I Unplugged for 31 Days. HR Didn't Get the Memo

4 Things Small Business Owners Need to Know from January 2026

Last year, I wrote about my "crazy" decision to take a 21-day social media fast. The reactions ranged from supportive to skeptical: "As a business owner, you can't just disappear!"

Well, this January, I did something even crazier. I extended it to the full month.

Let me be clear about what "unplugging" actually looked like. I wasn't lounging on a beach somewhere ignoring my phone. January was honestly one of my busiest months in recent memory. I was deep in client work—helping business owners navigate tricky employee situations, updating handbooks, and answering the "Can I fire this person?" calls that never seem to slow down. The difference was that I wasn't documenting any of it online. No posts. No stories. No "thought leadership" threads.

And here's what that space gave me: time to think. Time to refine. Time to build.

I spent hours working on new products and resources for MurryConsult - HR in a Box—tools specifically designed to help small business owners like you handle HR without feeling like you need a law degree or a dedicated HR department. I evaluated what's been working for my clients and what gaps still exist. I asked myself hard questions about how I can serve you better, more efficiently, and in ways that actually fit the reality of running a business.

Stepping away from the noise didn't slow my business down. It sharpened my focus on what matters most: helping you stay compliant, competitive, and sane.

But while I was heads-down building, the world of employment law kept spinning. Legislation passed. Guidance got rescinded. Deadlines hit. So whether you also took a break this January or you're just now coming up for air from Q4, here are four HR-related updates worth mentioning—and what they mean for your business.

The EEOC Pulled Its Harassment Guidance. Your Policies Shouldn't Follow.

On January 22nd, the U.S. Equal Employment Opportunity Commission voted to rescind its April 2024 Enforcement Guidance on Harassment in the Workplace—in full. Before you think, "Great, one less thing to worry about," let me pump the brakes.

This does not mean harassment is suddenly legal. Your employees haven't lost their rights, and you don't get to toss out your anti-harassment policy. What it does mean is that the practical examples and training resources many employers relied on are now gone. The federal government essentially handed compliance back to the states—and places like California and New York still have very specific and actively enforced standards.

My advice? Don't roll back your workplace protections just because the feds got quieter. Align your policies with the strictest law that applies to you. If you operate in multiple states, that's likely a state or local standard, not the federal minimum. And if your managers are asking, "Does this mean we can ease up?"—the answer is no. Reinforce your training. Document your expectations. Stay consistent.

If You're Using AI, You Need a Policy. Yesterday.

AI isn't a "someday" conversation anymore. According to the U.S. Chamber of Commerce, nearly 60% of small businesses are now using some form of artificial intelligence. If your team is using ChatGPT, CoPilot, or any other tool—even casually—you need guardrails in place.

Here's the thing: AI doesn't know that your company's confidential information shouldn't be shared. Your employee might not either. Before you draft a policy, think through what AI tools you're actually using, who has access, whether employees are trained to verify AI-generated content before acting on it, and what happens if someone feeds client data into a public platform.

One key principle I'm encouraging all my clients to adopt: a human must always be in the loop. AI can draft, suggest, and summarize—but you are the final decision-maker. That's not just good practice; in some states, it's becoming a legal requirement. If you don't have an AI policy yet, this is one area where getting ahead of the curve protects you and your team. It's also one of the resources I've been refining this past month, so reach out if you need a starting point.

Nursing Moms in Transportation? The PUMP Act Delay Is Over.

If you're in the rail or motorcoach industry, this one's for you. As of December 29, 2025, the delayed provisions of the PUMP Act officially kicked in. That means if you have employees involved in the movement of trains or motor coaches, you're now required to provide reasonable break time for employees to express breast milk for up to one year after their child's birth, as well as a private space—not a bathroom—that's shielded from view and free from intrusion.

I know what you're thinking: "On a train? How is that even possible?" The Department of Labor anticipated this. You're not required to add crewmembers or make costly upgrades if doing so creates a "significant expense" or unsafe conditions. But here's the catch: installing a privacy curtain does not count as a significant expense. So if a simple solution exists, you're expected to use it. If this applies to your business, now is the time to review your accommodations. Don't wait until an employee asks.

Immigration Compliance Just Got Tighter. Audit Your I-9s.

Here's one that flew under the radar for a lot of small business owners: USCIS reduced the maximum validity period for certain Employment Authorization Documents from five years to just 18 months. This impacts employees who are refugees, asylum seekers, or have pending adjustment of status applications, among others.

What does this mean for you? Employees in these categories will now need to renew their work authorization much more frequently. The automatic EAD extension has been eliminated, so if their renewal isn't processed in time, you may need to take them off payroll until the new document arrives. And with renewal volume going up, USCIS processing times are expected to increase.

Your action step is straightforward: audit your I-9 files now. Identify any employees with EADs in affected categories and encourage early renewal—typically up to 180 days before expiration. If you have employees in critical roles, work with immigration counsel to plan ahead so you're not scrambling later.

And for my fellow Nebraska business owners, a quick reminder closer to home: our state minimum wage increased to $15.00 per hour as of January 1st. If you haven't already updated your payroll and job postings, now's the time. It's a small adjustment, but one that's easy to overlook when you're busy putting out other fires.

The Bigger Lesson

Here's what my month offline reminded me: the world keeps moving whether we're watching or not. But that's exactly why intentional pauses matter. They force you to build systems that don't rely on you refreshing your feed every hour. They push you to lean on trusted advisors—whether that's legal counsel, an HR partner, or your own team.

During my time away, I didn't just rest. I worked. I refined. I got clearer on what I want

MurryConsult - HR in a Box to be for small business owners like you: a resource that helps you stay compliant, competitive, and focused on what you do best—without needing to track every regulatory shift yourself.

Because you've got a business to run. Let me help you with the HR side.

Was this helpful? Have questions about any of these updates? I'd love to hear from you. Reach out at nicole@murryconsult.com.