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Coupled with the ability of today’s workforce to browse salaries elsewhere in their field instantly, it becomes clearer why nearly a third (29%) of employees believe their company does not pay fairly.

Most pertinent for HR and total rewards (TR) professionals in the 36-page Revenue Procedure document are adjustments to: ;Cafeteria plans — flexible spending accounts (FSAs); ;Qualified transportation fringe benefits; ;Medical savings accounts (MSAs); ;Smaller employers’ employee health insurance expenses; ;Qualified small employer health reimbursement arrangements (QSEHRAs); Flexible Spending Accounts The IRS placed the limit on voluntary employee salary reductions for contributions to health-related FSAs at $3,400 for 2026, compared to $3,300 for 2025 and $3,200 for 2024.

Valuation is important for any award types that are tied to the value of company equity, either at grant, vesting or payment.

“But natural conception is only one path — there are so many others that people turn to when they have issues, or if conception is not viable for everyone, such as with same-sex couples.”

Supreme Court Chief Justice John Roberts stayed that appellate court order , putting the case firmly in the hands of the nation’s highest court.

The Interior Ministry said more than 1.1 million people protested, including 80,000 in Paris.

Also, in July 2021, President Biden issued an Executive Order on Promoting Competition in the American Economy , which highlighted as an enforcement priority antitrust issues in labor markets, including the aggregation of data.

According to WorldatWork’s 2023 “ Compensation Structure Policies & Practices ” study, produced with support from Deloitte Consulting LLP, more than a third (36%) of survey respondents reported modifying their compensation structures due to significant changes in market rates.

Access a bonus Workspan Daily Plus+ article on this subject: ;Compliance Checklist When Vetting a New State for Business Expansion; Reverse Discrimination Cases on the Rise DEI is a particular focus of current federal leaders, who both revoked Executive Order 11246 to end affirmative action in the federal government and issued an executive order targeting private-sector employers’ DEI efforts , said Victoria Carradero, a partner at Duane Morris LLP and a member of the law firm’s employment, labor, benefits and immigration practice.

“One of the conversations that’s really important for consultants and advisers to be having with their employer clients are those regular plan design conversations coupled with making sure we’re really understanding the workforce that we’re designing this plan for.”