Experts Share 7 Ways Compliance is Evolving in 2026

In 2026, checking off the compliance boxes isn’t enough.

With greater risks from AI, phishing scams, and regulatory changes, the most successful organizations will be the ones that treat compliance as a living, evolving part of company culture.

The top compliance industry trends for 2026 address these complexities.

We spoke with experts across HR, security, and learning to identify the issues and updates shaping our landscape. Their insights are sharp, practical, and urgent.

If you’re responsible for people and policies, this is the must-read for the year ahead.

1. Teams will fail without AI governance

2026 is the Year of AI Governance

“Organizations must ensure their workforce understands how to use these tools responsibly, securely, and in alignment with company values and regulatory expectations.” - Dominique West, Cybersecurity and Governance Expert

One of the biggest trends in compliance is controlling the use of AI.

“2026 is the year for building trust in the AI economy,” says Conor Sherman, a Chief Information Security Officer leading AI implementation from the front lines. “As we approach an era where agentic AI becomes central to business operations, effective training is no longer optional—it is the cornerstone of strategy.”

To move from reactive panic to proactive enablement, teams need the knowledge to act responsibly and confidently. “We are very quickly approaching the halfway point of all employees using AI,” notes Dominique West, Cybersecurity and Governance Expert. “Organizations must ensure their workforce understands how to use these tools responsibly, securely, and in alignment with company values and regulatory expectations.”

The risks go beyond technical. The stakes are also cultural, ethical, and reputational. “The most important training for 2026 is helping hiring leaders make defensible AI decisions,” says Mike Peditto, Fractional TA Leader & Author. “AI tools are increasingly influencing who gets screened, interviewed, and hired, yet many HR and TA teams are being asked to use these systems without clear guidance on risk, bias, or accountability.”

The newly updated California Consumer Privacy Act regulations for 2026 include the option to opt out of automated decision-making technology for customers, candidates, and employees. “We trusted the tool” won’t be a viable excuse when AI systems impact who gets hired, promoted, or flagged.

2. Practice is the only way to stop phishing attacks before they occur

2026 is the Year of Phishing Practice

“It’s one of the smartest, highest-ROI trainings leaders can prioritize this year.” - Emily Fieser, Director of Culture & Development

“Phishing prevention deserves center stage in 2026 because it’s one of the rare trainings that can immediately stop a major breach with a single informed click (or non-click),” says Emily Fieser, Director of Culture & Development.

With attackers now using AI to craft smarter, more personalized scams, the stakes have never been higher. “Team members need modern, realistic training to stay ahead,” Emily explains.

This type of training is frontline defense. You should offer phishing prevention courses and simulated phishing practice so your teams can recognize suspicious messages. When you test under pressure, the right choice becomes second nature.

“When organizations invest in phishing prevention, they’re not just checking a compliance box, they’re building a safer, more cyber-literate workforce,” she says. One informed non-click can prevent reputational damage, data loss, and legal fallout. “It’s one of the smartest, highest-ROI trainings leaders can prioritize this year.”

3. Harassment prevention training is foundational, but no longer #1

2026 is the Year of Harassment Prevention

“If organizations don’t invest in prevention-focused training that teaches people how to recognize issues early and intervene appropriately, they’re going to stay in reaction mode.” - Pooja Samuel, Fractional Director of People & Culture

For the first time ever, sexual harassment prevention is not our most-viewed course. It’s now third in popularity. This reflects growing concerns about AI and cybersecurity.

Harassment prevention training is still extremely important because without psychological and physical safety, everything else collapses.

According to Pooja Samuel, Fractional Director of People & Culture, harassment prevention training is still the single most important investment companies can make this year. “It really comes down to risk,” she explains. “Risk is higher than ever at every organization.”

That risk is being fueled by several shifts happening at once—more remote and hybrid teams, evolving DEI policies, and a growing willingness among employees to speak up when something feels wrong.

“We’re seeing more complex workplace dynamics, which means there’s faster escalation and confusion when issues go unaddressed,” Pooja says.

She adds, “If organizations don’t invest in prevention-focused training that teaches people how to recognize issues early and intervene appropriately, they’re going to stay in reaction mode. And by then, the damage to employees, culture, and the business, is already done.”

4. Compliance training must be continuous and relevant

2026 is the Year of Continuous Compliance

“Regulations, technologies, processes, and workplace expectations are evolving too quickly for static, once-a-year training to remain effective.” - Adam Juran, Strategic Talent Partner

The format of your compliance training affects both learning and company culture. “The most important training in 2026 is built on an adaptive learning mindset. One that encourages employees to stay curious, question outdated guidance, and remain open to change,” says Adam Juran, Strategic Talent Partner. “Regulations, technologies, processes, and workplace expectations are evolving too quickly for static, once-a-year training to remain effective.”

Stephanie Reeves, Manager of Employee Development and Recruiting, agrees. “Skills that stick are built through continuous learning, not one-and-done training that quickly fades. Ongoing development allows employees and supervisors to consistently apply what they learn and strengthen performance over time.”

To really affect behavior, training should not only be continuous, but also relevant. “By revisiting key concepts and adapting training to real-world challenges, learning becomes practical rather than theoretical,” says Stephanie.

What employees are really looking for is confidence in their decision-making when navigating a constantly changing workplace. “Employees are navigating new ways of working, communicating, and making decisions every day, and training should support them,” says Angela Glasson, HR Business Partner. When you tailor content to employee concerns, everyone wins.

Angela encourages organizations to “prioritize real-world scenarios, reinforce learning throughout the year, and design training around how employees work.”

5. Workplace safety should cover every aspect of work

2026 is the Year of Comprehensive Safety

“In some industries, like retail, there is an ever-growing list of threats that can impact organizations.” - Sarah MacKay, Director of Human Resources

In the US, workers don’t feel as safe as they used to. Workers have experienced a rise in hostile conflicts, concerns over job security, and the far-reaching effects of burnout. Some are more affected than others. “In some industries, like retail, there is an ever-growing list of threats that can impact organizations,” says Sarah MacKay, Director of Human Resources.

Traditional safety training tends to focus on the obvious: physical hazards, food handling, and emergency protocols. But that leaves major blind spots. “Educating employees on more nuanced areas like credit card safety, information and internet security, and dealing with upset customers and shoplifters can prove crucial in their day-to-day roles,” Sarah explains.

In addition to industry changes, workplace safety and employment compliance are growing increasingly location-specific. With more states passing unique laws, businesses will need to look at safety through this new lens.

Comprehensive safety means meeting employees where they are in the realities of their work—whether they’re behind a register, on a job site, or logged into a system.

6. Upskilling is critical for retention

2026 is the Year of Career Development

“Clear communication, accountability, empathy, and adaptability are the backbone of strong teams and effective leadership.” - Dan Snyder, Recruiting & Technical Manager

“In a world of constant flux, organizations are only as adaptable as their people,” says Katie Huey, Learning and Growth Coordinator. That adaptability depends on more than meeting compliance requirements. Teams that don’t invest in holistic development are more likely to lose top talent, plain and simple.

Only 36% of organizations are considered true “career development champions,” according to the 2025 LinkedIn Workplace Learning Report, meaning most are missing the mark on retention, engagement, and long-term performance.

Katie believes the solution lies in prioritizing leadership development and internal mobility. “By investing in career development and the overall employee learning experience, companies build loyalty, energy, and innovation for the next era of work.”

Dan Snyder, Recruiting & Technical Manager, emphasizes the role of soft skills in continued learning. “Clear communication, accountability, empathy, and adaptability are the backbone of strong teams and effective leadership. These skills remain the constant that drives performance, builds trust, and develops people.”

Microlearning is key to success in 2026. Give employees access to relevant content with short modules and engaging quizzes. Compliance training may set the foundation, but without ongoing skill-building, organizations risk losing the very people they’ve worked to protect.

7. EasyLlama is poised to help more teams stay compliant

2026 is the Year of EasyLlama

“Security training can no longer be static, generic, or disconnected from how people actually work.” - Sarah Hamilton, Head of People at EasyLlama

As compliance expectations expand across industries, EasyLlama is helping organizations respond with modern training that’s built for real-world complexity. In 2026, you need to build resilient, informed teams who know how to act when it matters most.

“Security training can no longer be static, generic, or disconnected from how people actually work. Many leaders are surprised to find their teams are now on the front lines of compliance issues they didn’t used to touch,” says Sarah Hamilton, Head of People at EasyLlama. “We’re seeing HR teams get pulled into everything from anti-money laundering protocols to global contractor screening and vendor gift policies.”

That expanding scope includes rising scrutiny around ESG, ethical conduct, and DEI transparency. Organizations are being asked to prove how their values show up in daily operations.

“Culture and civility have become measurable risk factors,” Sarah explains. “More companies are using tools like retaliation prevention training or incident reporting audits as part of their official compliance documentation.”

EasyLlama makes that possible by turning complex regulatory expectations into engaging, role-relevant learning, while automatically tracking course completions and surfacing data to support audits and disclosures. Whether it’s helping teams avoid phishing scams, navigate ethical gray areas, or comply with new global onboarding rules, the platform gives organizations both clarity and control.

“With a focus on realism, flexibility, and documentation, EasyLlama is the training partner that teams can count on in 2026,” Sarah says.

Prepare your teams with EasyLlama. Book a demo.