2025 was a clear example of how rapidly things can change in the staffing industry, and compliance is no exception. The year ahead will likely include more state-level variation, more privacy expectations, more scrutiny on AI in hiring, and continued attention on how employers restrict worker mobility.

So let’s take a step back and look at where the compliance landscape is headed in 2026, as well as a few simple ways to prepare without turning your agency into a law firm.

2026 changes to keep on your radar

Below are some of the confirmed items taking effect in 2026 that can show up in staffing operations, especially if you place talent across multiple states or use modern recruiting tech.

1. Paid leave programs are moving forward

Delaware’s paid leave program is a good example of the shift from planning to execution. Payroll contributions began in 2025, but employees can begin submitting claim applications on January 1, 2026, which is when the program becomes “real” for day-to-day staffing operations (timekeeping, client coordination, replacement coverage, and documentation).

What this means for staffing leaders: Paid leave programs create operational pressure points: who tracks eligibility, how you handle leave for temporary workers, how client billing works during leave, and how quickly you can backfill.

2. Pay transparency and pay equity rules keep expanding

California SB 642 (Pay Equity Enforcement Act) is slated to take effect January 1, 2026, and it tightens what employers should consider a compliant “pay scale,” framing it as a good-faith estimate of what you expect to pay a new hire upon hire (not just a generic range for the role).

What this means for staffing leaders: If your recruiters share pay ranges, negotiate pay, or post roles on behalf of clients, your processes (and templates) need to match the rule’s direction.

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