines fall on a weekend or holiday, they shift to the next business day.
April 2026
April is an ideal time to assess state and federal reporting needs beyond the first quarter.
Key reminders include:
- Determine if any state EEO/AA reporting (such as EEO‑1 or other diversity reports) applies to your business this year.
- Continue to monitor seasonal OSHA posting until the end of April.
HR tip: Use April for mid‑year planning and compliance checks to catch issues before summer reporting periods.
May 2026
May brings several benefits and reporting deadlines.
Key reminders include:
- RxDC (Prescription Drug Data Collection) reporting for employer group health plans typically must be submitted by June 1, 2026, with planning in May.
- Some states may require pay data or compensation reporting; verify state‑specific deadlines.
HR tip: Combine benefits reporting needs with your annual mid‑year compliance review.
July 2026
July is one of the busiest compliance months of the year, especially for benefits reporting.
Key reminders include:
- Employer retirement plan reporting (Forms 5500 series and 8955‑SSA) is due July 31, 2026 for calendar‑year plans.
- PCORI fees are due July 31, 2026 for plan years ending in 2025.
- Provide Summary of Material Modification (SMM) notices as required within timelines tied to your plan’s amendment date.
HR tip: Extension requests (e.g., Form 5558) can extend some benefit filing deadlines if needed.
August 2026
August is a good time to reinforce compliance and prepare for third‑quarter and year‑end tasks.
Key reminders include:
- VETS‑4212 reporting window opens for federal contractors (typically Aug 1–Sep 30).
- Review policy manuals and employee communications to ensure alignment with any new requirements.
HR tip: Use this period to get ahead of open enrollment planning and year‑end testing prep.
October 2026
October brings important benefits notices and new plan year preparations.
Key reminders include:
- Employers should prepare for open enrollment communications and documentation.
- Certain benefit notices (like Medicare Part D) are due mid‑October if applicable.
HR tip: Confirm benefit plan notices align with plan year and eligibility dates.
November 2026
November is a key month for open enrollment and year‑end HR activities.
Key reminders include:
- Open enrollment season begins for many employers offering calendar‑year benefits.
- Remind employees to submit FSA receipts before year‑end if applicable.
- Share federal and company holiday guidelines to avoid scheduling confusion.
HR tip: Take this time to remind employees about wellness resources and benefits utilization.
December 2026
December focuses on closing out the year cleanly and preparing for 2027.
Key reminders include:
- End‑of‑year compliance activities such as nondiscrimination testing (401(k), FSA, etc.).
- Notify employees of benefit or compensation changes for the new year.
HR tip: Close out payroll documentation and confirm all filings are complete before year‑end.
Bonus: Holidays HR Should Plan Around (Non‑Compliance Deadlines)
While not official compliance deadlines, holidays affect payroll timing, staffing, and employee engagement. Plan ahead for:
- New Year’s Day
- Martin Luther King Jr. Day
- Memorial Day and Fourth of July
- Labor Day
- Thanksgiving and Christmas
These moments are opportunities to reinforce culture, clearly communicate expectations, and avoid last‑minute scheduling issues.
Quick HR Compliance Checklist for 2026
For an organized approach, consider tracking:
✅ Federal reporting deadlines (ACA, OSHA posting, retirement reporting)
✅ State and local legal requirements (minimum wage, paid leave, pay transparency)
✅ Benefits compliance timelines (RxDC, PCORI, notices)
✅ Documentation and record‑keeping updates
✅ Employee communication deadlines for open enrollment and benefits changes
A strong 2026 HR compliance calendar isn’t just a nice-to-have—it’s one of the easiest ways to reduce risk, stay organized, and support your team year-round.
If you’d like help building a compliance plan around your specific state(s), benefits setup, and reporting needs, HRDelivered is here to help.
👉 Want help staying compliant in 2026? Request a demo with our team to review your HR and benefits deadlines.
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