#payroll
Управление на заплати, обработка и съответствие за бизнеси от всякакъв размер
A 2.5% CMS cut to OT evaluation codes, a $2,480 KX modifier threshold, and the 8-minute rule all shape 2026 revenue for occupational therapy private practices, and each one requires a specific change to how the books are kept.
Illinois's Biometric Information Privacy Act requires a written policy, notice, and signed consent before any fingerprint, palm-vein, or facial-recognition time clock scans an employee, with damages of $1,000–$5,000 per violation and similar consent rules now spreading to Texas, Washington, and roughly twenty other states.
California's SB 648 takes effect January 1, 2026, giving the Labor Commissioner direct authority to fine employers $250 to $1,000 per violation for deducting credit card processing fees from employee tips, a practice already banned under Labor Code Section 351.
Commercial diving companies that depreciate saturation systems on a flat calendar schedule, lump hazard pay and depth pay into a single wages line, or book topside support crew as overhead routinely misprice their bids — this guide covers usage-based depreciation for saturation gear, the diver pay stack, and job-costing topside labor specific to commercial dive operations.
The Main Street Depositor Protection Act (S. 4198) would raise FDIC coverage for noninterest-bearing business payroll accounts to between $250,000 and $5 million, up from today's flat $250,000 limit, but the bill had not passed Congress as of March 2026.
The Department of Labor's October 2025 H-2A rule replaced the flat state AEWR with a two-tier OEWS-based wage system and a new housing credit of $0.71 to $3.18 per hour, projected to save U.S. farms $2.4 billion a year — but it requires separate pay codes by skill level and documented job orders to survive an audit.
Illinois excludes employer 401(k) matching contributions from state unemployment insurance (SUI) taxable wages for contributions made after June 30, 2026, under an amendment to 56 Ill. Adm. Code 2730.155; employee deferrals remain taxable, and the change aligns Illinois with existing federal FUTA treatment.
Illinois' Family Neonatal Intensive Care Leave Act takes effect June 1, 2026, requiring employers with 16 or more employees to provide 10 to 20 days of unpaid, job-protected leave for children hospitalized in a NICU, with civil penalties up to $5,000 per affected employee.
Starting with tax year 2026, employers must separately report qualified overtime compensation on Form W-2 using Box 12, Code TT — but only the FLSA-required premium half of overtime pay qualifies, capped at $12,500 for single filers and $25,000 for joint filers.
Washington employers must withhold 0.58% of gross wages with no cap for the WA Cares Fund, the state's employee-funded long-term care program that began paying benefits up to $36,500 per worker in July 2026, and file combined quarterly reports with the Employment Security Department.
California employers with 100 or more employees must file a pay data report with the Civil Rights Department by May 13, 2026, using a snapshot pay period between October and December 2025, or face civil penalties of $100 to $200 per employee.
Virginia's 2026 employment law changes require salary ranges in job postings, extend Human Rights Act coverage to employers with five or more employees, void non-competes lacking a severance clause, and lower the RetirePath Virginia auto-IRA threshold to five employees, with penalties reaching $10,000 per violation.
