As we approach 2025, it’s essential for HR professionals to plan for the upcoming year’s payroll schedule. Understanding the number of pay periods and selecting the appropriate payroll frequency are crucial for budgeting, compliance, and employee satisfaction.
From major holidays to key compliance and ACA deadlines, here’s everything you need to know about important HR dates for 2025.
With the deadline for filing and distributing 1095-C forms approaching, staying organized and compliant is essential for both employers and employees. This guide combines key information and frequently asked questions to ensure you’re prepared for the upcoming tax season.
A strong paid time off (PTO) policy helps retain current talent and attract prospective candidates. Not to mention that employers also provide PTO as a way to combat employee burnout, increase productivity, and boost morale. From what it is to how it works, read on to learn the basics of PTO.
To employees, payroll may seem pretty straightforward. Employers, on the other hand, know how complicated payroll can get, especially when it comes to withholding taxes.
To make payroll a little less daunting, this blog covers what you need to know about withholding, including how it differs from deductions and some special cases to consider—such as bonuses, commissions, and other supplemental wages.
For most organizations in the United States, Q4 means juggling the end of the fiscal year, a swarm of holiday PTO requests, and deadlines for yearly goals—all while navigating your employees’ Open Enrollmentperiod.
To keep ahead of the curve and stay organized during this chaotic season, read on for our foolproof Open Enrollment guide.
On November 15, 2024, the Federal District Court for the Eastern District of Texas invalidated the 2024 Department of Labor (DOL) rule that would have raised the salary threshold for executive, administrative, and professional employees to qualify for exempt status starting July 1, 2024. The rule also included a planned increase for January 1, 2025.
Navigating healthcare benefits can feel like a maze of acronyms, rules, and options. Among the most popular and powerful tools for managing medical expenses are Health Reimbursement Arrangements (HRAs) and Health Savings Accounts (HSAs). Both offer tax advantages and can help you save money on healthcare costs, but they function in different ways and have distinct eligibility requirements.
One of the most important forms HR pros will encounter is IRS Form 941, the Employer’s Quarterly Federal Tax Return. The IRS uses Form 941 to determine how much an organization has withheld from its employees’ wages each quarter. In this blog, we will address the key components of Form 941 to provide readers with a clear understanding of this important tax responsibility.
HR pros know that compliance is crucial to their organization’s success. Although you may prefer to focus on more strategic objectives—such as recruitment, retention, or performance management—compliance should be a priority. Otherwise, your organization’s bottom line could be eaten up by federal fines.
To simplify compliance, here’s what you need to know about benefits notice requirements for 2025.
The modern workplace is a dynamic arena where four distinct generations—Baby Boomers, Gen X, Millennials, and Gen Z—collide, collaborate, and occasionally clash. With four distinct generations now shaping professional environments, there’s never been a more diverse mix of values and expectations in the workplace. As a member of Gen Z starting to carve out my own career, I often find myself navigating these generational differences, which can sometimes feel like a challenge but also an opportunity to innovate and create new ways of collaborating.
Providing health benefits is one of the most important ways small businesses can attract and retain top talent. However, for many small employers, the financial burden of offering traditional group health insurance is a consequential barrier. Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) is a flexible, cost-effective solution that helps small businesses provide their employees with valuable healthcare benefits without breaking the bank.
Life can be unpredictable, and while we hope to stay healthy and active throughout our careers, unexpected injuries or illnesses can happen at any time. When the unexpected strikes,
disability insurance
provides a safety net for employees. Whether you’re just starting your career or you’ve been in the workforce for years, it’s important to understand disability insurance options and why they are a crucial part of your financial plan.
Short-Term Disability
As the name suggests, short-term disability insurance provides temporary income to employees experiencing brief stints of work leave. Below is an overview of short-term disability.
Duration of Coverage: Short-term disability plans typically cover an employee for 3-6 months; however, each policy is nuanced. The length of coverage depends on the policy and state provider.
Qualifying Period: The typical qualifying period for short-term disability is 14 days. A qualifying period is also known as a waiting or elimination period. It defines the amount of time that an employee must wait for coverage approval. The period begins the day the employee becomes disabled, not the day the claim is filed.
Benefit Amount: Short-term disability policies typically pay 40-70% of an employee’s pre-disability income.
Common Uses: Childbirth, surgery recovery, and temporary illnesses
Long-Term Disability
Long-term disability insurance, on the other hand, is designed to provide financial support for a much longer period of time to account for severe or prolonged injury.
Duration of Coverage: Long-term disability plans are built to cover employees for years. Two years is typically the minimum, but employees can be covered until retirement age at 65.
Qualifying Period: Employees using a long-term disability policy must endure a longer waiting period. The qualifying period for long-term disability ranges from 30 to 180 days.
Benefit Amount: Long-term disability policies pay anywhere from 50-80% of an employee’s pre-disability income.
Common Uses: Chronic illness and severe accidents
Is Offering Short-Term and Long-Term Disability Required?
Employers are not required to offer short-term or long-term disability insurance benefits. Similar to paid time off policies, disability insurance is an opportunity for employers to attract and retain top talent.
It is important to remember that employers are required to protect medical leave mandated by the Family and Medical Leave Act (FMLA). The FMLA requires that certain employees receive up to 12 weeks of unpaid, job protected leave. Additionally, health benefits cannot be revoked from employees during this period. FMLA and disability insurance serve different but complementary roles when it comes to taking medical leave. If you are dealing with a medical issue and need time off, understanding both FMLA rights and disability insurance will ensure that you receive both income support and job protection while you recover.
What If an Employer Lacks Disability Coverage?
HR departments should be transparent and open with employees about the absence of disability insurance policies, as this information is critical for employees’ financial planning and well-being. Clearly communicating that disability coverage is not offered allows employees to make informed decisions about their personal insurance needs and seek alternative coverage options if necessary. Additionally, HR professionals should remain informed about supplemental policies. For example, accrual PTO policies can alleviate some of the stress that coincides with disability leave.
Similarly, HR professionals, with their deep understanding of the diverse roles within their company, can be proactive in exploring potential solutions for employees who lack disability coverage, such as offering the option to transition to reduced roles or flexible work arrangements to accommodate employee needs during times of illness or injury.
Additional Resources
You can stay informed, educated, and up to date with important HR topics using BerniePortal’s comprehensive resources:
BernieU—free online HR courses, approved for SHRM and HRCI recertification credit
BerniePortal Blog—a one-stop shop for HR industry news
HR Glossary—featuring the most common HR terms, acronyms, and compliance
Resource Library—essential guides covering a comprehensive list of HR topics
HR Party of One—our popular YouTube series and podcast, covering emerging HR trends and enduring HR topics
Community—the HR Party of One Community forum, a place devoted to HR professionals to ask questions, learn more, and help others
The IRS has announced key updates for the 2025 tax year, including adjustments to tax brackets, 401(k) contribution limits, and FSA maximums. These changes, influenced by inflation, affect taxpayers’ contributions and withholdings. Read on to learn about the updated figures you’ll need to know for the upcoming tax season.
What Is the FLSA?
The Fair Labor Standards Act (FLSA) is a U.S. federal law that establishes standards for minimum wage, overtime pay, recordkeeping, and child labor. For HR professionals, especially those managing smaller organizations, understanding the FLSA is not just a legal requirement but also a key component of fostering a fair and compliant workplace. With evolving work environments and the increasing complexity of employment laws, staying informed about the FLSA is essential to protect both employees’ rights and your organization from potential legal pitfalls.