We Spill 
the Beans

Federal increase blocked. Still $684/week. States may require more.

👉 “Overtime rules are changing — we’ll help you stay compliant at both federal and state levels.”

New DOL 6-factor test raises misclassification risk.

👉 “We’ll review classifications with you so you don’t face penalties.”

👉 “We’ll keep payroll updated with the right minimums, wherever your staff are located.”

If the company uses E-Verify, they can now verify new hires’ IDs remotely through DHS (instead of in person).

👉 “We’ll keep your onboarding compliant, whether you verify I-9s in person or remotely.”

Employers must report new hires to the state within 20 days (some states require sooner). Delays can cause penalties and affect child support enforcement.

👉 “We’ll automate new hire reporting for you, so you never risk fines or missed deadlines.”

As of January 2025, job postings in NY, CA, WA, CO, HI, and IL must include salary ranges. Some states also require details on benefits.

 👉 “We’ll make sure your job postings are set up with the right pay ranges so you don’t risk fines or lawsuits.”

Employees contribute 0.388% of wages, capped at $354.53 annually. Provides 12 weeks of leave at 67% of average weekly wage.

Premium stays at 0.9% of wages, split evenly between employer and employee. Benefits include family, medical, and safe leave.

👉 “We’ll calculate and deduct the right contributions automatically in payroll so you’re always compliant.”

Increases to $176,100 (more wages subject to Social Security tax).

Increased to $0.70 per mile for business travel reimbursement.

Threshold for payment platforms reporting is $5,000 for 2024, with a plan to phase down toward $600 in future years.

👉 “We’ll update payroll settings for these new limits so your reporting is always accurate.”

Employers with 100+ workers in certain industries must electronically file OSHA Forms 300 & 301 each year.

The 2023 expansion was struck down — so the older 2020 standard applies
(less strict, but still a compliance risk for businesses using staffing firms or contractors).

👉 “We’ll keep you informed on what reporting is required so you avoid fines and
labor disputes.”

A recent federal update will require businesses to offer employees access to a retirement plan. This is no longer optional.

“Retirement plans are becoming mandatory. With our current promotion, you can get ahead of the requirement, save money, and give employees the benefits they expect.”