#employee-benefits
Employee Benefits
Discover employee benefit options to attract talent and reduce turnover in small businesses
Should Your Small Business Use a PEO? Co-Employment, Costs, and Liability Explained
A PEO enters a co-employment arrangement that shares payroll tax and compliance liability with your business — pricing runs $40-160 per employee per month or 2-12% of payroll, and IRS CPEO certification determines whether the PEO fully absorbs federal tax liability.
Small Business Health Insurance in 2026: Why Premiums Are Up 11% and What Your Options Are
Small-group health insurance premiums are rising a median 11% for 2026, with single coverage averaging $703 a month and family coverage near $2,000 per employee. Here's why costs are spiking, how level-funded plans, QSEHRA, and ICHRA compare to traditional group coverage, and a five-question framework for deciding before your renewal deadline.
The Long-Term Part-Time Employee Rule: Why Your 401(k) Eligibility Tracking Needs an Update Right Now
Under SECURE 2.0, any employee who works 500+ hours in two consecutive 12-month periods and is 21 or older must be allowed to defer into your 401(k) — even if your plan requires 1,000 hours. Here's what the IRS's final LTPT regulations require, who qualifies, and the rolling two-year hours-tracking system small businesses need to avoid missed-deferral corrections.
Split-Dollar Life Insurance, Explained: How Business Owners and Key Employees Share the Cost of a Policy
Split-dollar life insurance is an agreement — not a policy type — for an employer and a key employee to divide the premiums, cash value, and death benefit of one permanent policy. This guide compares the two structures (collateral assignment vs. endorsement), explains how the IRS taxes each under the economic benefit and loan regimes, why premiums are never deductible, and how to book the arrangement correctly from day one.
California's SB 642 Just Redefined "Wages": What the 2026 Pay Equity Law Means for Your Payroll Records
Effective January 1, 2026, California's SB 642 expands the Equal Pay Act's definition of wages to cover bonuses, stock options, allowances, hotel accommodations, and travel reimbursements — and lets each paycheck restart the three-year claim clock, with back pay recoverable up to six years. Here is what changed and a practical compliance checklist for small employers.
The SECURE 2.0 Startup 401(k) Tax Credit: How to Claim Up to $15,000 for Launching a Retirement Plan
SECURE 2.0 gives small employers three stackable federal tax credits for starting a retirement plan — up to $5,000 per year for three years in startup costs, up to $1,000 per eligible employee in contribution credits, and a flat $500 per year for auto-enrollment — all claimed on IRS Form 8881. Here's who qualifies, how the five-year phasedown works, and how the credits compare against state auto-IRA mandates in 2026.
California AB 406: Paid Sick Leave Now Covers Jury Duty and Crime-Victim Court Dates — and the Civil Rights Department Is Enforcing It
California's AB 406 lets employees use accrued paid sick leave for jury duty, subpoenaed witness testimony, and crime-victim judicial proceedings — expanded January 1, 2026 to cover plea hearings, sentencing, and release decisions — while enforcement moves from the Labor Commissioner to the Civil Rights Department. Here's what every California employer, regardless of size, must update.
Massachusetts Secure Choice: What the Mandatory Retirement Savings Bill Means for Small Businesses
Massachusetts's House passed the Secure Choice Savings Program 148-2 on July 8, 2026, mandating auto-enrollment Roth IRAs for employers with 25+ workers — 6% default contributions, $250-per-employee penalties, and a qualifying-plan exemption small businesses can use to opt out entirely.
New Hampshire's HB 1433 Child Care Tax Credit: What Employers Can Claim Against BPT and BET
New Hampshire's HB 1433, signed July 9, 2026, creates a Child Day Care Creation Tax Credit worth 50% of qualifying costs against the Business Profits Tax and Business Enterprise Tax, capped at $5 million statewide with a four-year carryforward. Here is who qualifies under the 12-slot rule, how it differs from HB 1634, and what to track before 2028 filings.
SECURE 2.0's Paper Benefit Statement Rule: What the DOL's Temporary Relief Means for 401(k) Plan Sponsors
SECURE 2.0 requires 401(k) and other defined contribution plans to mail at least one paper benefit statement per year starting with plan years after December 31, 2025. With Q1 2026 statements due around May 15 and the DOL's implementing rule still a proposal, Field Assistance Bulletin 2026-02 pauses enforcement for plan sponsors who comply in good faith — here's what small businesses must still do.
Safe Harbor 401(k) Plans in 2026: How Small Businesses Skip Nondiscrimination Testing
A safe harbor 401(k) automatically passes IRS ADP/ACP nondiscrimination testing in exchange for a fixed employer contribution — a 3% nonelective or a match of up to 4%. Here's how the three formulas compare in cost, the December 1 retroactive adoption deadline, and the 2026 limits ($24,500 deferral, $72,000 total additions, mandatory Roth catch-ups for high earners).
Do Quarterly Bonuses Require Overtime Recalculation? DOL Opinion Letter FLSA2026-6 Explains the Exception
DOL Opinion Letter FLSA2026-6 (May 28, 2026) confirms that a quarterly bonus paid as a fixed percentage of total earnings — straight-time plus overtime — satisfies FLSA overtime requirements under 29 CFR § 778.210 with no workweek-by-workweek recalculation. Here are the four conditions the exception depends on and a compliance checklist for small businesses.