{"id":19436,"date":"2026-10-15T16:16:02","date_gmt":"2026-10-15T21:16:02","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=19436"},"modified":"2026-10-15T16:20:23","modified_gmt":"2026-10-15T21:20:23","slug":"payroll-compliance-is-entering-a-new-era-five-steps-employers-should-take-now","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/payroll-compliance-is-entering-a-new-era-five-steps-employers-should-take-now\/","title":{"rendered":"Payroll compliance is entering a new era: Five steps employers should take now"},"content":{"rendered":"\n
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by Rena Pirsos<\/strong>, Brightmine Senior Legal Editor<\/p>\n<\/div>\n\n\n\n

Payroll compliance is entering a new era. Employers still must meet core wage payment, tax withholding and reporting obligations, but Payroll now must do more than calculate wages and generate year-end forms. Increasingly, Payroll must support real-time compliance, data capture, benefits coordination, employee communications and audit readiness as legal requirements continue to change.<\/p>\n\n\n\n

What’s changed and why it matters<\/h2>\n\n\n\n

In the past, many payroll compliance reviews centered on whether employees were paid accurately and forms were filed on time. While these factors remain important, increasingly, employers also must ensure payroll systems can identify, code, preserve and report compensation data in ways that support changing legal and tax requirements.<\/p>\n\n\n\n

The One Big Beautiful Bill Act (OBBBA) illustrates the shift. Beginning with 2026 reporting, employers must separately identify certain qualified tips and qualified overtime pay, so employees have the information needed to claim available personal income tax benefits. The requirements do more than add a year-end task; they affect what payroll must capture throughout the year.<\/p>\n\n\n\n

Employers that wait until year-end to review payroll data, pay codes and workflows may find that systems did not capture the right information or that compliance ownership was unclear. A better approach is to strengthen payroll governance before<\/em> deadlines arrive.<\/p>\n\n\n\n

Read on for five steps you can take now to ensure you’re prepared and compliant.<\/p>\n\n\n\n

Step 1: Reframe payroll as a compliance function<\/h3>\n\n\n\n

Payroll systems should be viewed as compliance infrastructure, not merely tools for processing pay or generating reports. Payroll records affect tax reporting, wage statements, benefits administration, employee records, audits and employee inquiries. Payroll teams need to consider whether each payroll run is creating a reliable record that will withstand review from multiple angles.<\/p>\n\n\n\n

As payroll becomes more data-dependent, Payroll and HR should identify where relevant information originates, who owns it, how it flows into payroll and how it is validated, including for compensation, deductions, benefits and tax treatment.<\/p>\n\n\n\n

Step 2: Build a cross-functional payroll compliance team<\/h3>\n\n\n\n

Payroll compliance depends on decisions made across multiple functions, including those relating to benefits, retirement plan administration, expense reimbursement, worker classification, paid leave and compensation policies.<\/p>\n\n\n\n

As payroll obligations become more cross-functional, Payroll, HR, Benefits, Finance, Accounts Payable, Legal and payroll vendors should be involved early to assess requirements, assign ownership, confirm system capabilities and catch errors before they affect filings.<\/p>\n\n\n\n

Step 3: Strengthen payroll data controls<\/h3>\n\n\n\n

Data integrity is a critical payroll control. Inaccurate, incomplete or inconsistently coded information can lead to wage statement issues, tax reporting errors, amended returns, employee questions, penalties and audit exposure.<\/p>\n\n\n\n

Because payroll changes now often require system configuration before<\/em> wages are paid, employers should review employee data, pay codes, earning types, deduction records, tax setups and status-change processes. Systems should distinguish between similar forms of compensation when only some amounts require special treatment.<\/p>\n\n\n\n

Periodic reconciliations of payroll registers, year-to-date balances, tax deposits, deductions and reporting data can identify issues while there is still time to correct them.<\/p>\n\n\n\n

Step 4: Create a year-round change-monitoring process<\/h3>\n\n\n\n

The OBBBA is only one part of a payroll compliance environment that continues to evolve. Payroll and HR teams must monitor federal, state and local developments affecting wage payments, tax withholding and reporting, benefits, retirement plans, paid leave, notices and recordkeeping.<\/p>\n\n\n\n

A year-round process should track legal changes, agency guidance, vendor updates and state conformity developments, with checkpoints for assessing operational impact, updating procedures and communicating changes.<\/p>\n\n\n\n

Because guidance, forms and system updates may not be released until after a law is enacted, an updated compliance calendar<\/a> helps Payroll and HR revisit implementation plans as new information becomes available.<\/p>\n\n\n\n

Step 5: Test procedures and systems before year-end pressure builds<\/h3>\n\n\n\n

Written procedures are important, but employers also must confirm that payroll processes work in practice. Testing can reveal configuration issues, coding gaps or communication needs before they affect live payroll.<\/p>\n\n\n\n

Before year-end, test whether systems and procedures can:<\/p>\n\n\n\n