Insights that keep you connected

More than 55 compliance changes take effect around July 1, and several directly affect how employers manage leave. In New Jersey, paid family and medical leave will extend to employers with 15 or more workers starting July 17, down from

Illinois employers just got a new compliance item to add to the leave playbook: the Family Neonatal Intensive Care Leave Act (NICU Leave Act) is now in effect, providing unpaid, job-protected leave for employees whose child is in the NICU.

A $30,000 DOL finding at the University of Tennessee is a warning every HR team should read carefully. The DOL’s Wage and Hour Division found that the University of Tennessee violated federal law after an employee on approved intermittent FMLA

Ohio could be next to enact a statewide PFML program, and the numbers behind the push are hard to ignore. A bipartisan bill introduced in the Ohio Senate would create a state-run paid leave insurance program offering up to 14

Outsourcing FMLA administration to a TPA doesn’t transfer your compliance liability, a federal court just made that clear. In Severson v. S.C. Johnson & Son, an employee on approved intermittent FMLA leave repeatedly could not reach the company’s TPA by

A lawsuit against Salesforce is a reminder that FMLA retaliation risk doesn’t always look obvious. A former Salesforce employee alleges the company deliberately engaged with one of his clients during his approved FMLA leave to build a negative record, then

Virginia just became the latest state to enact a paid family and medical leave program, and employers need to start preparing now. Virginia’s new state-administered PFML program will require payroll contributions from employers and employees beginning April 1, 2028, with

Illinois just created a new category of protected leave, and it takes effect June 1. Illinois’s Neonatal Intensive Care Leave Act (NICLA) requires employers with 16+ employees to provide unpaid, job-protected leave for parents with a child in the NICU,

Not all paid family leave programs are created equal, and the difference matters more than most employers realize. What’s emerging across state legislatures is a paid leave landscape that is anything but uniform, and it has real implications for how