How Employers Should Think About Workplace Compliance in Early 2026
SHIFT HR Compliance Brief: Workplace Legislation and Training Updates is a new series from SHIFT HR Compliance Training, the only workplace training company founded by employment attorneys. We created this brief to help employers make sense of what’s changing, what’s being discussed, and what’s worth paying attention to in the evolving world of workplace compliance.
Each update highlights recent and proposed legislation, regulatory activity, and compliance-related developments, translating them into practical considerations for employers. Our goal is to provide context and insight, not predictions or legal advice, so organizations can better understand potential impact areas and make informed decisions about training, policies, and workplace practices.
In This Issue:
- Why workplace legislation continues to evolve
- States advancing healthy workplace and bullying legislation
- Massachusetts’ proposed expansion of anti-harassment training requirements
- New Jersey’s legislative pause as litigation risk remains
- California’s SB 553 shifts focus to training execution
- What these January 2026 updates mean for employers
Why does it feel like workplace legislation keeps moving, even when some employers are being encouraged to deprioritize culture work?
Because workplace expectations have not paused. Even as public discourse around DEI has shifted, legislators and regulators continue to focus on harassment prevention, workplace conduct, and employer accountability. Early 2026 makes that clear. States are still introducing and refining legislation aimed at addressing harmful workplace behavior, and agencies are signaling what they expect employers to prioritize.
For employers, the challenge is not simply tracking new laws, but understanding how these developments affect training decisions, manager responsibilities, and day-to-day culture.
Healthy Workplace and Bullying Legislation by State: Momentum Has Not Stopped
Despite the narrative that employers should step back from culture-related initiatives, legislative activity tells a different story. As of January 2026, six states have healthy workplace or workplace bullying bills pending:
Employers searching for updates on workplace bullying legislation by state should take note. While these bills vary in scope and none have yet passed, their continued introduction reflects growing concern about conduct that may not meet the legal definition of harassment, but still causes harm and liability risk.
From an employment law perspective, many bullying-related complaints later evolve into harassment, retaliation, or wrongful termination claims. The common thread is often a lack of early intervention and insufficient manager training.
Training that reinforces respectful conduct, communication, and accountability helps address these issues before they escalate.
Employer Takeaway
Pending bills signal where enforcement thinking is headed, and early intervention training remains one of the safest preventive steps.
Massachusetts Anti-Harassment Training Requirements: 2026 Outlook
Massachusetts continues to be one of the most active states when it comes to expanding mandatory training requirements.
Two bills are currently pending:
As of January 2026, these bills have not yet been enacted and may change as they move through the legislative process. If enacted, these bills would require employers to provide annual anti-discrimination and unlawful sexual harassment training to all employees.
Key provisions include:
- A minimum of one hour of training each year
- Interactive training that allows employees to ask questions and receive answers
- Examples of unlawful harassment and retaliation
- A review of supervisor responsibilities
- Required bystander intervention training
- Tailored examples for employers with 100 or more employees
- Training record retention for five years
Bill S1295 has already been reported favorably out of committee and is now pending before the Senate Ways and Means Committee. Bill H2190 remains before the Joint Committee on Labor and Workforce.
Employer Takeaway
For employers, this reflects a broader enforcement trend. Regulators are increasingly focused on whether training is interactive, relevant, and practical, not simply whether it exists.
New Jersey Harassment Training Requirements: Legislative Pause, Litigation Risk Remains
In New Jersey, Bill A2443, which would have mandated anti-harassment training and expanded workplace conduct requirements, did not advance during the legislative session ending in January 2026 and remains pending without further action. With the prior session concluded, the bill would need to be reintroduced or revived in a future legislative term to move forward.
While New Jersey does not currently mandate harassment training, employers frequently search for New Jersey harassment training requirements due to the state’s active litigation and enforcement environment. Courts and agencies often look to training as evidence of reasonable prevention efforts, even when no statutory training requirement exists.
In practice, the absence of a mandate does not eliminate risk. It changes how that risk is evaluated, shifting the focus to whether employers took proactive, reasonable steps to prevent and address workplace misconduct.
Employer Takeaway
No mandate does not mean no exposure; in New Jersey, prevention still matters.
California SB 553 Workplace Violence Training and Compliance Update
California employers should continue to closely monitor SB 553 workplace violence prevention requirements.
On November 12, 2025, an advisory committee to the Cal/OSHA Board met to discuss revisions to the draft regulation.
Topics included:
- Potential exemptions for small employers
- Clarification of key definitions
- Practical considerations for implementation
The Board is expected to issue another revised version of the regulation in early 2026. While the details are still evolving, the direction is clear. Workplace violence prevention is increasingly viewed as part of broader expectations around respectful workplace conduct, awareness, and response. Employers should also expect increased scrutiny around how training is implemented and documented, not just whether a policy exists.
Training that helps employees recognize concerning behavior and understand reporting obligations will play an important role in compliance.
Employer Takeaway
For California employers, training delivery and documentation will matter as much as policy language under SB 553.
What These January 2026 Updates Mean for Employers
When viewed together, these legislative and regulatory developments point to a consistent message. Lawmakers and regulators are refining expectations, not retreating from them.
Employers are being asked to demonstrate that they have taken reasonable steps to prevent harm at work. Training remains one of the most visible and defensible ways to do that, especially when it is:
- Interactive rather than passive
- Relevant to real workplace scenarios
- Focused on behavior and accountability
- Applied consistently across the organization
Waiting for absolute certainty often leaves employers reacting instead of leading. Investing in legally sound, skill-based training provides flexibility as laws continue to evolve.
Make Every Training Moment Count
Not sure how these legislative updates affect your organization? Let’s talk.
SHIFT helps employers move forward with clarity and confidence. Our team can help you assess your current approach, identify potential risk, and translate legal expectations into practical, defensible training.
Contact us to start the conversation.
About SHIFT HR Compliance Training
SHIFT HR Compliance Training is the only workplace training company founded by employment attorneys, offering HR compliance and workplace culture training that turns mandates into opportunities for growth and lasting culture change. SHIFT combines legal precision, empathy-driven storytelling, and real-world relevance to deliver training that reduces risk, builds inclusion, and helps organizations thrive.
Frequently Asked Questions About Workplace Legislation and Training Updates for Employers
Do these legislative updates apply to employers outside the listed states?
While the bills and regulations discussed are state-specific, they often signal broader enforcement and compliance trends. Employers in other states frequently see similar expectations reflected in agency guidance, litigation standards, and best practices.
Is anti-harassment training required if my state does not mandate it?
Even when not legally required, anti-harassment training is widely viewed as a reasonable prevention measure. Courts and enforcement agencies often consider training when evaluating whether an employer took appropriate steps to prevent and address workplace misconduct.
What makes training legally defensible in today’s environment?
Interactive, role-based training that reflects real workplace scenarios and clearly explains expectations is more defensible than generic or passive programs. Relevance, consistency, and documentation matter.
How often should employers update their training programs?
At a minimum, employers should review training annually. Updates may be needed sooner if laws change, new guidance is issued, or workplace risks evolve.
How does workplace culture connect to legal compliance?
Many legal claims stem from breakdowns in communication, management practices, or accountability. Training that supports respectful conduct and early issue resolution helps reduce both cultural and legal risk.
Disclaimer
This post was prepared by SHIFT for informational purposes only. SHIFT has made every effort to offer current and accurate information to our users. Additionally, this post may contain references to certain laws and regulations that may change over time and should be interpreted only in light of particular circumstances.
Summary
Workplace legislation continues to evolve, even as employers navigate uncertainty around culture-related initiatives. The January updates highlight a clear reality: expectations around harassment prevention, workplace conduct, and accountability are not disappearing.
• States continue to introduce and refine healthy workplace and anti-harassment legislation
• Massachusetts is signaling expanded training requirements with an emphasis on interaction and relevance
• Legislative pauses, such as in New Jersey, do not eliminate litigation risk
• California workplace violence regulations remain active and evolving
• Training remains one of the most effective ways to demonstrate reasonable prevention efforts
Employers who stay informed and invest in legally sound, practical training are better positioned to adapt as laws and expectations continue to change.
