Connecting with Compliance

This month’s update includes the following, and more:

• IRS Extends Transition Relief for PFML Tax Obligations
• Updates to Delaware Paid Leave and Washington PFML Regulations
• New Notice Requirement in California in 2026
• 2026 Paid Family and Medical Leave (PFML) Rates, Benefits and Required Notices

This month’s update includes the following, and more:
• New York City Earned Sick and Safe Time requires additional leave in 2026
• Accrued paid leave laws in St. Paul and Minneapolis, MN are amended to align with state law
• Important Reminders
• 2026 Paid Family and Medical Leave (PFML) Rates, Benefits and Required Notices

Addressing situations where an employee exhausts their FMLA leave but remains unable to work requires navigating ADA accommodations, state and company leave options, and benefits impacts, while ensuring clear communication and compliance to support employees and minimize risks. This blog post provides detailed guidance on effectively handling these complex situations.

This month’s update includes the following, and more:

• Highlights of the One Big Beautiful Bill Act’s effect on employment benefits
• Updates on PFML laws in Colorado, Connecticut, Delaware, D.C., Maine, Minnesota, New York, Oregon and Rhode Island
• Missouri’s Earned Paid Sick Time Repeal, plus amendments to various other accrued paid leave laws
• Updates to Leave and Accommodations laws in Illinois, Puerto Rico, Rhode Island and New Hampshire

Get up to speed on Maine’s upcoming Paid Family and Medical Leave program. Discover what makes it unique, key dates to watch for, and how it compares to other states’ laws. Perfect for employers looking to stay compliant and prepared for the launch.

Explore the cost implications of insourcing versus outsourcing leave administration in our latest blog post. Understanding the financial impacts is essential as employers navigate leave management complexities. This analysis covers costs at various phases and provides guidance on where to start your discussions, enabling you to align your leave administration strategy with your business objectives.

This month’s update includes:

• Last minute amendments to Michigan’s Earned Sick Time Act (MI ESTA)
• Action required for Maine Paid Family and Medical Leave (ME PFML)
• Proposed effective date delays for Maryland Family and Medical Leave Insurance (MD FAMLI)
• Contribution rate change for Minnesota Paid Leave (MN PL)

Learn about the importance of manager training in handling employee leave of absences and accommodations. This blog discusses the challenges managers face, such as the complexity of leave laws and inconsistent training. It also offers practical strategies for effective training programs that help managers support their teams and ensure compliance.

Exploring the evolving landscape of remote work reveals its significant impact on leave of absence (LOA) and accommodation policies, especially as organizations transition back to in-office environments. These shifts are reshaping the nature of LOA and accommodation requests, with a particular focus on mental health considerations that have become increasingly prominent.

The growing trend of unlimited PTO offers employers a flexible approach to time off that can enhance employee satisfaction and reduce administrative burdens. However, organizations considering this shift must carefully evaluate the associated benefits and challenges, including compliance considerations and effective communication strategies.

This month’s update includes:

• Last minute amendments to Michigan’s Earned Sick Time Act (MI ESTA)
• Action required for Maine Paid Family and Medical Leave (ME PFML)
• Proposed effective date delays for Maryland Family and Medical Leave Insurance (MD FAMLI)
• Contribution rate change for Minnesota Paid Leave (MN PL)

Explore the vital importance of compliance with the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA). Delve into the implications of non-compliance while considering how effective accommodation processes can create a more inclusive workplace and enhance overall employee satisfaction.