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☀️ May 2026 in a Minute

By Stephanie Dillon posted 6 hours ago

  

As May takes off it’s the perfect time to reflect on key midyear workplace topics and seasonal priorities. This month brings fresh opportunities and important reminders for leaders and teams, especially with Mental Health Awareness Month and summertime requests on the horizon. Here’s a quick overview of what to focus on as we move through the rest of 2026. 

  1. Mental Health Awareness Month 

Mental health in the workplace can take on many forms. It’s important for employers to be aware of their obligations.  

  • Train managers on what to say (and not say) when an employee raises a mental health concern. 

  • Confirm your escalation path (HR, EAP, security, local emergency services when appropriate). 

  • Make sure documentation expectations are clear and consistent. 

  1. Review workplace policies and practices for summer  

Summertime presents unique challenges for the workplace as employees request time off, outdoor conditions shift, and youth employment increases.  

  • Clarify PTO approval processes, blackout periods and coverage expectations. 

  • Review heat and outdoor-work safety practices, if applicable. 

  • If you hire minors, confirm hour restrictions and duties by state. 

  1. Tighten I-9 process quality controls 

Immigration enforcement has shifted in recent years. Make sure you are up to date on the latest employer responsibilities and risks.  

  • Spot-check forms for missing dates/signatures and inconsistent document lists 

  • Standardize re-verification and retention practices 

Quick action: 
👉 Run a small internal audit of a recent hiring batch and fix process gaps (not just the forms). Use our Internal I-9 Audit Process resource.  

  1. Pressure-test PWFA (pregnancy-related accommodations) practices 

In addition to immigration, the PWFA has seen different enforcement trends. However, it is still a relatively new law (2023) covered employers need to be educated on.  

  • Make sure request-intake is simple (employees shouldn’t need “magic words”). 

  • Train managers to avoid automatic denials and to involve HR early 

  • Document the interactive process and outcomes 

Quick action: 
👉 Using Catapult resources review your accommodations workflow and templates to ensure PWFA requests are routed and tracked consistently. 

Pregnancy Accommodation Request Form 

Pregnancy Accommodation Healthcare Provider Questionnaire 

  1. Watch for overtime and off-the-clock work 

Events, travel, flexible schedules, and “quick” after-hours messages can quietly create wage & hour problems. 

  • Reconfirm who is non-exempt and must track all time 

  • Reinforce overtime approval rules (and what happens when rules aren’t followed) 

  • Review travel time and remote-work timekeeping expectations 

Quick action: 
Audit one week of time records for a high-activity team and look for patterns (late logins, after-hours messages, travel days). 

Continuing exploring dozens more resources related to these topics and others in our HR Toolkits: https://hub.letscatapult.org/hr-toolbox2 . 

For detailed and practical guidance on any of these issues and more reach out to a member of the HR Advice team: https://letscatapult.org/employment-law-advice/.  

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