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While the law takes effect on July 1, 2025, employers in the state should begin taking steps toward eventual compliance.; Vermont Gov.

A national account seller has a unique responsibility to win “approved vendor” status from corporate purchasing authorities.

President Donald Trump’s flurry of Month 1 executive orders, memorandums and actions has led to several counteractions, including lawsuits, from affected agencies, workers and unions.

California, Rhode Island and Washington have pay transparency legislation that will take effect on Jan. 1, 2023.

The Ontario government recently announced it is increasing the minimum wage to $16.55 an hour on Oct. 1.

., H.R. 1, “no tax on overtime,” “no tax on tips,” the Fair Labor Standards Act); ;Pay transparency and pay equity (e.g., the European Union Pay Transparency Directive); ;The need to upgrade the function in a dynamic environment (e.g., be more agile, deliver more value); ;Career development and workforce readiness (e.g., soft skills, hard skills); ;How to adopt/embrace artificial intelligence (AI); Those needs and articles dovetailed with prominent themes from 2025, including: ;The challenge of retaining top talent amid a tightening U.S.

;The Impact of the H.R. 1 Law on the Telehealth Safe Harbor;Charting the Changes: 2026 Benefit Plan Limitations; Access additional Workspan Daily Plus+ articles related to H.R 1: Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions;The Ripple Effect: 529 Plans as a Catalyst for Financial Stability;What Are TR Pros’ Options for Paid Care Leave Design; The Overtime Provision “No tax on overtime” appears as Section 70202 within H.R. 1, spanning pages 257 to 263 in the 870-page document.

“If you’re enrolled in our onsite childcare program and you’re required to travel on a work trip with a breastfeeding infant up to any age or a dependent child up to age 1, then we will send a caregiver [from the onsite facility] with you on that trip,” said Sheryl Shushan, Patagonia’s director of global family services.

Most employers will use a third-party specialty vendor or integrate the program with their existing pre-tax third-party administrator (such as an FSA or HSA provider).

Today, you can find tech pros reporting to all corporate functions, in lines of business, product development groups, supporting vendor relationships and more.