As the year creeps toward its end, your HR ninjas are on the case—unraveling new laws and regulations that will take effect on January 1. While we prepare for what’s ahead, we’re also here to help you close out 2025 without any spooky surprises hiding in the closet!
We encourage Employers to take some additional time to prepare for proper execution during the last pay cycle of 2025 – particularly around Paid Sick Leave and/or PTO policies. Verify rollover amounts, implementation of caps, and new year replenishes (if frontloading).
If you frontload on January 1, you must monitor the application/deduction of any Paid Sick Leave or PTO in the final days of 2025 to ensure they are not deducted from the 2026 balance. Regardless of your payroll frequency (weekly, bi-weekly, or semi-monthly), the pay stub for the final pay cycle in 2025 will likely be produced in early January of 2026. Verify that this pay stub is reflective of the new balance available to the employee.
If you have any employees making CA minimum wage, you must verify that their rate is increased to the applicable new minimum rate for all hours on or after January 1.
Note: December 31, 2025 is a Wednesday.
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📧 hrninja@peoplerockhr.com
