Archive for category: Blog

Compliance deadlines don’t negotiate.

The new year arrives whether your payroll system is ready or not. Federal tax withholding tables change. State minimum wages increase. The ACA affordability threshold jumps nearly a whole percentage point. Retirement contribution limits climb again.

And if your systems aren’t updated at the top of the year, you’re not just behind; you risk violating federal and state requirements, which could lead to penalties and reputational damage.

Most employers know compliance matters. What they underestimate is how much changes at once, how quickly deadlines arrive, and how expensive mistakes become when audits start.

The employers who thrive in 2026 are those who recognize the significance of these changes, proactively map out every step, and confirm compliance early. This approach instills confidence and a sense of control in the audience. Understanding 2026 wage law updates and adapting quickly separates prepared businesses from those scrambling to catch up.

In our last blog, we introduced the major shifts employers need to prepare for. Now, we’re going to dig deeper… breaking down exactly what’s changing and what you need to do about it, so you can move forward with confidence and stay ahead of risk. 

Specifically, let’s look at:

• Federal tax withholding changes that require payroll adjustments
• State and local wage law updates that may impact compliance
• ACA affordability and reporting requirements for the year ahead

Federal Tax Withholding Changes You Can’t Ignore

The IRS released Publication 15-T for 2026, and the updates aren’t optional footnotes. They stem from the One Big Beautiful Bill Act, which permanently extended tax rates from the Tax Cuts and Jobs Act and introduced two new above-the-line deductions that directly affect payroll processing.

Here’s what’s new:

Employees can now deduct up to $25,000 for qualified tips paid to them during the year. That’s not pocket change for restaurant servers, bartenders, and hospitality workers. It’s a substantial tax break that reduces their taxable income before withholding is calculated.

There’s also a deduction for qualified overtime compensation: up to $12,500 for single filers and $25,000 for married couples filing jointly. If you’ve got hourly employees pulling overtime, this matters.

The catch? These deductions only help employees who know about them and update their W-4 forms to account for them. If your payroll system isn’t processing the new W-4 worksheets correctly, employees lose the benefit until they file their taxes. That means smaller paychecks now and bigger refunds later.

The payroll provider should have already integrated these changes. If they haven’t confirmed it in writing, ask them to. Ensuring your system is updated now prevents compliance issues later. 

And here’s the detail most employers miss: if employees earned more than $150,000 from you in 2025, their catch-up contributions to 401(k) plans must now be Roth contributions starting in 2026. That’s a SECURE 2.0 provision that changes how high earners fund retirement, and it requires system updates your provider may or may not have automated.

The IRS doesn’t care if your vendor was slow. You’re responsible for compliance regardless. Managing payroll tax changes effectively means holding vendors accountable while maintaining your own oversight.

State and Local Wage Law Updates Across the Map

Nineteen states increase their minimum wages on January 1, 2026. Alaska, Florida, and Oregon follow later in the year. If you operate in multiple jurisdictions, maintaining wage compliance across all locations becomes significantly more challenging.

Hawaii sees the largest jump: the minimum wage rises by $2 per hour to $16. Nebraska hits $15 for the first time under a voter-approved plan. Rhode Island raises its minimum wage from $15 to $16. And in places like New York, regional differences apply—$17 in New York City and Long Island, but only $16 upstate.

Then there’s California, where the statewide minimum wage reaches $16.90, but fast food workers at chains with 60+ locations earn at least $20 per hour, and healthcare workers have separate minimums ranging from $19.28 to $25 depending on facility type.

Local jurisdictions add another layer. Denver hits $19.29. Seattle reaches $21.30. West Hollywood climbs to $20.25. And 49 cities and counties nationwide adjust their wage floors, many tied to inflation formulas that recalculate automatically.

If your payroll system applies one standard wage rate across all employees, you’re already out of compliance in states with regional or industry-specific rules.

Here’s the test: can your system automatically apply the correct minimum wage based on where an employee works, which industry they’re in, and whether local ordinances exceed state law? If not, relying on manual overrides risks compliance failures.

Tipped employees complicate things further. Some states allow tip credits. Others don’t. Flagstaff, Arizona, just became the first city to eliminate its subminimum tipped wage; now tipped workers there earn the full $18.35 minimum wage plus tips.

Every jurisdiction handles overtime differently, too. Some mandate daily overtime after eight hours. Others calculate weekly. A few require double-time on Sundays or holidays. If you’re processing payroll manually or with outdated software, errors are inevitable.

Following state labor law updates throughout the year helps employers catch these jurisdiction-specific requirements before they trigger violations. State labor laws don’t just affect hourly workers. Salary thresholds for exempt classification change, too. In states like California, Colorado, Maine, New York, and Washington, the minimum salary required to classify someone as exempt is tied to minimum wage increases.

That means that when the minimum wage increases, your exempt employee salaries may need to be adjusted to maintain their exempt status. Miss that update, and you’re suddenly paying overtime to people you thought were exempt.

ACA Affordability and Reporting Requirements

The Affordable Care Act affordability threshold jumped to 9.96% for 2026, up from 9.02% in 2025. That’s the highest rate since the ACA launched, and it changes benefits math for every Applicable Large Employer. Successfully navigating ACA Compliance in 2026 requires understanding both the threshold changes and their downstream effects on subsidy eligibility.

Here’s what it means: if you offer health coverage, employees can only qualify for marketplace subsidies if your plan fails the affordability test. With the threshold rising, you can require employees to contribute more toward their premiums before they become eligible for subsidies.

For calendar-year plans, the Federal Poverty Line safe harbor allows employee contributions of up to $129.89 per month for self-only coverage. That’s calculated using the 2025 FPL of $15,650, which employers can use for plans starting in early 2026.

But there are three affordability safe harbors, and choosing the right one matters:

The FPL safe harbor is easiest to administer because it’s a flat dollar amount. Every employee pays the same regardless of wages. Simple, clean, defensible in an audit.

The W-2 safe harbor bases affordability on each employee’s actual wages for the year. More precisely, you can’t calculate it until the year ends, which makes it harder to set contribution rates in advance.

The rate-of-pay safe harbor calculates affordability based on hourly wages or monthly salary. It works for employees with consistent pay but breaks down when people get raises, bonuses, or variable hours.

Whichever method you choose, apply it consistently across all employees. Mixing methods trigger audit complications.

The bigger issue? IRS enforcement is accelerating. Letter 226J audits—where the IRS bills you for employer shared responsibility penalties—are ramping up. They’re currently enforcing the 2023 tax years, which means 2024 and 2025 audits are coming soon.

If your Forms 1094-C and 1095-C filings had errors, you’ll hear about it. And the penalties aren’t trivial. The “A Penalty” for failing to offer coverage hits $3,340 per full-time employee (excluding the first 30). The “B Penalty” for providing unaffordable coverage runs $5,010 per employee who gets a subsidy.

For a 100-employee company, a single audit finding can trigger six-figure penalties.

Electronic filing is now mandatory for most ALEs. Paper forms slow processing and increase error rates. If you haven’t migrated to e-filing, make this switch before the March 2026 deadline. 

And don’t forget: the “family glitch” was fixed in 2023. Family members can now qualify for subsidies even if the employee’s coverage is affordable, as long as family coverage itself is unaffordable based on household income. That shifts subsidy eligibility in ways most employers haven’t fully accounted for.

Preparing for HR regulation changes requires understanding not just what changed, but how those changes interact with existing rules to create new compliance requirements.

The Bottom Line

2026 brings substantial compliance changes across federal tax withholding, state wage laws, and ACA affordability thresholds. The work isn’t optional, and the deadlines don’t flex.

Employers who get ahead of these changes—updating systems, training staff, and documenting processes—won’t just avoid penalties. They’ll build infrastructure that makes compliance easier every year.

Those who wait until problems surface will spend 2026 reacting to violations, paying penalties, and rebuilding trust with employees who got caught in the chaos.

The difference between the two isn’t luck. It’s preparation.

Want to stop playing compliance catch-up every January? Contact INFINITI HR to discover how partnering with compliance experts protects your business and frees you to focus on growth instead of regulatory headaches.

Want more on current employment trends?
Check out the recent blog, The Great Reset: The Strategic Employer’s Guide to 2026 Payroll, Benefits, and Compliance Changes, or come back for additional pieces on human resources, payroll, insurance, and benefits.

Drowning in HR Tasks? You’re Not the Only Business Owner Wearing Too Many Hats

Hiring, onboarding, keeping people motivated, worrying about who might be eyeing the exits—improving employee engagement in the workplace can feel like a second job stacked on top of your operational worries and tasks. We’ve all had those nights when we’re replaying the onboarding flow at 2 a.m. and wondering where things are slipping. Maybe that sounds obvious. But it isn’t always.

The broader picture isn’t pretty either. A recent Gallup snapshot puts U.S. employee engagement in the workplace at a ten-year low—only 33% of employees say they’re engaged. When engagement drops, we tend to see the same fallout: lagging productivity, rising turnover, and preventable costs that nick the margin quarter after quarter.

There’s some good news. HR tools and practices for employee engagement have moved forward—fast. Done right, they don’t just plug holes; they actually make work better for people. And that, in real terms, shows up in the numbers.

Why Employee Engagement Matters Right Now

Let’s step back for a moment. Disengagement isn’t just a morale issue; it’s an economic one. Research from Archie App estimates disengaged employees drain roughly $8.9 trillion from the global economy every year. A staggering figure, yes—but it tracks with what we see on the ground.

Flip the script and the upside is clear enough: engaged teams are linked to higher employee engagement with 18% higher productivity and 23% greater profitability. Work itself is changing, too. Between hybrid setups, remote positions, and AI and technology advancing at breakneck speed, employees are looking for more than just a paycheck. They want purpose in their work, flexibility in how they do it, and leaders who really inspire them.

And that expectation starts early. A thoughtful onboarding experience—clear expectations, real context, a sense of belonging—usually pays dividends far beyond week one.

How We Tackle Engagement (and Where INFINITI HR Fits in)

We’re not chasing quick fixes. We’re building systems that persist—tech-supported, people-first, and practical under real-world pressure.

1. Onboarding that lasts longer than a week
   A slide deck and a handshake won’t cut it. We map a plan that spans the first month—often the first quarter—with defined milestones, culture touch points, and manager check-ins. 
2. Use technology to remove friction—not relationships
   We lean on AI to automate routine questions and steps so managers have more time for actual coaching. A 24/7 HR assistant can answer benefits and time-off questions, nudge people through enrollments, send compliance reminders, and route FAQs before they become tickets. We also like the idea of using bots to run quick “pulse” surveys—short, targeted, and frequent. The result: faster answers, fewer bottlenecks, and more headspace for meaningful conversations. For teams exploring bots or automation, Steady Path Strategies (https://steadypath.ai) offers practical options starting as little as a few hundred bucks a month. 
3. Personalize the first 90 days
   Small gestures matter. A “learning buddy,” role-specific materials, and a manager welcome that goes beyond logistics. Ensure people feel seen and heard.
4. Create a 30/60/90 day plan
   Set measurable goals so employees know what success looks like in the first 90 days. No guesswork. Less drift. Better coaching conversations.
5. Intentional feedback loops
   Establish regular check-ins, make them structured, and have quick and easy protocols to keep new hires from stalling out. Actually—no, let’s rephrase that. They make support the norm, not an exception we scramble to deliver.

Focus on those five, and we’ve found engagement rises and turnover eases—often quietly, then all at once.

Building What’s Next with INFINITI HR

The ground keeps shifting: more digital, more flexible, more human. AI and tailored onboarding aren’t “future state” anymore; they’re table stakes for companies that want to grow without burning people out.

The message for leadership is straightforward: invest in employee engagement in the workplace early, especially at onboarding, and the returns ripple across productivity, retention, and culture. Sometimes in ways we don’t predict on a spreadsheet.

Key Takeaways
• Revisit onboarding—could it be more structured, more personalized, more tech-assisted?
• Put a 30/60/90 plan in place so expectations are explicit.
• Build a steady feedback cadence; small course-corrections beat big rescues.

Actionable Next Steps
If operationalizing all of this feels heavy—that’s understandable. We can audit what you have, prioritize the highest-impact changes, and phase the rest. Outside help is often useful here; it keeps momentum when internal teams are stretched. When we invest in people, we’re investing in the business we say we want to run.

One last thought: disengagement is expensive. Engagement is an asset. Treating it that way changes the decisions we make this quarter.

Want more on current employment trends?
Check out the recent blog, HR Labor Law Compliance Updates – July 2025, or come back for additional pieces on human resources, payroll, insurance, and benefits.

Legal note
This article isn’t legal advice. Employment laws vary by jurisdiction and change over time. Please consult counsel before updating policies.

At INFINITI HR, we help small businesses stay compliant with evolving state labor laws. This June 2025 update outlines new employment regulations in Colorado, Nevada, Maryland, and more, including privacy act, power act, pay transparency, etc. Stay informed and protect your business from legal risk.

Please note: This blog is for informational purposes only. Employers should consult with their dedicated HR consultant or legal counsel to address specific requirements for their organization. Find past compliance updates and HR insights on our website. 

Key Topics This Month:

• Colorado: Privacy Act
• Maryland: Service Member Definition and Paid Family Leave
• Nevada: Employee Saving Trust IRA
• Ohio: Pay Transparency and Compensation History
• Pennsylvania: Power Act

COLORADO

COLORADO PRIVACY ACT (STARTS JULY 1, 2025)

Effective July 1, 2025, employers must obtain employee or applicant consent before collecting or processing biometric data. Consent will be required from Colorado employees for the following if biometric data is used and stored:

• Access to secure locations or systems
• Time Keeping / Time Clock use
• Job-specific safety purposes
• Background checks or ID requirements for applicants
• For more detailed information, click here.

What Employers Should Do in Colorado:

Audit your use of biometric data to determine if your terms of use, data protection, and data storage procedures are compliant. Consider if you are in need of consent forms for current and future use of biometric data.

MARYLAND

MARYLAND CHANGES TO SERVICE MEMBER DEFINITION – EFFECTIVE OCTOBER 1, 2025

Beginning October 1, 2025, employment protections for military members will include all uniformed services and reserves. The revised definition of a service member is anyone serving in the U. S. Army, Navy, Air Force, Marine Corps, Space Force, Coast Guard, the National Oceanic and Atmospheric Administration, and the Public Health Service.

MARYLAND PAID FAMILY LEAVE DELAY TO 2027

Maryland pushed back implementation of its paid family leave program (FAMLI) until 2027, when tax deductions will begin. Benefits will be available to all employees in Maryland in 2028, up to 12 weeks of paid family leave per year.

In 2023, Nevada enacted the Nevada Employee Savings Trust program (NEST) to establish a state-run payroll deduction IRA program for private sector employees who do not have access to employer-sponsored retirement plans.

NEVADA

NEVADA NEST IRA EMPLOYER REQUIREMENT– EFFECTIVE JULY 1, 2025

All qualified Nevada businesses are required to facilitate NEST if they:

• have been in business for 36 or more months;
• have six or more employees; and
• do not offer a tax-favored retirement plan to its employees at any time within the current calendar year or previous three calendar years.

A tax-favored retirement plan is a retirement plan that’s tax qualified and satisfies the requirements of Internal Revenue Code Section 401(a), 401(k), 403(a), 403(b), 408(k), or 408(p).

Please note, participating employers will not be required to contribute to employee plans.

Employees will be required to participate and will be automatically enrolled if they:

• have been employed for at least 120 days; and
• are 18 years or older.

Employees will be able to opt-out of the program at any time without any penalty.

The NEST Program will reach out to eligible businesses to facilitate registration and provide resources to help inform employees about the program.

OHIO

CLEVELAND PAY TRANSPARENCY & HISTORY BAN – EFFECTIVE OCTOBER 27, 2025

Effective October 27, 2025, employers with 15 or more employees working in Cleveland, Ohio will be required to comply with the city’s new Pay Transparency and Compensation History Law. The new law will require employers to include salary ranges and pay scales in any notification, job posting, or advertisement for any open position. The new law also prohibits employers from screening and/or asking applicants about their compensation and benefits history. In addition, employers may not refuse to hire or retaliate against an applicant who refuses to disclose their compensation history.

PENNSYLVANIA

PHILADELPHIA POWER ACT – EFFECTIVE MAY 27, 2025

The Philadelphia Power Act was signed into law on May 27, 2025 and went into effect immediately.  The Power Act has added additional domestic worker protections regarding wages, paid sick leave, and retaliation for workplace complaints.

POWER ACT – KEY DOMESTIC WORKER PROTECTIONS

Enhanced Paid Sick Leave Penalties – The Power Act permits civil penalties for covered employers who violate the city’s state sick leave law. Employers must keep a detailed with up-to-date records of the employee’s sick time.

Expanded Wage Theft Protections – Philadelphia’s Department of Labor (DOL) has the authority to investigate complaints of wage theft, including violations of state and federal laws and allows the DOL to issue orders for employers to pay back wages and penalties.

Expanded Domestic Worker Protections – Under the city’s Domestic Worker Bill of Rights, domestic workers are entitled to paid meal breaks and the accrual of paid sick time. Employers are required to provide written contracts outlining specific terms of the domestic workers’ employment and terminations. In addition, employers must provide a notice of rights and severance requirements.

Interested in other current employment trends? Click the link to view the recent blog: Why 2025 Business Compliance is More Important Than Ever or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

How to Reduce Workplace Stress with Tailored HR Wellness Programs

This month we’re focusing on mental well-being. Picture this: You walk into work feeling refreshed, focused, and ready to tackle the day. Sounds nice, right? Now compare that to dragging yourself in, already stressed about your mile-long to-do list and dreading the next eight hours. As a business leader, which scenario do you want for your team?

If you picked the first one (and we hope you did!), you’re in luck. Employee wellness programs aren’t just some feel-good fluff – they are a secret weapon for boosting productivity and creating a workplace people actually want to be part of. And no, we’re not talking about slapping a “Wellness Wednesday” sticker on the vending machine, we’re talking about real HR wellness strategies that make a measurable impact.

So, let’s dive into why these programs matter now more than ever, and how you can actually make them work for your business.

Why Employee Wellness Consulting Is a Growing Business Priority

The working world is changing faster than most of us can keep up with. Remember when “working from home” meant you were probably playing hooky? Yeah, those days are long gone.

Here’s a wild stat for you: A recent study shows 91% of companies are investing more in employee mental health programs and workplace wellness consulting. That’s not pocket change – it is a massive shift in how businesses are approaching employee well-being.

And it’s not just about being nice (though that doesn’t hurt). Study after study shows that happy, healthy employees are more engaged and productive. It’s pretty simple math: Invest in your people, and they’ll invest right back into your business.

INFINITI HR’s Customized HR Wellness Support for Businesses

Now, we know what you’re thinking. “Great, another thing I have to figure out how to implement.” But here is where a trusted HR wellness partner like INFINITI HR comes in clutch. We are not just pushing the same old cookie-cutter wellness programs. We are a customizable PEO that is all about tailoring solutions that actually fit your company and your people. Our experienced HR consultants and benefits specialists get to know your company well. We offer guidance on culture development, performance management, corporate wellness, and employee engagement. While we don’t do these things for you, we DO provide you with support and connect you with a trusted network of preferred vendors to support seamless implementation and ongoing success.

We understand that workplace wellness isn’t just about yoga classes. It’s about creating an employee support program that reduces stress and improves engagement across your entire team. It is about creating a work environment where people can thrive. We are talking about flexible schedules, opportunities to learn and grow, and even help with the scary stuff like finances. We dig into the nitty-gritty of what causes stress at work and tackle it head-on.

How to Design an Effective HR Wellness Program for Your Team

Alright, so you are into the idea. But how do you make it happen? Here are some proven winners:

1. Flex Those Schedules: Let your employees work when they’re most productive — flexible scheduling is one of the top wellness strategies for reducing burnout. You might be surprised how much more gets done when you’re not chaining everyone to their desks from 9 to 5.
2. Get Competitive (In a Fun Way): Nothing builds team spirit like a little friendly competition. Step challenges, healthy cooking contests – get creative!
3. Never Stop Learning: Offer ways for your team to keep growing their skills. It’s a win-win: They feel valued, and your company gets smarter.

Quick Wins to Get Started

Ready to jump in? Here are some easy ways to kickstart your wellness revolution:

• Spread the Word: Don’t just roll out a program and hope people notice. Shout it from the rooftops! Send some emails! Put it in the group chat!
• Embrace the Power of Pause: Encourage actual breaks. Maybe even try a company-wide meditation session.
• Money Talks: Money Talks: Financial stress is one of the most overlooked drivers of employee disengagement — offering financial wellness resources can be a game-changer.
• Lead by Example: If you are preaching wellness but working 80-hour weeks, guess what message your team is getting? Walk the walk, folks. At INFINITI HR, we created INFINIFIT®: A corporate wellness initiative that encourages healthy living through education, challenges, and community service. Activities have included: community service: adopt-a-road clean up, adopt-a-family program, blood drives, and more. Fitness challenges: steps challenge, get up and get tit, worksite challenge, and more. Health and nutrition: slam dunk no junk food challenge, water challenge, provision of healthy snacks, and more. Personal growth initiatives have included workshops on topics like basic first aid, CPR, nutrition, Dream Manager, and more.

The Bottom Line: How Wellness Programs Drive Business Success

Here is the deal: Investing in employee wellness isn’t just a nice thing to do. It’s a smart business move that can seriously boost your bottom line. The experts at WebMD Health Services are predicting big things for employee well-being in 2024, and you don’t want to be left behind.

So, take a good hard look at your workplace. Are people thriving, or just surviving? With the right strategy and expert support from INFINITI HR’s employee wellness consultants, you can create a culture that attracts and retains top talent. And isn’t that the kind of place we all want to work?

Interested in other current employment trends? Click the link to view the recent blog: How to Prepare Your Business for HR Regulation Changes or check back for more on human resources, payroll, insurance, and benefits.

Want help building a wellness plan that actually works? Contact INFINITI HR to speak with an employee wellness expert today.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

At INFINITI HR, we help small businesses stay compliant with evolving state labor laws. This May 2025 update outlines new employment regulations in New Hampshire and Ohio, including lactation accommodation requirements, pay stub transparency, and digital workplace notice laws. Stay informed and protect your business from legal risk.

Please note: This blog is for informational purposes only. Employers should consult with their dedicated HR consultant or legal counsel to address specific requirements for their organization. Find past compliance updates and HR insights on our website. 

Key Topics This Month:

1. New Hampshire: Lactation Accommodation
2. Ohio: Pay Stub Protection and Digital Workplace Notices

New Hampshire Labor Law Update: Lactation Break Requirements

LACTATION ACCOMMODATION – EFFECTIVE JULY 1, 2025

Beginning July 1, 2025, New Hampshire employers with six or more employees must offer nursing mothers a 30-minute unpaid break every three hours to express breast milk. This requirement applies for up to one year after childbirth. Break timing and frequency may vary depending on the individual’s needs.

In addition, employers will also be required to do the following:

• Create and distribute a company Lactation Accommodation policy.
• Provide a private space/room to express breast milk, other than a restroom. If the employee prefers, they may choose to use their own private office to express breast milk.

The private space/room must:

• Shielded from view and free from intrusion from other coworkers, be located near a sink with running water; must have a chair; and have an electrical outlet.
• Employees must provide at least a two-week advance notice of their need for a lactation accommodation in the workplace.

Ohio Labor Law Update

PAY STUB PROTECTION ACT – EFFECTIVE APRIL 9, 2025

Starting April 9, 2025, Ohio employers must provide employees with an itemized pay stub that includes:

• The name and address of the employee and employer;
• Total gross wages and total net wages;
• A breakdown of additions and deduction from wages, with a brief explanation;
• Hourly Employees: Total hours worked, hourly rate of pay, and any overtime hours/wages earned; and
• The pay date and pay period the wages cover.
• Employers may choose to provide this information electronic or form.

DIGITAL WORKPLACE NOTICES – EFFECTIVE JULY 20, 2025

Ohio employers will be permitted to post certain mandatory labor law notices electronically, as long as they are accessible to all employees. This law does not eliminate the requirement for employers to display workplace notices, but allows an additional method of compliance by allowing employer to provide them in digital format.

The digital workplace posting law applies to the following notices:

• Ohio Minor Labor Law Notice
• Ohio Minimum Fair Wage Standards Law Notice
• Ohio Civil Rights Law Notice
• Ohio Prevailing Wage Law Notice
• Ohio Workers’ Compensation Notice
• Ohio Public Employment Risk Reduction Program (PERRP) Notice

Employers may publish the above notices on an internal company website, intranet, or HR portal, as long as the notices are reasonably accessible to all employees. Also, employers must be sure to communicate this change to all existing employees, as well as new employees upon hire.

Interested in other current HR and employment law trends? Click the link to view the recent blog: How to Keep Employees Happy with a Yes Day, or check back for more on human resources policies, payroll compliance, insurance updates, and employee benefits guidance.

This article does not constitute legal advice, and there are subtle variations in state labor law updates depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about leave policies, job postings, or pay disclosure.