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Most large employers are requiring an ROI of at least 2:1 or 3:1 for each health management program offering.

Beginning Jan. 1, 2024, a new California law will allow employees to take five days off for reproductive loss.

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.

These deductions were among the provisions set forth in the H.R. 1 law (otherwise known as the One Bill Beautiful Bill Act), codified on July 4.

Forty-nine percent of surveyed organizations now report targeting base pay above the market median (compared to only 36% in 2018), with mature entities almost three times more likely to do so.

In what NBC News described as “another sign of the city’s gradual return to pre-pandemic norms,” New York City will lift its COVID-19 vaccine mandate for private-sector employers, effective Nov. 1 of this year.

According to the poll of 200 CFOs in organizations with a minimum of $1 billion in revenues, 72% said the status of the North American economy will be better in a year.

California: New Limits on Stay-or-Pay Contracts Start on Jan. 1 Effective Jan. 1, 2026, California Assembly Bill 692 (AB 692) will limit an employer’s ability to impose repayment obligations for upfront sign-on and retention bonuses, as well as certain other “stay-or-pay” practices (such as tuition and loan assistance programs).

That figure for 2026, which considers the financial impact if employers took no action to lower their costs, is in line with other industry prognostications, including: ;Business Group on Health (9%); ;Mercer (9%); WTW survey respondents identified three primary cost drivers for the year ahead: ;Pharmaceuticals , primarily specialty drugs and glucagon-like peptide-1 (GLP-1) medications;; ;High-cost claimants; and,; ;Chronic conditions, especially musculoskeletal disorders and cancers.; As a result of rising costs, claimants and conditions, 1 in 3 surveyed leaders anticipate making “significant changes” to their healthcare benefit programs within the next three years.

;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.