Daniela Williams (Courtesy photo)
(This is a contributed guest column. To be considered as an MJBizDaily guest columnist, please submit your request here.)
As 2026 begins, one thing is painfully clear across the cannabis industry: operators can no longer afford reactive HR and compliance strategies. Enforcement is sharpening, labor laws are tightening, margins are thinning, and regulators are losing patience with sloppy employment practices.
This year will reward operators who treat workforce compliance as infrastructure, not an afterthought. Here’s what every cannabis company should be planning for right now.
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Rebuild your workforce & HR Infrastructure
Too many operators still rely on patched-together HR systems that would never survive an audit. To right the ship, it’s important to start with the basics.
Reevaluate worker classifications (W-2 vs. 1099).
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