February 10, 2026
Business owners often focus on new compliance requirements while overlooking operational gaps in payroll tax administration and benefits enrollment that create meaningful exposure over time. These issues rarely announce themselves until an audit, employee complaint, or missed contribution reveals that systems are not working as intended.
Payroll Tax Withholding Errors Are More Common Than Expected
Payroll tax accuracy depends on multiple factors working correctly at the same time, including employee classification, withholding elections, state tax rules, and system updates. When any of these elements are wrong or outdated, the business absorbs the financial risk and potential penalties.
Common payroll tax issues that create employer liability include:
For multi state employers, the risk is particularly high when payroll systems are not configured to handle employees working in multiple locations or when managers approve remote work arrangements without updating tax settings. A single employee working remotely from a different state can trigger nexus and withholding obligations that many businesses are not prepared to manage.
Social Security and Medicare Caps Require Active Monitoring
The Social Security taxable wage base for 2026 is $184,500, which means withholding should stop once an employee reaches that threshold. However, payroll systems do not always apply this limit correctly, especially when employees have multiple jobs, change employers mid year, or have supplemental income that is processed separately.
Employers who continue withholding Social Security tax beyond the cap create reconciliation issues that must be resolved through employee refunds or payroll adjustments. While this is not a compliance violation in the traditional sense, it reflects a breakdown in payroll accuracy that employees notice and that creates administrative burden during tax season.
Benefits Enrollment Gaps Cost Employers and Employees
Benefits enrollment errors often go unnoticed until an employee needs coverage and discovers they are not enrolled correctly. Common enrollment gaps include:
These gaps create financial exposure for employers who assumed employees were covered and legal risk when employees claim they were not given proper enrollment opportunities. Leadership should confirm that enrollment processes include documentation, clear communication, and follow up to verify that employees understand their options and deadlines.
COBRA and Continuation Coverage Remain High Risk Areas
COBRA administration is one of the most frequently violated areas of benefits compliance, not because employers intentionally ignore requirements but because the process involves strict timelines and notice obligations that are easy to miss. Employers must provide COBRA election notices within specific timeframes after qualifying events, and failure to meet these deadlines can result in penalties and extended coverage obligations.
For employers who handle COBRA internally rather than through a third party administrator, the risk is even higher. Leadership should confirm that someone is responsible for tracking qualifying events, sending notices, and documenting compliance.
What Leaders Should Be Asking
Operational compliance in payroll and benefits requires asking the right questions regularly:
For businesses that have grown quickly or added remote workers in the past few years, these questions become even more important. Growth often outpaces process updates, and gaps that were manageable at smaller scale become significant risk areas as the business expands.
Action item for this week: Review your payroll system settings for any remote employees and confirm that state withholding is applied correctly based on where the employee is physically working, not where the company is headquartered.
