The June 27 deadline has passed, and employers should now have updated workplace posters reflecting the expanded rights of employees under certain federal Acts. The Pregnant Workers Fairness Act (PWFA), enacted at the end of June, and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), enacted last December, grant additional protections that must appear on mandatory postings.
The passage of the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP) represents a major step forward for breastfeeding moms in the workplace. However, simply complying with the new requirements with dedicated lactation spaces and break times is just the starting point. To truly support working mothers, organizations must go further to bridge the gap between pumping and performing job duties.
Paid time off policies have come a long way from their inception, transitioning from set vacation days to paid personal days and floating holidays. Unlimited PTO takes this evolution a step further by removing a set number of days entirely. Still a relatively new concept, only 8 percent of employers currently offer unlimited vacation, according to a 2023 SHRM survey.
To get ready for open enrollment, employers who sponsor group health plans should be aware of the legal changes affecting the design and administration of their health plans for plan years beginning on or after Jan. 1, 2024.
Many remote professionals seek public spaces with Wi-Fi for a change in scenery during the work day. This can reduce feelings of claustrophobia, create healthy boundaries between work and home life and increase daily enjoyment. However, a poorly planned remote work excursion can also reduce focus, decrease productivity and increase cyber risk.
Many employees continue to feel financially strained because of inflation. With open enrollment fast approaching, inflation could impact the choices employees make when it comes to their benefits. Specifically, employees are likely to consider which benefits matter the most and how to optimize the money they spend on those offerings. As a result, this year’s open enrollment may be more challenging than usual for employers and benefits providers.
To get ready for open enrollment, employers who sponsor group health plans should be aware of the legal changes affecting the design and administration of their health plans for plan years beginning on or after Jan. 1, 2024.
The labor landscape was undoubtedly a roller coaster in the first half of 2023, and employers are still along for the ride. During the past year, the market experienced a record number of employee quits, a jump in talent shortages and increased workplace demands from workers—many of whom had the upper hand in employment negotiations.
Communication in the workplace is key. When it comes to employee benefits, proper communication helps employees recognize the true value of their benefits, which can lead to an appreciation of the company’s investment in their health and well-being. Employees who understand and value their benefits are more likely to utilize them.
In the aftermath of a global pandemic, employers face a new array of employee needs, particularly regarding mental health. Four strategies are emerging that could radically transform the dynamics of employee well-being.
