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...