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In analyzing data from more than 45 million patients covered by employer-sponsored health-care plans, the study found that out-of-pocket costs for patients rose between 2013 and 2019 overall.

He said AI tools can provide answers instantly by analyzing a workforce’s age and health to suggest plan types, as well as offer reminders and nudges .

On the compensation side, she said, AI tools that are trained specifically for your organization can help assess and improve your existing pay structures, analyzing pay equity and looking for gaps .

For WorldatWork Members Compliance Checklist When Vetting a New State for Business Expansion , Workspan Daily Plus+ article;5 Things TR Pros Can Do to Mitigate Pay Transparency Risks , Workspan Daily Plus+ article;From Audits to Algorithms: Using Proactive AI for Sustained Pay Equity , Workspan Daily Plus+ article;Total Rewards Competitiveness Analyzer: Understand How You Stack Up , Workspan Daily Plus+ article;Pay Equity Planning Guide , tool;Pay Equity Laws by State — Are You in Compliance?

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;Within professional and business services, employment in temporary help services declined by 49,000 in October.

Within the proposal, listed jobs are: ;Divided into eight industry categories: ;Beverage and food services; ;Entertainment and events; ;Hospitality and guest services; ;Home services; ;Personal services; ;Personal appearance and wellness; ;Recreation and instruction; ;Transportation and delivery;; ;Identified by Treasury Tipped Occupation Code (TTOC) title and Standard Occupational Classification (SOC) System Code(s).; Under the “no tax on tips” provision within the H.R. 1 law (otherwise known as the One Big Beautiful Bill Act), eligible tipped employees, including those who itemize and don’t itemize their taxes, can claim a tax deduction up to $25,000 per year, effective in the 2025 through 2028 tax years.

Nearly one-quarter (24%) of CEOs receive home and/or personal security services.

As managers become aware of growth edges, they’re more likely to use EAP services and become well-being models in the workforce.

.; ;Analyze the changes at both the state and federal level.; ;Prioritize the shifts that are most likely and/or significant for a particular organization.; ;Preemptively review and update policies, such as wage/hour classifications, noncompete agreements, DEI initiatives and workplace conduct guidelines.; Cheeseman at Norton Rose Fulbright recommended employers stay in close contact with labor and employment attorneys for guidance.