Searching Employment Law on page 16

How the Employer Voice Can Make a Difference Employers should “vote with their feet” by demanding that an insurance company they contract with is compliant with mental health parity law, said Charlotte Hoffman, a spokesperson for U.S.

An analysis from employment law firm Fox & Partners found that employment tribunals, which hear actions brought against employers by workers, saw a 44% surge in cases that included bullying allegations.

As the year comes to a close, this is a good time for employers to take a fresh look at their leave policies, learn if any related laws have changed that will affect next year (the Disability Management Employer Coalition is one resource), and determine if they should make changes to their policies for 2024 or bolster their communications plans surrounding the policies.

So employers will need to consider state law limitations and then for employers that are self-insured, any ERISA preemption of those state laws.”

IRS Notice 2025-15 is a deliverable of the Paperwork Burden Reduction Act , which was signed into law in December 2024 and allows certain employers to meet Form 1095 (Employer-Provided Health Insurance Offer and Coverage) distribution requirements for the 2024 reporting year by posting a notice of availability and then only distributing that information (electronically or via mail) upon request.

The work heat protection law requires employers with workers in any indoor or outdoor environment that is above 80 degrees to ensure there is access to shade, rest breaks and at least 32 ounces of water per individual , and provide training on heat illness and prevention.

Covered employers must also develop a workplace violence prevention training program to comply with the law, which takes effect March 1, 2025.

“All employers are employing people who are friends or loved ones of survivors.”

Consequently, when significant gender pay differences exist, it is incumbent on employers to justify pay differences by establishing such differences are predicated on productivity-relevant employee inputs upon which it is lawful to differentiate pay.

Key Takeaways A pickle for employers.