As another year has kicked off, employers have many areas of focus regarding their benefit programs. It can also be challenging to achieve all goals in a single year, so decision-makers must prioritize their efforts based on their unique circumstances.
The U.S. Department of Labor (DOL) recently withdrew a 2021 tipped-wage rule vacated by a federal appeals court in August 2024, officially reinstating the pre-2021 regulation for tipped employees under the Fair Labor Standards Act (FLSA).
While no one knows what 2025 will bring from an economic point of view and there are several factors that are beyond the control of organizations, they can implement various strategies to man- age a major expense, namely healthcare.
Compensation budgets are holding steady for 2025, even as concerns over talent attraction and retention ease. Employers plan to allocate similar salary increases as in 2024, according to expert projections.
Most employees feel good about their retirement savings, but rising day-to-day expenses can create enough stress to affect workplace productivity. To attract and retain top talent, employers should consider these financial challenges when updating benefits for 2025.
The Employee Benefits Security Administration (EBSA) recently released its annual enforcement report on the Mental Health Parity and Addiction Equity Act (MHPAEA). EBSA is an agency within the U.S. Department of Labor (DOL). According to EBSA, MHPAEA compliance remains one of its top enforcement priorities.
A troubling new study reveals that the majority of employees are not using all of their paid time off (PTO), costing them and their employers.
A new study reveals that many Americans feel anxious and uncertain when it comes to planning for their retirement years. With 46% of respondents reporting that they lack confidence in having enough money saved, employers have an opportunity to step up with more robust retirement benefits to attract and retain talent.
Compensation growth slowed slightly in the third quarter of the year, signaling that the white-hot labor market is cooling off.
Wellness programs aim to improve employee health and well-being. But many miss the mark on inclusivity, potentially doing more harm than good by alienating swaths of the workforce. Experts say now is the time for employers to take a hard look at their offerings to ensure programs nurture all employees.
