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Additionally, FSAs could potentially push families’ out-of-pocket spending by about $500 per year and their health plans’ spending on care by more than $1,500 per year.

For example, the California salary threshold is $64,480 per year, New York thresholds range from $55,341 to 58,500 per year.

Workspan Daily Plus+ article; For Everyone IRS Announces 2026 Contribution Maximums for Retirement Plans , Workspan Daily article;The Critical Role of Retirement Income Projections in DC Plans , Workspan Daily article;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income , Workspan Daily article;Retirement Plans: Design Considerations and Administration , course; Many employers in the United States would be required to contribute 50 cents per hour to an employee’s retirement plan, with a boost to 60 cents after two years and then continued increases with wage growth, under the stipulations of a recently introduced bill before the House of Representatives.

The proposed rate, if fully implemented, would be $23.82 per hour: a $19.86 base rate, $2.26 to cover workers’ expenses and $1.70 to reflect the absence of workers’ compensation insurance.

Workspan Daily article;EEOC Letter Reminds Corporate Leaders About Title VII Do’s, DEI Don’ts , Workspan Daily article;High Court Ruling May Be ‘Game-Changer’ for Title VII Claims , Workspan Daily article;Effective DEI Programs Need Alignment Among Executives , Workspan Daily article; The U.S.

This guidance is based on Congress’ PWFA statutory language, the EEOC’s definition of “pregnancy, childbirth and related medical conditions” from Title VII, and court decisions interpreting the term “pregnancy, childbirth or related medical conditions” from Title VII.

The Potential ROI for Covering GLP-1s , Workspan Daily Plus+ article; ;If Workers Feel Squeezed, Reinforce the Sum Total of Your Rewards , Workspan Daily Plus+ article; ;Benefits Pulse: A Guide to Listening, Learning, and Leveling Up , tool; For Everyone ;Business Group on Health Predicts 9% Higher Healthcare Costs in 2026 , Workspan Daily article; ;A Prescription for Rising Drug Costs , Workspan Daily article; ;Healthcare Cost Projections Necessitate TR Strategy Updates , Workspan Daily article; Total health benefit cost per employee is expected to rise 6.5% on average in 2026, the highest increase since 2010, according to preliminary results of Mercer’s 2025 National Survey of Employer-Sponsored Health Plans .

The Many Shades of Belonging , Workspan Daily Plus+ article;Eye-Opener: Don’t Hit the Snooze Button on Culture , Workspan Magazine article;Roused and Recharged: How to Boost the Power of a Culture Audit , Workspan Magazine article;The Next Equity Frontier: Analytics to Ensure All Have Opportunity to Progress , Journal of Total Rewards article;The Potential Dangers of Aggregated Statistics , Journal of Total Rewards article;Engage Community , peer engagement and connection platform; For Everyone EEOC Letter Reminds Corporate Leaders About Title VII Do’s, DEI Don’ts , Workspan Daily article;What You Need to Know (and Do) About the EEOC’s Harassment Guidance , Workspan Daily article;Why Designing for Belonging Should Be an Organizational Imperative , Workspan Daily article;‘Neither Dead nor Dying’: Studies Explore the Current State of DEI , Workspan Daily article;Pay Equity: Focus Is on ‘What’ and ‘How,’ But Don’t Forget the ‘Why,’ Workspan Daily article;Pay Equity Course Series , education

HIPAA, GINA and the ADA are the main compliance forces behind nondiscrimination in wellness programs, but the Age Discrimination in Employment Act (ADEA) and Title VII of the Civil Rights Act also play a role.

Recent EEOC Title VII guidance requires employers to review their use of artificial intelligence as it relates to compensation decisions.; Hawaii rang in the new year by joining eight other states with active pay transparency laws: California, Colorado, Connecticut, Maryland, Nevada, New York, Rhode Island and Washington.