HR Compliance in 2026: Updating Work Regulations Has Become a Legal Priority
Labour law underwent significant reform in 2025. For several years, employers have been required to progressively adapt their work regulations in line with legislative developments. Today, the scale and impact of recent changes make such updates unavoidable.
Updating work regulations is no longer a mere option. It has become a strategic obligation which, although often postponed for logistical or organisational reasons, must now be treated as a priority.
Social inspections: the importance of up-to-date documentation
In the event of a social inspection, the first documents requested by inspectors are the work regulations and employment contracts. These documents are examined carefully, as they reflect the employer’s compliance with labour and social legislation.
Outdated or incomplete documentation may expose the employer to legal risks, sanctions and operational difficulties. Being properly prepared therefore requires ensuring that all HR documentation is fully compliant and up to date.
Practical challenges in updating work regulations
Our experience shows that, despite genuine intentions, updates to work regulations are frequently delayed or implemented in a fragmented or suboptimal manner. Legislative complexity, lack of internal resources or uncertainty as to the scope of the required changes often contribute to this situation.
As a result, employers may believe they are compliant when, in fact, their documentation no longer fully reflects current legal requirements.
EQUI’s HR Compliance support
To address these challenges, EQUI offers tailored support to assist employers in updating their work regulations in a structured and pragmatic way.
This support is based on:
- a targeted audit of the work regulations currently in force;
- clear and practical recommendations aligned with the applicable legal framework;
- a fixed-fee approach, enabling employers to anticipate the overall cost of the operation.
The scope of the audit and the corresponding fees will depend on the content and status of the documents currently applicable within the company.
Key HR policies requiring particular attention
Beyond work regulations, employers should ensure that certain essential HR policies are properly implemented and aligned with recent legislative developments, including:
- a specific policy on the reintegration of employees returning from long-term sickness or incapacity;
- a policy on pay transparency;
- a policy governing the use of artificial intelligence in the workplace;
- a policy on internal investigations and internal inquiries.
These policies have become increasingly important in the context of heightened regulatory scrutiny and evolving workplace practices.
Let us discuss your HR compliance priorities
EQUI would be pleased to discuss these matters with you at your convenience in order to assess your current situation, identify priorities and establish a realistic implementation timeline within reasonable timeframes.
Please do not hesitate to contact us to explore the projects that are essential for your organisation and to ensure sustainable HR compliance in 2026 and beyond.
