While it feels like summer is just getting going, many business owners are starting to think about fall hiring. Whether you’re planning to add seasonal workers, expand your team, or replace departing employees, now is the perfect time to review your payroll and benefits setup.
We’ve noticed that businesses who take a hard look at their compensation structure mid-year are better positioned for smoother hiring and fewer headaches come autumn. Here’s what deserves your attention before you post that next job opening.
Check Your Payroll Tax Withholdings
Kansas state income tax rates have remained unchanged in 2025. However, if your employees received raises or bonuses in the first half of the year, it’s a good time to review their withholding status. We recommend pulling a sample of your payroll reports from January and comparing them to June. Look for employees whose gross pay has increased significantly as they may be under-withholding and could face a surprise tax bill next April.
For businesses with remote employees, it’s also wise to double-check state withholding compliance. We’ve seen several cases where companies were unaware that employees had moved to a new state during the pandemic and never updated their address with HR, leading to missed or incorrect state withholdings.
Review Your Workers’ Compensation Classifications
If your business has grown or changed direction this year, your workers’ comp classifications might be outdated. Adding new services or job roles can shift your risk profile and impact your premiums.Â
Contact your insurance carrier to review your current classifications as you might find cost savings or avoid potential audit issues down the road.
Evaluate Health Insurance Utilization
Mid-year is an excellent time to review how your team is actually using their health benefits. High-deductible plans with low utilization might signal that your employees need different coverage options. Conversely, if claims are higher than expected, you’ll want to factor that into your fall budget planning.
Consider surveying your team about their benefit preferences, especially if you’re planning to hire. Younger workers often prioritize different benefits than seasoned employees, and knowing what matters to your target candidates can give you an edge in recruiting.
Update Job Descriptions and Pay Scales
The labor market has shifted significantly over the past year. If you’re using job descriptions and pay ranges from 2023 or early 2024, they’re probably outdated. Research current market rates for positions you’ll be hiring for, both locally and in your industry.
Don’t forget to factor in the total compensation package, not just base salary. Benefits, flexible scheduling, and professional development opportunities all contribute to your competitive position.
Plan for Compliance Changes
Several employment law changes take effect in January 2026, but the time to prepare is now. New overtime regulations, updated I-9 requirements, and potential minimum wage adjustments all need to be on your radar for fall hiring.
If you’re expanding into new states or hiring remote workers, research the specific compliance requirements for each location. Employment laws vary significantly by state, and what works in Kansas might not fly in Colorado or California.
Document Your Current Processes
Before you bring on new hires, make sure your current payroll and benefits processes are clearly documented.Â
This includes everything from how time off requests are handled to when health insurance becomes effective. Clear processes make onboarding smoother and reduce the chance of costly mistakes.
The Bottom Line
A mid-year review isn’t just about fixing problems, it’s about positioning your business for successful growth. The companies that thrive during busy hiring periods are the ones that have their systems dialed in before they need them.
If you’re unsure where to start or want an objective review of your current setup, we’re here to help. A quick conversation can often identify opportunities for improvement and cost savings that make a real difference to your bottom line.
