This article is part of DBA, a series on Mashable about running a business that features insights from leaders in entrepreneurship, venture capital and management.

It may feel like 2016 has just begun, but the year has already brought major changes and new legislation business owners need to know. New HR regulations have been proposed, signed into law and put into effect — and even more are in the pipeline. It's not just about HR keeping up with current events: If employers fail to keep up with new workplace laws, they could face steep penalties and expensive lawsuits.

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Here are some of the most recent HR laws, plus trends you should know and watch to keep your organization running smoothly.

1. Affordable Care Act (ACA) compliance

2016 is the first year of ACA reporting, and companies of all sizes need to be ready. Small and medium-sized companies will need to file more paperwork and better document their coverage options to stay compliant. Although many employers may hope the Department of Labor (DOL) will be more lenient this year, it's unlikely that this will be the case — employers have had two years to prepare, plus added delay time.

While medium-sized businesses need to prepare to file more paperwork, smaller businesses need to be ready to offer health insurance coverage this year. In 2016, companies with 50 to 99 full-time equivalent employees are required to provide health insurance — or pay a fine.

The Cadillac Tax brings additional compliance concerns for employers. Although Congress and President Obama passed legislation to delay the 40% excise tax on high-cost employee benefits to 2020, and the president recently proposed changes that would require fewer companies to pay the tax, employers are still changing their plans to avoid it.

To dodge the tax, employers are shifting to high deductible health plans with health savings accounts. In fact, the Society for Human Resource Management's (SHRM) 2015 Employee Strategic Benefits research report found that 48% of respondents offer consumer-directed health plans including health savings accounts and health reimbursement arrangements to control healthcare costs. However, these plans need to comply with the ACA and health savings account requirements.

ACA compliance and health savings accounts have different out-of-pocket limits for individual and family plans. And the annual limits for each are released at separate times — making compliance even more confusing. Plans that are compatible with health savings accounts must also adhere to a strict list of requirements, and employers need to meet each one when creating plans — or face penalties.

2. Overtime pay

Your employees may be exempt from overtime pay now, but that may change by the summer when the DOL is expected to reveal new rules. The proposed HR laws would raise the minimum salary for overtime exemption from $23,660 to $50,440, regardless of their duties.

Startups and smaller companies that require employees to wear multiple hats and work long hours need to review how they classify their workers. Are your workers hourly, salaried or independent contractors? As flexible work arrangements become more common, employers need to closely review requirements to classify their workers correctly and avoid costly lawsuits.

3. Paid leave

New Jersey, California and Rhode Island are the only states with paid family and medical leave laws currently, but employers are changing their policies and additional states are looking to update their HR laws.

In fact, more than a dozen states have at least one proposed bill regarding leave from work, and these bills cover everything from how much leave employees receive to what reasons qualify for paid leave.

As HR laws around paid time off gain increased media attention and become more complex from state to state, employers are embracing generous and even unlimited paid leave policies. Offering employees paid time off can help them find better work life balance, attract new talent, and help you stay compliant with HR laws.

4. Equal pay

The pay gap between genders isn’t a new issue, but new HR laws may take a stronger stance on it this year. President Obama recently proposed new Equal EO-1 rules in which companies with 100 plus employees would be required to note pay data in mandatory reports, making potential discrimination more visible.

States are taking a stand as well. For example, the California Fair Pay Act, which went into effect at the start of 2016, goes beyond federal law, and has been deemed the strongest equal pay legislation in the country. Following the trend, New York passed the Achieve Pay Equity Bill, and other states are jumping on board. Massachusettes just passed their own bill on the issue last month.

Although requirements and penalties will vary by state, employers who aren’t prepared to meet stricter standards when it comes to documenting and justifying pay structure and raises will leave themselves open to potential lawsuits.

5. Commuter benefits

Many employers have provided commuter benefits for years, but new HR laws may make it a requirement for companies of all sizes. For example, the New York City Transit Ordinance went into effect at the beginning of the year, requiring businesses with 20 or more full-time employees to offer pre-tax commuter benefits. This also includes companies headquartered outside of the city. Companies that do not comply by July will be subject to a penalty and given 90 days to comply.

While firms in the Big Apple will be required to provide this benefit, other employers may want to consider providing it as well — commuter benefits are tax-free and can save money for employers and employees.

As the year goes on, keep up with this legislation at the state and federal level for a compliant business and happy employees.

Have any of these HR laws impacted your company and employees yet this year? Share in the comments below.