January brings optimism and risk. After the holidays, employee expectations shift, job markets reopen, and organizations face changes they didn’t anticipate. These five often-overlooked HR risks can catch employers off guard if they aren’t prepared.

1. Quiet Quitting Returns After the Holidays
The post-holiday lull is real. Employees return with new goals, fatigue from holiday stress, or unclear priorities—making disengagement more likely.
What to watch for: slipping responsiveness, reduced ownership, or minimal effort.
How to get ahead: Reset expectations during first-week check-ins, revisit goals, and clarify Q1 priorities.

2. Q1 Job-Hopping Surges
January and February are the biggest job-change months of the year. Employees who delayed resigning until after bonuses or PTO approval may announce departures early.
Risk: sudden turnover, unplanned vacancies, knowledge loss.
What to do now:

  • Conduct stay interviews in December.
  • Review compensation and recognition communication.
  • Update succession and coverage plans.

3. Employees Relocating Without Notifying HR
Remote and hybrid workers increasingly move out of state during the holidays—without realizing they must tell HR.
Why it matters:

  • Minimum wage laws may change.
  • Tax withholding must follow their new state.
  • Workers’ comp and unemployment coverage may shift.
    Action: Remind employees to update their HR profile anytime they move or change primary work location.

4. IP & Confidentiality Risks When Employees Job Search
Q1 job hunting can lead to:

  • Personal devices storing company data
  • Employees forwarding files to personal emails
  • Unapproved use of company IP for portfolios

Preventive steps:

  • Re-issue annual confidentiality and data-handling expectations in December.
  • Ensure offboarding checklists include device audits and account access reviews.

5. The Need to Reset Documentation Expectations
After a busy fall, documentation often slips—especially for coaching, performance notes, and attendance issues. January is the perfect time to reset these expectations with your leaders.
What to reinforce:

  • Document in real time
  • Use measurable goals
  • Keep factual notes
  • Avoid post-dating or rewriting history