Colorado FAMLI 2027: Premium Rate Drops to 0.86%
Colorado FAMLI 2027 premiums drop to 0.86% of wages on January 1, 2027, split evenly at 0.43% for employers and employees. Here’s what changed, who pays and the 2027 wage cap.
Colorado FAMLI 2027 premiums drop to 0.86% of wages on January 1, 2027, split evenly at 0.43% for employers and employees. Here’s what changed, who pays and the 2027 wage cap.
Washington PFML 2027 takes effect January 1, 2027, with a 1.2% premium rate, a new 29.3% employer and 70.7% employee split, and a $192,300 wage cap. Here’s what changes under 2SHB 2345 and what employers need to do before the first 2027 payroll.
Massachusetts PFML contribution changes take effect January 1, 2027. Employers will pay 60% of the family leave contribution, the small-employer exemption moves to family leave, and staffing agencies must file separately for each client employer. Here’s what changes and the one date still outstanding.
Maryland FAMLI brings new registration, payroll contribution, reporting, and employee notification requirements for staffing agencies. Here’s what staffing firms need to know about the latest requirements, key deadlines, and the program’s 2027 rollout.
Several Virginia employment law changes will take effect on July 1, 2026, creating new compliance requirements for employers across the Commonwealth. From wage transparency rules and salary history restrictions to expanded wage and hour liability, restrictive covenant limitations, minimum wage increases, and future paid family and medical leave obligations, employers should begin preparing now. Learn what these Virginia Employment Law Changes 2026 mean for your organization and the steps you can take to remain compliant.
California is ushering in a wide range of employment law updates for 2026 that employers need to understand. The changes touch on pay transparency, paid leave protections, union rights, wage enforcement, recordkeeping, and expanded employee notifications. With the statewide minimum wage rising and several new compliance requirements taking effect, businesses may need to revisit policies, update HR procedures, and ensure they remain aligned with the state’s evolving labor regulations.
The 2025 Reconciliation Legislation, often referred to as the “One, Big, Beautiful Bill Act,” introduces several tax updates that will impact individuals and businesses in the coming years. While many provisions from the 2017 Tax Cuts and Jobs Act are made permanent, the legislation also adds new deductions and tax benefits, including relief for overtime pay, tips, car loan interest, and seniors. As implementation continues, understanding how these changes affect income taxes, credits, and deductions will be important for taxpayers preparing for the 2025 filing season and beyond.
Washington PFML 2026 raised the Paid Leave premium to 1.13% and expanded job protection to employers with 25 or more employees. Here’s what it costs and what it means for staffing firms.
New York’s Paid Family Leave (PFL) program continues to expand employee benefits while placing important responsibilities on employers operating in the state. The program requires most private employers with New York employees to provide Paid Family Leave coverage once eligibility thresholds are met. With employee-funded payroll contributions and specific compliance requirements, including insurance coverage, workplace notices, and proper reporting, employers must stay informed to ensure they remain aligned with the state’s evolving leave regulations.
Oregon has introduced new payroll disclosure requirements that will take effect on January 1, 2026, requiring employers to provide clearer and more detailed explanations of pay and deductions at the time of hire. The legislation is designed to improve transparency and help employees better understand how their wages are calculated. Employers operating in Oregon should review these expanded requirements and update their onboarding and payroll documentation to ensure compliance before the new rules take effect.