The First 100 Days: How Businesses Can Adapt Quickly to a Shifting Regulatory Landscape

In just the first 100 days of the new presidential administration, the business landscape has already begun to shift—fast. From executive orders to proposed legislation and updated compliance guidelines, employers are finding themselves navigating new rules with big implications. Whether your company has five employees or 500, understanding how to adapt quickly can mean the difference between staying ahead of the curve—or playing catch-up later.

Here’s a look at the key changes introduced in the first 100 days, and the smart strategies businesses can use to respond with confidence.

1. Get Ahead of New Employment Regulations

One of the clearest signals from the new administration has been a pro-employee stance on wages, benefits, and labor rights. Among the early changes:

• The Department of Labor (DOL) has proposed updated rules regarding independent contractor classification, tightening criteria that may impact gig workers and 1099 contractors.

• There's renewed momentum toward increasing the federal minimum wage, with several states already moving forward independently.

• Expanded enforcement around wage and hour violations is also underway.

What You Can Do:

• Review your worker classifications now, especially if you rely on contractors or part-time labor.

• Conduct a wage audit to ensure compliance with both federal and state minimums.

• Update your time-tracking systems and policies to prevent costly overtime or wage disputes.

2. Understand Tax Policy Shifts—Especially Payroll Taxes

Tax policy has already seen updates affecting payroll processes and employer credits:

• The Employee Retention Credit (ERC) continues to phase out, with more scrutiny on eligibility and improper claims.

• Payroll tax deferrals from prior COVID-era policies are now due, creating unexpected cash flow challenges for some.

• There are proposals to raise the corporate tax rate for high-income companies, and discussions of Social Security tax cap reforms.

What You Can Do:

• Work with your CPA or payroll provider to review any outstanding tax liabilities or deferrals.

• Confirm you’re using the most current IRS forms and filing thresholds for 941 and 940 returns.

• For small businesses, explore whether Section 179 deductions or other incentives can ease your 2025 tax burden.

3. Prioritize Data Security and Cyber Compliance

Cybersecurity continues to take center stage, especially with government agencies pushing for stricter compliance from vendors and contractors:

• The new administration has emphasized cyber readiness, especially for businesses handling sensitive consumer or employee data.

• Changes to HIPAA rules and FTC Safeguards Rule enforcement could widen the compliance net to smaller businesses and service providers.

What You Can Do:

• Conduct a security risk assessment, especially if you store payroll, benefits, or customer data digitally.

• Make sure your payroll and HR vendors are SOC-2 or ISO-27001 certified.

• Train your staff on basic cybersecurity hygiene—like multi-factor authentication and phishing awareness.

4. Keep an Eye on Health Care and Leave Policies

Another area seeing renewed regulatory attention: healthcare mandates and paid leave.

• There’s support for a federal paid family leave policy, which could impose new tracking and payroll responsibilities on employers.

• Proposals are being floated to lower the threshold for ACA reporting and employer mandate obligations, potentially pulling smaller employers into compliance territory.

What You Can Do:

• Evaluate your current leave policies and tracking systems, and consider flexible upgrades that align with evolving expectations.

• If you offer health benefits, make sure your ACA reporting (Forms 1094-C and 1095-C) is complete and accurate.

• Monitor state-level leave programs as many are expanding faster than federal legislation.

5. Stay Flexible—but Document Everything

The most successful businesses in times of rapid change are the ones that stay nimble but grounded. In a shifting environment, good documentation becomes your best friend.

What You Can Do:

• Keep a written record of internal decisions tied to policy or regulatory changes.

• Save copies of new government guidance or official notices as proof of compliance attempts.

• Work closely with partners—like your payroll provider, legal counsel, or HR consultant—to ensure your records match current requirements.

Final Thoughts: Adaptation Is a Strategy, Not a Reaction

The first 100 days have made one thing clear—change isn’t coming, it’s already here. From tax changes to labor policy shifts and digital compliance updates, business owners who stay informed and act quickly will be best positioned to thrive.

Need help adjusting to the new payroll and HR landscape?Missouri Valley Payroll works with businesses across the U.S. to stay compliant, stay organized, and stay ahead. Reach out today to schedule a free consultation.