August 2026 Employer Compliance Calendar: Key HR, Payroll, Benefits and Workforce Management Deadlines
Staying ahead of rapidly changing compliance requirements isn't just good practice, it's essential to protect your organization and your people. From evolving payroll requirements to shifting workforce management rules, the stakes are high for employers navigating today's regulatory landscape.
Key takeaways:
This calendar complements our Eye on State and Local update by highlighting key HR, payroll, benefits, and workforce management compliance requirements including who they affect, when they occur and what you should do to prepare.
Included in this update are effective dates for San Francisco, California and Connecticut.
San Francisco, California
Fair Chance Ordinance amendment impose new obligations on employers
Impacted employers: Employers with 5 or more employees located or doing business in the San Francisco
Effective date: August 10, 2026
Summary: The amended Fair Chance Ordinance (FCO) modified the following provisions of the FCO that regulate the use of criminal history in certain employment decisions. Employers may not use out-of-state criminal convictions or arrests for conduct that is lawful in California related to:
abortion-related healthcare
drag performances
gender-affirming care
spontaneous abortion
The FCO originally required employers to provide a pre-adverse action notice before taking adverse action against an applicant or employee based on a criminal record. That requirement remains. In addition, if an applicant or employee timely submits information in response to the notice (within seven days), the employer must send a confirmation of receipt within 14 days.
The employer must then postpone the adverse action for a reasonable period and reconsider the proposed action based on the information provided. If the applicant or employee reasonably demonstrates that the proposed action is based solely on a conviction that is not directly related to the position, the employer must withdraw the proposed adverse action.
The amendment also increased administrative penalties for violations and increased liquidated damages available in a lawsuit.
Action items:
Review and update background check screening procedures to help ensure compliance with the amended FCO.
Connecticut
Deadline for new quota notices approaching
Impacted employers: Certain employers with warehouse distribution centers in Connecticut who employ, directly or indirectly through a third party 250 or more employees at a single facility in Connecticut or 1,000 or more employees at one or more facilities within Connecticut.
Effective date: August 1, 2026
Summary: The law prohibits employers from using certain quotas and includes specific notice requirements.
Employees must receive a written description of any quota and the consequences for not meeting it.
Current employees must receive notice by August 1, 2026.
New hires must receive notice when hired.
Changes to quotas must be communicated as soon as practicable prior to the date on which the new quota is implemented and a description of the quota must be provided in writing no later than two business days after making the change.
Other requirements:
Employers using quotas must also maintain certain records.
Employees can request certain quota and productivity information.
An employer cannot discipline or otherwise take adverse action against an employee for failing to meet a quota if the required quota notice was not provided or the quota violates the provisions of the law.
Action items:
Review the law (see page 43) carefully to determine if it applies to your business and if so, review the complete details of the requirements. Implement notification and record keeping policies as needed to help ensure compliance with the law.
About ADP
ADP carefully monitors federal and state legislative and regulatory developments in key areas including human resources, payroll, tax, benefits administration, and workforce management to help ensure that ADP systems are updated as relevant laws evolve.
We are committed to assisting businesses with increased compliance requirements resulting from rapidly evolving legislation and regulations. Our goal is to help minimize your administrative burden so that you can focus on running your business.
About this update
This article is for general informational purposes only and does not constitute legal advice. Nothing herein should be construed as legal advice or a legal opinion. This summary is high level and may not address all details, requirements, or compliance obligations related to the developments described. Additionally, the compliance events referenced may have changed since publication. Before acting or refraining from action based on this information, consult a qualified attorney for advice tailored to your specific situation.
