#payroll
Управление на заплати, обработка и съответствие за бизнеси от всякакъв размер
The DOL's February 2026 proposed rule would rescind the 2024 six-factor independent contractor test and replace it with a two-core-factor economic reality test resembling the 2021 rule — here's what changes, what stays the same, and what businesses that hire freelancers should document now.
Connecticut's paid sick leave law now covers employers with 11 or more employees as of January 1, 2026, dropping to zero threshold by 2027, while 17 states plus D.C. mandate some form of paid sick leave with accrual typically at one hour per 30 hours worked.
US H-2A and H-2B visas in 2026: DHS caps, per-worker costs, and payroll/tax compliance small employers must budget for.
Employer HSA contributions outside a Section 125 cafeteria plan must be identical across comparable employees, or the IRS imposes a 35% excise tax on the full contribution pool, not just the excess.
The IRS now requires e-filing once a business issues 10 or more information returns combined — W-2s, 1099-NECs, 1099-MISCs and more, all counted together. Here's how to count correctly, the $340-per-return penalty for 2026-year returns, when a Form 8508 hardship waiver actually applies, and how to e-file free through IRIS.
New Jersey's Family Leave Act expands July 17, 2026, lowering the employer threshold from 30 to 15 workers and cutting eligibility to 3 months and 250 hours worked, extending job-protected leave to roughly 400,000 more employees.
The "60/40 rule" for splitting S-corp salary and distributions has never appeared in any IRS regulation. What the IRS actually applies is a facts-and-circumstances test — the one that reclassified a CPA's $24,000 salary to $91,044 and cost him $23,000 in back payroll taxes. Here's how to set a defensible number.
The IRS treats crypto wages as property valued at fair market value on the date of receipt — fully subject to income tax withholding, FICA, and FUTA, and reported on Form W-2. Here's how to value payments defensibly, avoid state minimum-wage violations, and prepare for Form 1099-DA cross-referencing in 2026.
Prepaid training packages are a liability, not income — how fitness studios should use deferred revenue accounting, classify instructors under the FLSA economic-reality test, and track the KPIs, like the 70–75% class utilization benchmark, that separate profitable studios from struggling ones.
Section 125 cafeteria plans must pass three IRS nondiscrimination tests each year — eligibility, benefits and contributions, and the 25% key employee concentration test. This guide covers the 2026 thresholds ($220,000 officer and $160,000 HCI compensation, $3,400 FSA and $7,500 DCAP limits), what a failed test costs your top earners, and when a Simple Cafeteria Plan under Section 125(j) lets employers with 100 or fewer employees skip testing entirely.
For 2026 the standard SIMPLE IRA elective deferral limit is $17,000, but employers with 25 or fewer employees (or 26-100 that raise their match) get an enhanced $18,100 limit under SECURE 2.0 — and a rounding quirk means the enhanced-tier catch-up contribution is actually lower than the standard one.
The 2026 Social Security wage base rises to $184,500 from $176,100, pushing the maximum employer-side Social Security tax per employee up $520.80 to $11,439, and resets to zero separately for every employer a highly paid employee joins mid-year.
