As of Jan 1., New York's new paid prenatal leave law now requires private employers to provide 20 hours of paid prenatal personal leave annually for employees receiving healthcare services during pregnancy. To help businesses navigate this landmark amendment to the state’s paid sick leave law, New York published detailed frequently asked questions.  Access the full story now for all the important details and recordkeeping items.  Highlights of the mandate  Applies to all private-sector employees, including part-time workers.  Separate from annual sick leave, with no accrual or waiting period — employees can use all 20 hours immediately.  Covers prenatal appointments, including fertility treatments and end-of-pregnancy care.  Employers cannot dictate which leave type an employee must use or require medical documentation.  Employers are advised to maintain clear records to ensure compliance and to assist employees in understanding their leave balances....

The Affordable Care Act’s (ACA) requirements continue to evolve, bringing critical updates for employers sponsoring group health plans. For 2025, new rules and thresholds are taking effect, impacting affordability percentages, cost-sharing limits and reporting requirements.  Access your checklist today and continue learning about this year’s key updates.  Key updates for 2025  Affordability percentage: Slight increase under the employer mandate, offering applicable large employers (ALEs) more flexibility with employee contribution rates.  Cost-sharing limits: Adjusted for essential health benefits.  Reporting deadlines:   March 3, 2025: Individual statements for 2024 must be provided.  March 31, 2025: Electronic IRS returns for 2024 are due.  Employers must review and update health plan documents, including the summary of benefits and coverage (SBC), to reflect these changes. Additionally, clear communication during open enrollment will be e...

Employers managing group health plans face a host of critical deadlines each year for reporting, disclosures and notices. Staying ahead of these requirements is vital to avoiding penalties and ensuring compliance.  Download the guide today and keep reading for a short recap.   Key deadlines for 2025  Annual reporting and disclosures: Compliance deadlines for group health plans vary depending on your plan year. For calendar year plans, deadlines include mandatory reporting and notices required under federal law.  Custom adjustments for non-calendar year plans: Employers with non-calendar year plans will need to adapt deadlines to align with their specific plan year schedules.  In addition to meeting regulatory deadlines, employers must provide essential group health plan notices to employees annually, ensuring compliance and fostering transparency.  Plan for success  With deadlines and requirements constantly evolving, staying organized and infor...

Managing HR compliance can be challenging, with numerous deadlines and dynamic tasks throughout the year. To help your business stay organized and avoid penalties, our 2025 HR compliance calendar offers a comprehensive roadmap for key employment-related deadlines.  Download your 2025 HR compliance calendar here  and keep reading for a brief overview. Why you need this calendar  Predictable deadlines: Stay on track with annual tasks like distributing W-2 forms and filing form 5500 for employee benefit plans.  Dynamic compliance tasks: Be prepared for event-driven requirements such as onboarding new hires or managing workplace injury reporting.  Month-by-month planning: Access a detailed summary of compliance deadlines and reminders to keep your HR processes running smoothly all year long.  Benefits of staying compliant  Prevent workplace disruptions caused by missed deadlines.  Avoid costly penalties for noncompliance.  Build a proactive HR st...

Welcome to the January 2025 edition of Benefits Buzz ! In this monthly issue, we dive into the latest topics related to employee benefits, wellness programs and ever-evolving workplace dynamics. Stay informed and gain insights that help you make the most of your benefits package.  This month's highlights  PCORI fee amount adjusted for 2025: The IRS recently issued Notice 2024-83 to increase the Patient-Centered Outcomes Research Institute (PCORI) fee amount for plan years ending on or after Oct. 1, 2024, and before Oct. 1, 2025.   New mental health parity requirements take effect in 2025: In September, federal agencies released a final rule to strengthen the requirements of the Mental Health Parity and Addiction Equity Act (MHPAEA).   Download the full story  For an in-depth look at this month's topics, download the PDF below. Dive deeper into the advice and guidance that can help you leverage your benefits to their fullest potential. Don't miss out on valu...

It’s the first Live Well, Work Well newsletter of the year! In this January 2025 edition, we focus on:  Topic #1: Dry January  Topic #2: Protecting your skin in winter  Topic #3: National Blood Donor Month  Bonus: Beef and cabbage recipe  [Download the latest edition today] Share our newsletter with your team  Encourage your team to thrive by sharing our January 2025 Live Well, Work Well newsletter ! Packed with valuable insights on health, wellness and work-life balance, this monthly publication is designed to help employees lead healthier, happier lives both inside and outside the workplace.    By sharing this resource, you can foster a positive work environment, promote well-being and demonstrate your commitment to employee wellness. Read our last issue on managing mental health during the holidays and winter here.   Questions? TruePlan® can help   If you have any questions about this issue, contact us . We focus on employee bene...

The Great Resignation has ended, but its impact hasn’t.  In 2024, you could argue the response to “why employee retention is important” differs from before COVID-19 and “The Great Resignation.” This period led to a significant turnover rate, forcing businesses to rethink their employee retention strategies to enhance employee morale and engagement.  The Great Resignation , also known as “The Big Quit” and “The Great Reshuffle,” shifted the way organizations view their work culture, putting pressure on human resource departments to assist in the reimagination of internal and external efforts. The value of employee retention became a focal point for businesses aiming to maintain stability.  Though the phenomenon ended in 2023, with the quit rate returning to what it was around 2019, businesses across sectors haven’t forgotten the trends that emerged during the period, such as voluntary and quiet quitting — so popular that many organizations and human resource professionals ...