It’s the start of a new decade, which means you can probably expect to see changes in the next few years. Of course, there are also new initiatives rolling over from previous years.

In the past, there’s been plenty of focus on compliance. You may hear financial firms discussing it. In the tech sector, much has been made about new rules around handling and storing data. Some places have been updating their employment law as well.

What can you expect in the United States over the next 12 months? These key points will help your business stay one step ahead of the curve.

The California Consumer Protection Act Amps up Compliance Demands

The California Consumer Protection Act, or CCPA, was passed in late 2019 and kicked in January 1. It’s similar in principle to the EU’s General Data Protection Rule.

Like the GDPR, the CCPA focuses on how companies collect, store, and handle customer information. The CCPA has wide-reaching effects, going beyond companies based in the Golden State.

Instead, the CCPA’s provisions will extend to any business with customers in California. If you collect, store, or handle information about businesses or people in the Golden State, you need to pay attention to the CCPA legislation.

The CCPA Is Only the Beginning

California may be the first US state to follow the EU’s example in creating laws about how companies have to collect, store, and handle client data. It’s unlikely to be the last.

Many states around the world are evaluating the benefits of implementing their own GDPR-type legislation. Some individual American states were already drafting legislation. California was just the first to pass it into law.

It’s quite possible that there will be other CCPA-type laws passed in other US states in 2020. This could create difficult compliance situations not just for businesses with operations in different states, but for businesses selling into different states. If you have customers in California, New York, and Oregon, you may find yourself contending with three different sets of rules.

The New North American Free Trade Agreement

Trade has been a hot topic over the last four years or so. One subject that grabbed news headlines was meetings between heads of state of the US, Canada, and Mexico. These three leaders met with the intention of renegotiating the long-standing North American Free Trade Act (NAFTA), which had been in place for more than 20 years.

This year, the results of those negotiations are set to take effect. The new agreement could mean revisions to many areas of trade but don’t overlook its effect on your staff.

New visa requirements may need to be met for any professionals you plan to send to the US. If you’re planning to expand, then you might want to send in senior managers to oversee the process. Ensuring they have the right documentation is vital.

You’ll also want to check which professionals can obtain which visas, and under what circumstances. The rules might shift, so it’s best to be working with the right information.

Employment Law Is Changing

US employment law is often more relaxed than other Western nations’, but there are some big changes on the docket for 2020.

Changes to the Fair Labor and Standards Act have made millions of US employees newly eligible for overtime pay. Previously, an employee had to earn nearly $700 a week to qualify. The change lowers this threshold to just $455.

California is again leading the charge with an initiative to have freelancers reclassified as employees, which will safeguard gig economy employees. It also creates new employer obligations for health care and benefits.

Some states are looking at accommodations for those with medical conditions related to childbirth and pregnancy, while others are exploring paid family and medical leave.

It’s a lot to keep track of as 2020 stacks up to be a year full of change. Stay on top of it all with an experienced human resources partner.