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For WorldatWork Members Answers to FAQs on Qualified Student Loan Payment Matching , Workspan Daily Plus+ article;Checklist: Questions and Resources to Prep Employees for Retirement , Workspan Daily Plus+ article;How SLB’s New 401(k) Strategy Boosted Employees’ Retirement Readiness , Workspan Magazine article;Your Retirement Plan May Be Fostering Inequity: Here’s How to Fix It , Workspan Magazine article; For Everyone IRS Raises HSA Contribution Limit for 2025 , Workspan Daily article;The Critical Role of Retirement Income Projections in DC Plans , Workspan Daily article;Retirement Plans — Design Considerations & Administration , course; The Internal Revenue Service (IRS) announced on Friday, Nov. 1, that the amount individuals can contribute to their 401(k) plans in 2025 has increased to $23,500, up from $23,000 for 2024.

“Most companies conduct passive enrollments unless there are major changes to plan design, and this may lull employees into a sense of not taking action or not educating themselves about whether or not their benefits currently — or in the future — will fit their changing needs or lifestyle,” she said.

For WorldatWork Members What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article;Take Steps to Invest in Women Workers’ Success , Workspan Daily Plus+ article;Wellness Woes: Why Aren’t Employees Using Your Benefits?

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WorldatWork is the certifying body of globally recognized designations: Certified Compensation Professional (CCP®), Certified Benefits Professional (CBP®), Certified Compensation Professional-Canada (CCP®-C), Global Remuneration Professional (GRP®), Certified Executive Compensation Professional (CECP®) and Certified Sales Compensation Professional (CSCP®).

The report found “low-paid workers often lack sufficient access to water, cannot escape the heat, and have to wear uniforms or personal protective equipment (PPE) designed for cooler temperatures.”

; If these compensation plan practices are competitive within the market, then it may not be a plan design issue at all.

Ultimately, he cautioned, if employers discover contractors who no longer qualify for that designation under the new rule, they must act.

He noted it’s also standard for employers to collaborate with a trusted administrator to consult on plan design, IRS guidelines and compliance to determine what expenses will be allowed, funding amounts, how reimbursement will work and how it will be communicated to employees.

However, the workers were allegedly only given two weeks to relocate to a designated hub city or resign.