If You Only Do 5 HR Things This Year, Make Them These: A 2026 Small Business HR Checklist

Running a small business means wearing a lot of hats, and HR often ends up pushed to the back burner. Between payroll deadlines, employee questions, and compliance requirements, it can be hard to know what actually deserves your attention. Most business owners do not have the time or desire to become HR experts, and that is completely understandable.

The good news is you do not need perfect HR to protect your business and support your employees. You need intentional HR.

The following is a simple HR checklist designed to help small businesses focus on the HR priorities that matter most. Unlike a year-end HR checklist that helps close out a calendar year, this checklist highlights ongoing HR priorities that help small businesses stay focused, consistent, and prepared throughout the year.

If you only focus on five HR priorities this year, these are the ones that deliver the biggest impact for small businesses and help you move forward with confidence.

1. Clarify Performance Expectations (Before Problems Start)

Many performance issues in small businesses aren’t caused by lack of effort, they’re caused by unclear expectations. When employees don’t know exactly what’s expected of them, frustration builds on both sides.

Start the year by:

• Reviewing job roles and responsibilities

• Defining what “good performance” actually looks like

• Putting expectations in writing—even a simple one-page summary helps

Clear expectations reduce micromanagement, make feedback easier, and create fairness across your team.

How APS can help:
Some employers just need access to job description templates and best-practice resources to get started. Others benefit from custom job descriptions or live guidance to ensure expectations align with labor laws and company goals. For growing organizations, having APS as a dedicated HR advisor, helps keep performance management consistent as teams evolve.

2. Get Employee Records Organized and Accurate

Disorganized employee files are a common HR challenge for small businesses. Missing forms, outdated handbooks, or inaccurate pay records can cause problems during audits, disputes, or employee transitions.

At minimum, review:

• I-9s and W-4s

• Job titles and pay rates

• PTO policies and balances

• Employee handbook accuracy

You don’t need perfection, just accuracy and consistency.

How APS can help:
APS offers HR tools and document libraries that make it easier to keep records organized, along with employee handbook tools and policy resources. For businesses that want added peace of mind, APS provides custom handbook development and consultation. Organizations looking for deeper protection can benefit from an in-depth HR audit and compliance action plan to identify gaps before they become costly issues.

3. Check In With Employees Before They Check Out

Most resignations aren’t sudden…they’re silent. Employees often disengage long before they give notice.

A simple check-in can make a big difference. Ask:

• What’s going well right now?

• What’s been frustrating?

• What would make your job easier or more sustainable?

The goal isn’t to fix everything immediately, it’s to listen, understand, and respond thoughtfully.

How APS can help:
APS provides HR guides, training resources, and real-world advice to help employers navigate sensitive conversations. When situations feel complex, having access to unlimited, on-demand HR advice can help you respond appropriately. For businesses that want proactive guidance, a dedicated HR advisor can help you identify trends, address concerns early, and strengthen retention efforts.

4. Review Pay, Time Tracking, and PTO Practices

Few things damage employee trust faster than payroll mistakes and inconsistent HR practices. Even small errors can feel big to employees and can quickly turn into compliance issues.

Take time to ensure:

• Time tracking is consistent and accurate

• Overtime rules are followed correctly

• PTO policies are clearly communicated and applied evenly

This review helps prevent disputes, reduces stress, and supports compliance.

How APS can help:
APS offers resources covering key employer laws such as FLSA, ACA, and FMLA, along with live HR support when questions arise. For businesses seeking ongoing oversight, dedicated HR support helps align payroll practices with compliance requirements and long-term strategy, so nothing falls through the cracks

5. Update One HR Policy That Actually Protects You

You don’t need a complete handbook overhaul this year, but you do need policies that reflect how your business actually operates.

Focus on one high-impact area, such as:

• Attendance or remote work expectations

• PTO usage

• Discipline and performance management

• Workplace conduct or harassment prevention

Outdated or unrealistic policies can do more harm than good.

How APS can help:
APS provides policy libraries and handbook tools to help businesses stay current. For employers operating in multiple states or facing complex requirements, APS offers custom handbook development with consultation. Businesses seeking full coverage can rely on a dedicated HR advisor for proactive policy guidance and long-term HR strategy planning.

Less Overwhelm. More Confidence.

HR doesn’t have to be all-or-nothing. Whether you need foundational tools, real-time guidance, or dedicated HR expertise, the right support makes these five priorities easier and far more effective.

APS offers three flexible levels of HR services, designed to meet small and midsized businesses where they are and grow with them:

• Self-service HR tools and resources

• Unlimited, on-demand access to certified HR professionals

• Dedicated HR advisory support with audits, action plans, and strategy

For small business owners, having the right HR support makes it easier to stay compliant, reduce risk, and support employees as the business grows. If you only do five HR things this year, start here and choose support that helps you run your business with clarity, confidence, and peace of mind.

The five most important HR priorities for small businesses include:

• Setting clear performance expectations

• Keeping employee records organized

• Checking in with employees regularly

• Reviewing payroll, time tracking, and PTO practices

• Updating HR policies to reflect how the business operates