BLOG

Filter By:

Sneaky HR Tasks Eating Your Time (and How to Fix Them)

It’s time to tackle those sneaky HR time thieves and take back your calendar. Here’s how.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

These tasks shouldn’t take up your workweek. But when systems fall short, they do. If you’re a small or mid-size business owner or HR leader, you probably didn’t get into this role because you love tracking down time-off requests, chasing signatures, or answering the same benefits question 14 times.

And yet… here we are.

Studies show that small business owners spend about 16 hours (or two full days) per week on HR-related administrative work.

Most businesses lose valuable time to the slow drip of small, repetitive “this will only take a minute,” tasks that quietly eat up the workweek. Add them up, and suddenly your strategic HR goals, like recruitment, retention, and leadership development, get pushed aside.

Here are some of the most common areas that may be draining your time.

Time-Consuming HR-Related Tasks

They seem small. But over time, these tasks drain your attention, your energy, and your progress.

1. Repetitive Tasks and Rework

Every time you hunt down a missing signature or resend login details, you lose time you could be using elsewhere. The common offenders? Answering the same employee questions over and over:

“How do I add my baby to insurance?”
“When do benefits start?”
“How many PTO days do I have left?”

Sound familiar?

Individually, these are quick answers. Collectively? They’re a constant interruption machine. When you stop to respond, you lose focus, break momentum, and push higher-value work further down your list.

🛠️ How To Fix It: Uncover the pain points. Which areas are bogging down the process due to repetition? Where can you create a self-service culture? This can mean establishing a simple internal HR hub (in your intranet, shared drive, or HR platform), short FAQs on benefits, PTO, payroll timing, and onboarding, or short videos that walk through routine processes.

Then, train employees to go there first. When someone asks a repeated question, send the link along with your answer. Over time, behavior shifts. HR becomes a source, not a help desk.

2. Correcting Payroll Errors

The latest software makes running payroll seem easy, but if something goes wrong, the liability is still yours. Miscalculating pay, outdated tax information, and manually tracking time off are time-consuming to fix, hard to catch, and expensive if you don’t, not just in terms of costs but also in lost time and eroded trust among your workers.

🛠️ How To Fix It: Automate what you can. Look for tools that let employees request time off directly, route approvals to managers, automatically update balances, and sync with payroll.

When automation handles the basics, HR shifts away from data entry to policy guidance. You’ll still handle exceptions, but you won’t be stuck crunching numbers late at night.

Or leave it to the experts by outsourcing payroll to an IRS-certified PEO. A PEO can simplify the payroll process with a cloud-based payroll portal for employers, online employee access to pay stubs, W-2s, benefits info, employee handbooks, and secure, paperless direct deposits. They can also take care of onboarding, payroll taxes, IRS deposits, benefits administration, compliance guidance, and provide HR support.

3. DIY Compliance Monitoring

Labor laws change constantly. Posting requirements update. Salary thresholds shift. Leave laws multiply. Keeping up with shifting deadlines, state-level compliance requirements, and studying the IRS’s recently updated guidance under the One Big Beautiful Bill Act. Trying to monitor all of this yourself is not only time-consuming – it’s also stressful.

One misstep can be costly. In 2025, the Department of Labor’s Wage and Hour Division recovered more than $259 million in back wages for nearly 177,000 employees. That’s an average of $1,465 per worker (the most since 2019).

🛠️ How To Fix It: Don’t carry compliance alone. Get expert help by partnering with a professional. Whether it’s through a PEO, outside counsel, or a compliance partner, get support that keeps you updated on requirements that apply to your business.

You’ll need advice on tricky employee situations, alerts on multi-state regulatory changes, new pay transparency rules, evolving paid leave requirements, changing wage-and-hour laws, new employment-related laws on AI, and much more.

🚀 Pro Tip: Stay compliant with our HR Checklist covering the latest updates and deadlines related to compliance, benefits, payroll, and general HR that you need to take care of each quarter. Download your free HR Checklist ➡️ HERE

4. Updating Employee Data in Multiple Places

Name changes. Address changes. Promotions. New pay rates. If you’re entering the same update into payroll, benefits, retirement platforms, and internal trackers, you’re doing triple-plus work and increasing the chance of errors.

🛠️ How To Fix It: Integrate your systems, invest in HR technology, or work with a PEO. A unified HR platform can help connect payroll, benefits, time tracking, and employee records, among other things.

With better integration, changes flow through automatically. That means fewer entries, fewer errors, and more free time.

5. Handling Every Employee Issue Personally

When you’re the only go-to for every conflict, complaint, or issue, your day gets hijacked fast. Some things absolutely belong with HR. But many could be resolved earlier and better by trained managers.

🛠️ How To Fix It: Upskill your managers by teaching them to give feedback, handle minor conflicts, and document specific issues. This doesn’t remove HR from the process; rather, it elevates the role, moving them from firefighter to advisor.

Stop the HR Busy Work, Amplify Your Impact

Normalizing HR busy work has real consequences, including burnout. Your top performers may feel overwhelmed by constant overtime or pressure to meet demands. It also creates dependence on key team members, making it difficult to delegate when only a few people hold essential knowledge or responsibilities.

Maintaining inefficient processes limits growth, slows project delivery, and prevents your team from focusing on strategic initiatives. 🛠️ How To Fix It: Partnering with an IRS-certified PEO can help. By taking on time-consuming tasks, PEOs help small businesses get back more time to focus on productivity and growth. In addition to saving time, a PEO can also save your business money by identifying inefficiencies, streamlining HR processes, and helping you make critical cost-cutting decisions.

Studies show that businesses working with a PEO:

☑️Grow twice as fast and are 50% less likely to go out of business

☑️Have a 12% lower employee turnover rate

☑️Have an ROI of 27.2 % per year, based on cost savings alone

☑️Experience double the a nnual median revenue growth, with an added 16% increase in profitability

If you constantly feel behind, the fix isn’t more hustle. It’s better tools, clearer processes, and the right support. A PEO can help you stop the small stuff from piling up, so you can invest your time where it matters most. And if you need help, just give us a call at📱 800-446-6567

Find Out What a PEO Can Do for You

If you’re a small to mid-sized business, a PEO can lighten your workload and strengthen your operations. Imagine focusing on growth while experts handle your payroll, taxes, benefits, HR, and compliance.

⬇️Read more about the advantages of working with a PEO in our series:

🔷 HELP WANTED: HR Team or PEO Partner

Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast.

Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. ➡️Link #1Link #1Read More

🔷 NEW RESEARCH: More Small Businesses Are Turning to PEOs

Compelling research from the National Association of Professional Employer Organizations (NAPEO) shows that PEOs are helping small businesses scale – a game-changer in 2026.

Working with a PEO isn’t about outsourcing; it’s about upgrading how you manage HR. It’s about investing in smarter growth, happier employees, and peace of mind. In a business world that’s only getting more complex, that’s a benefit worth having on your side. Thousands of successful businesses are already doing it – and the data proves it works. ➡️Link #2Link #2Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com

Featured

The Productivity Playbook: How to Turn Outsourcing into a Strategic Win

Here’s your game plan for turning outsourcing into a winning streak.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

Productivity is the secret sauce that separates teams stuck on the sidelines from those with winning streaks. Chances are you’re juggling hiring, compliance, benefits, culture, and about a dozen other priorities . . . all while the clock keeps ticking.

➡️➡️Link #1Link #1Link #1Read More: HR Forecast: What’s Changing & How To Get Ready

Your power play? Outsourcing. When used strategically, it boosts productivity, streamlines operations, and frees you up to focus on what actually moves the scoreboard – your bottom line.

First Quarter: What Productivity Really Means

In HR, productivity isn’t about sprinting faster – it’s about running the right plays at the right time.

True HR productivity means delivering meaningful outcomes with minimal wasted effort. Speed matters, sure, but impact matters more.

Fast hiring doesn’t matter if turnover remains high. Smooth payroll is great . . . unless errors keep forcing replays.

At its core, productivity is about consistent, high-quality execution that supports your business year-round.

Here’s the basic stat line. The fundamental formula HR teams use looks like this: Productivity = Total Output / Total Input.

📤Output: Projects completed, revenue generated, goals achieved

📥Input: Labor hours, number of employees, or financial costs

It’s simple math but powerful when you track the right metrics.

Why HR Productivity Is For Champions

When HR productivity is dialed in, your entire team plays better.

Here’s what that looks like on the field:

🎯Better Employee Experience. Faster responses, smoother onboarding, clearer policies – all retention fuel.

🎯Stronger Compliance Defense. Mistakes lead to fines, audits, and penalties – that’s expensive. Productive HR keeps risk off the scoreboard.

🎯Scoring Efficiency. In the Red Zone, the stakes are high, and scoring opportunities significantly increase. When your HR team isn’t buried in paperwork, they can make a more strategic impact by focusing on culture, performance, and growth.

🎯Leadership Trust. HR shifts from order-taker to trusted partner.

The results? A productive HR function is the engine that keeps your people – and your business – moving forward.

The Stats Don’t Lie: Proof from the League

The data backs it up:

➡️Flexibility & Remote Work. A Gartner report finds that 43% of employees working flexible hours say they are more productive. Gallup found that fully remote workers report the highest engagement levels.

➡️Engagement Matters. Highly engaged teams are 17% – 21% more productive than disengaged ones.

➡️The Productivity Gap. Top-tier companies grew more productive, while others saw declines due to inefficient collaboration and low engagement.

🎯Winning teams don’t guess; they measure, adjust, optimize, and power up.

The Box Score: Common HR Productivity Metrics

To know how your team is performing, you need the right stats:

📊 Output Metrics. Revenue per employee, output per hour, goals completed vs. assigned

📊 Efficiency Metrics. Time spent per task, employee utilization

📊 Quality Metrics. Accuracy and impact, not just speed

📊 Engagement Indicators. Engagement scores and absenteeism.

📊 Financial Metrics. Total Cost of Workforce (TCOW)

These numbers tell you whether your plays are working and what needs to be redesigned.

Second Half Adjustments

This is where smart teams pull ahead. One of the most effective strategies? Outsourcing to a Professional Employer Organization (PEO).

A PEO helps improve productivity by offloading time-consuming tasks while strengthening the entire employee lifecycle through MVP expertise and next-level HR tech.

🔥Think of it as adding multiple Tom Bradys to your roster.

THE GAME PLAN

Play #1: Reallocate Resources to Core Strengths

The fastest productivity gain comes from freeing your teams from admin overload. By outsourcing, you get:

✅Time Savings. Business owners can spend 20+ hours per month on HR admin-related tasks. Outsourcing frees up time for growth, sales, and strategy.

✅Administrative Relief. Payroll, benefits enrollment, and multi-state compliance tasks move off your plate and into expert hands.

✅A Team of MVPs. Outsourcing gives you access to a team of pros, ready to help when you need it.

Play #2: Build a Deeper Talent Bench that Flexes

An engaged workforce is naturally more productive.

💼 Lower Turnover. Companies using PEOs see 10%–14% lower turnover, reducing disruptions and retraining time.

💼 Big-league Benefits. PEOs provide access to Fortune 500-level benefits, boosting satisfaction and engagement.

💼 Faster Onboarding. Streamlined onboarding helps new hires get in the game.

Play #3: Upgrade Your Tech Stack

PEOs give small and mid-sized businesses access to advanced HR technology without the big-ticket price tag.

📊 Automation. Payroll and tax automation reduce errors and time-consuming fixes.

📊 Employee Self-service. Employees handle PTO, pay stubs, and benefits updates themselves with fewer interruptions for HR.

Play #4: Strengthen Your Compliance Defense

Compliance isn’t optional and managing it internally can drain focus fast. With a PEO on your team, you get:

🛡️Expert Guidance. A team of HR pros helps prevent fumbles and penalties. PEOs stay on top of federal, state, and local regulations, including ACA and FMLA.

🛡️Safety Programs. Proactive safety audits reduce workplace incidents and business disruption.

Play #5: Win on the Scoreboard

All these efficiencies lead to real, measurable stats:

🏆Faster Growth. Businesses using a PEO grow 7% – 9% faster than those that don’t. And are 50% Less Likely to Go Out of Business

🏆High ROI. The average annual return on investment is 27.2% based solely on cost savings.

💥That’s not just a win – it’s a blowout. It’s the stuff championships are made of.

FINAL CALL: Make Productivity Your Winning Play!

How far can you go? Productivity isn’t a one-time drill – it’s a GOAT mindset.

When you measure what matters, optimize repetitive work, and outsource strategically, you’re not just working faster . . . You’re working smarter. That’s for legends.

🔥Outsourcing is no rookie move. It’s a strategic productivity partner that helps HR shift from scrambling to scoring. And keeping that winning streak hot.

Ready to Turn HR into a Powerhouse?

Ready to hear your crowd ROOOAAARRR? 🎉 This power playbook is your first step.

➡️If you need some coaching or a huddle about your productivity game plan, we’ve got you all the way to the Super Bowl winning streak and beyond – just give us a call.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance, risk, and other HR functions in ways that maximize efficiency and reduce costs. To learn more, visit propelhr.com

Featured

Scaling Smart: How a PEO Prepares Your Business for Growth

Is your business growing? Here’s how a PEO becomes a powerful advantage as you gear up for bigger things.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

If you run a small or midsize business, you already know growth is exciting, yes — but also unpredictable, and sometimes overwhelming. That’s exactly why more business owners and HR leaders are choosing Professional Employer Organizations, or PEOs, not just to outsource HR tasks, but to grow smarter, faster, and more sustainably.

The Top 10

A PEO helps you scale without letting the behind-the-scenes stuff collapse under the weight of bigger payrolls, more onboarding, greater compliance risk, and higher employee expectations. It’s like adding an entire HR department overnight, minus the overhead and recruitment scramble. A few advantages include:

1. You Get HR Infrastructure Before You Actually Need It (Which Is Exactly When You Need It)

Most small businesses don’t feel the pain of HR complexity until it’s too late. Payroll errors start multiplying, employees want benefits you’re not equipped to provide, and suddenly you’re Googling state labor laws at 11:30 p.m.

A PEO lays the foundation before those cracks show. Payroll scales without drama. Whether you have 10 people or 110, payroll stays smooth, compliant, and on time. Onboarding becomes a real process and not a scramble. Templates, checklists, digital forms, background screening, and automated workflows ensure consistency as you grow. Policies adjust proactively. A PEO helps you build employee handbooks, update them with new laws, and create clear rules that reduce risk as your headcount increases.

2. A PEO Delivers the Big-Company Benefits Employees Want

Here’s the part that often surprises business owners: a PEO can give you access to benefits packages typically reserved for much larger companies.

Because a PEO pools together employees across its client base, you essentially get to “buy in bulk,” accessing high-quality benefits at lower rates. That means you can offer your team robust health plans, retirement savings options, and other top-tier benefits typically reserved for larger companies (and top talent expects).

🎯When employees enjoy comprehensive benefits without compromise, your company is seen as a long-term career option. Retention rises, and as every HR pro knows, that’s a growth strategy.

3. Compliance Stops Being a Guessing Game

Growth = risk. New states. New regulations. New employment laws. New reporting requirements.

This is where many small businesses unintentionally step into danger territory. The rules change constantly and the stakes are high.

A PEO becomes your compliance command center:

✅They track federal, state, and local employment laws.

✅They help maintain the required documentation.

✅They ensure new hires are classified correctly.

✅They reduce risk with structured workplace policies.

✅And because of the co-employment relationship, many PEOs also share certain administrative responsibilities – meaning you’re not alone if something goes sideways.

🎯Growing is risky. Growing without compliance support? That’s gambling.

4. HR Technology You Don’t Have to Build Yourself

Scaling is smoother when everything is connected, such as payroll, onboarding, PTO tracking, benefits enrollment, performance management, and reporting. But building your own HR tech stack or licensing multiple vendors gets expensive fast.

🎯A PEO delivers the all-in-one HR command center designed for your business. Better data, better workflows, better decision-making.

5. A PEO Frees Up Time (A Lot of It)

If you’re a business owner, your job is to grow the business, not troubleshoot payroll deductions. If you’re an HR manager, your job is to support the people strategy, not drown in admin work.

A PEO takes on repetitive, time-consuming tasks, such as processing payroll, managing benefits, handling tax filings, and preparing compliance documentation. The more you grow, the more time you reclaim, instead of watching your workload escalate with each hire.

6. You Gain a Team of HR Experts Without Expanding Your Staff

Growing companies don’t always have the luxury of immediately hiring a full HR team — HR generalists, benefits specialists, payroll administrators, compliance officers, recruiters, risk managers, the whole lineup.

A PEO gives you access to exactly those roles, on-demand expertise, without the full-time salary load.

Need help rolling out a new PTO policy? Preparing for benefits renewal? Handling a sensitive employee relations issue? There’s an expert for that. It’s like having a seasoned HR department already onboard, ready to advise you every step of the way.

7. You Become More Attractive to Investors and Partners

Here’s something entrepreneurs don’t always think about: investors love operational maturity. When a PEO is part of your infrastructure, it signals you’re compliant, manage risks well, your HR processes are stable and that you can scale responsibly.

🎯For investors, lenders, and potential partners, a strong HR foundation = reduced risk. And reduced risk makes you a better bet. For acquisitions and rapid growth phases, a PEO can also make integration smoother.

8. A PEO Helps You Build a Better Employee Experience

Growth doesn’t just require more people; it requires keeping the good people you already have on board.

A PEO helps you:

✅Improve communication and access to information.

✅Build modern HR processes that employees trust.

✅Provide competitive benefits

✅Create fair, consistent workplace policies.

🎯A better employee experience leads to lower turnover and higher morale. And in high-growth companies, stability is gold.

9. You Can Expand Into New States With Confidence

Need to hire employees in another state? That’s great for growth, but it creates compliance challenges due to different tax rules and labor law requirements.

🎯A PEO handles all of it, letting you recruit the best talent in any location without losing sleep or risking penalties.

10. You Scale Strategically

Growth can stress your business when operations lag behind headcount. A PEO aligns both, so you’re expanding strategically.

🎯The result? Smooth transitions. Predictable costs. Cleaner processes. Less risk. Happier employees. And more time to focus on what actually grows the business — not on what slows it down.

Growth Is Easier ➡️When You’re Not Doing Everything Yourself

If you’re preparing to scale — or even thinking about it — the question isn’t whether you can handle growth alone. It’s whether you should.

With a PEO, growth is a plan.

A PEO delivers the infrastructure, expertise, and stability that power growing companies, without requiring a major investment or a staff increase.

Ready to see what a PEO can do? We can lighten your workload and help you drive growth, just give us a call at (800) 446-6567 or visit propelhr.com

🎯PEO Series: The PEO Difference🎯

Learn more about how a PEO can help your business in our series:

🔶HR Help Wanted: In-house Team or PEO Partner. Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast. Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. Read More

🔶Navigating Compliance Minefields. Navigating HR compliance can feel like tiptoeing through a minefield — one wrong move can trigger costly consequences. From pay transparency laws to overtime thresholds, new regulations evolve faster than most small HR teams can keep up with. Here’s a look at the top HR compliance challenges and how to avoid turning small missteps into expensive lessons. Read More

🔶New Research Shows Why More Small Businesses Are Turning to PEOs. The data is in! And it shows how partnering with a PEO will be the smartest move for small businesses in 2026. Recently released research from the National Association of Professional Employer Organizations (NAPEO) shows that PEO partnerships are helping small businesses scale. It’s smarter, more efficient, and a game-changer. Here’s what the latest data shows. Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com

Featured

Your Year-end HR Checklist

As we head into the final stretch of 2023, there are a number of important tasks related to payroll, benefits, compliance, and general HR to take care of by the end of the year. Here’s your HR checklist for Q4.

PAYROLL & TAX

File Form 941. File IRS Form 941, Employer’s Quarterly Federal Tax Return, if you paid wages subject to employment taxes. If you deposited all taxes due on time, you have ten additional calendar days to file. IRS Form 941 is due Oct. 31, 2023, for Q3 2023, and Jan. 31, 2024, for Q4.

Schedule Special Bonus Payrolls. Schedule special bonus payrolls and verify that taxable fringe benefits were withheld from paychecks during the year.

Monitor Proposed Minimum Wage Increase. Watch for updates on the proposed exempt minimum wage increase and submit public comments through the federal register by Nov. 7, 2023.

COMPLIANCE

Provide QSEHRA Plan Notice. Applicable small businesses, generally those with less than 50 employees that do not offer a group health plan, can contribute to their employees’ health care costs through a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA). A QSEHRA allows small employers to provide non-taxed reimbursement of certain health care expenses, like health insurance premiums and coinsurance. For QSEHRA plans that begin Jan. 1, 2024, employers must notify employees by Oct. 3, 2023.

Distribute FSA Covered Expenses Reminder. If you offer a Flexible Spending Account (FSA) as part of your benefits program, remind employees to submit receipts and supporting documentation for incurred covered expenses. The deadline to submit 2023 receipts for reimbursement is Dec. 31, 2023. Be aware that some plans may differ, so review your plan’s submission deadlines and other requirements.

Implement New Form I-9. On Nov. 1, 2023, employers are required to use the new Form I-9 to verify employment authorization. To examine I-9’s remotely, visit the USCIS website for more information about requirements and responsibilities.

Review New Requirements of Pregnant Workers Fairness Act (PWFA). Under PWFA, covered employers must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation causes the employer undue hardship. The new law also covers childbirth and related medical conditions, including abortion, birth control, menstruation, lactation, fertility treatments, and miscarriage.

PWFA applies only to accommodations and does not replace federal, state, or local laws covering workers affected by pregnancy, childbirth, or related medical conditions, including:

Title VII and the ADA, both enforced by the EEOC
Family and Medical Leave Act of 1993 and PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act), both enforced by the Department of Labor

Conduct Non-discrimination Testing. Non-discrimination testing is a set of IRS tests that reviews the fairness of an employer’s benefit plan. Employers who offer a 401K, 125 Premium Only Plan (POP), and flexible spending account (FSA) must conduct non-discrimination testing on the last day of their plan year to ensure that benefits are available to all eligible employees under the same terms. By conducting early tests, you can modify plans accordingly. The deadline for calendar year plans is Dec. 31, 2023.

Review New OSHA Rule on Injury Data. OSHA’s new rule requires applicable employers in designated high-hazard industries to electronically submit information from their Form 300, Log of Work-Related Injuries and Illnesses, and Form 301, Injury and Illness Incident Report, to OSHA once a year. These submissions are in addition to Form 300A, Summary of Work-Related Injuries and Illnesses. The new rule, which takes effect on Jan. 1, 2024, applies to employers with 100 or more employees in designated industries.

Prepare and File 2022 EEO-1 Report. The 2022 EEO-1 Component 1 data collection report opens Oct. 31, and applicable employers must file by Dec. 5.

Prepare for New Federal, State, and Local Employment Laws. New employment laws and changes often go into effect on Jan. 1, 2024. Review applicable laws in the states you operate in and/or have employees working and prepare to be compliant by Jan. 1, 2024. For example, this may include state minimum wage increases and new leave laws.

BENEFITS

Review 2024 ACA Affordability Thresholds. Review your employee health plan to ensure it satisfies the Affordable Care Act (ACA) affordability threshold requirements. The affordability threshold is the highest percentage of household income an employee must pay for monthly health insurance plan premiums, based on the least expensive employer-sponsored plan offered that meets the minimum essential coverage requirements required under the ACA.

The IRS lowered the 2024 affordability threshold requirements, or cost-sharing limit, to 8.39% of an employee’s household income. This percentage is down from the limit of 9.12% set in 2023. The adjusted threshold percentage applies only to a plan year — not a calendar year. Non-calendar-year plans must use 9.12% to determine affordability in 2024 until their new plan year starts.

Distribute Annual Medicare Part D Notice. If you provide prescription drug coverage, you must distribute a creditable coverage notice, Medicare Part D Notice of Creditable Coverage, to plan participants by Oct. 14, 2023. Employers offering prescription drug coverage are also required to annually disclose to CMS the plan’s creditable status within 60 days of the start of the plan year.

Distribute Annual Compliance Notices. Each year, applicable employers are required to distribute certain compliance notices to employees. Examples include a Summary of Benefits and Coverage (SBC), privacy practices on personal health information (HIPPA), the Children’s Health Insurance Program Reauthorization Act on health coverage assistance (CHIPRA), and Women’s Health and Cancer Rights Act (WHCRA).

Also, make sure that your wellness program follows the compliance requirements under the Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA), and Genetic Information Non-discrimination Act (GINA).

GENERAL HR

Update Employee Records. Ensure all employee information is updated and that outdated records are disposed of properly.

Update and Distribute Annual Internal Documents. Fourth quarter is a great time to review annual documents that must be distributed to employees, such as employee handbooks, workplace policies, and the calendar of company-observed holidays for the coming year.

Update Illness and Attendance Guidelines. Given the typical increase in flu/RSV/COVID during 4th quarter, review and update your company’s illness and attendance protocols. communicate any changes to employees in order to prevent confusion and reduce the risk of a workplace outbreak. Check the CDC website for current guidance.

Need Help?

Depending on the type of business and industry, your checklist may be different and even more complex. If so, just give us a call at (800) 446-6567. By partnering with an IRS-certified PEO like Propel HR, you gain access to a team of HR experts to help you navigate the complexities of your business as well as help you stay compliant. To learn more, visit www.propelhr.com, and to download your HR Checklist for year-end 2023, visit www.mypropelpro.com/checklist.

PLEASE NOTE: This information is for general reference purposes only. Because laws, regulations, and filing deadlines are likely to change, please check with the appropriate organizations or government agencies for the latest information and consult your employment attorney and/or benefits advisor regarding your responsibilities. In addition, your company may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated Sept. 27, 2023)

The Power of Collaborative Leadership

Here are some practical steps to foster collaborative leadership.

In a society that celebrates individualism, it is easy to overlook the immense value of leading collaboratively. As a young female leader trying to compete in a male-dominated world, I was also duped into believing the myth of individual success and solo thinking. I felt I needed to solve problems by myself and chart a solo strategy rather than lean on the team for valuable input and feedback. Over the years, I realized the folly of solo thinking, and now I try to lead more collaboratively.

Link #1➡️➡️Read More: The Business Wisdom of Ted Lasso

There is great value in having time alone in your thoughts to devise plans, solutions, and ideas. But when a single person makes decisions and drives projects without seeking input or feedback, there can be negative impacts. One person has only a limited perspective and may not be able to see the whole forest for the trees. Plus, solo thinking can slow progress as capacity and expertise are limited. Without collaboration, individuals may become entrenched in their own ideas and may resist change, therefore stifling innovation and growth. Solitary leadership is an unsustainable long-term model, creating stress and burnout for the individual.

On the other hand, collaborative leadership brings diverse perspectives to problem-solving, which can lead to more well-rounded solutions. When you brainstorm with a team instead of solo, there is a greater opportunity for enhanced creativity and innovation. Plus, decision-making can be more comprehensive as the team weighs the pros and cons, analyzes risks, and determines the ROI instead of the individual. Information, as well as responsibility, is shared, and no one “owns” the project.

4 Practical Steps to Foster Collaborative Leadership

Create A Culture of Inclusivity. Encourage open communication and ensure that all team members feel heard and valued. Foster an environment where diverse perspectives are celebrated. Hire with this goal in mind and recruit talent with varied experiences and perspectives.

Establish Horizontal Teams and Meetings. Break down silos and traditional vertical lines of authority. Involve the entire team in brainstorming sessions and reap the benefits when ideas flow from side to side instead of top to bottom. However, be careful not to meet just for meeting’s sake and have people work on solutions on their own or in smaller teams to prepare for larger meetings. Look for ways to encourage ideas from more introverted team members who might not speak up in large meetings. Establish goals, objectives, and time limits for brainstorming. Also, use technology such as Slack, Teams, or other collaboration tools.

Be An Intentional Connector. Connectors are the facilitators of collaboration. As a collaborative leader, it is imperative to build bridges within your organization as well as tap into networks with vendors, clients, competitors, and greater social and professional groups. Use every opportunity to grow your network and connect with people. Who knows, a random coffee on a Tuesday morning may be the key to solving a problem your team has been struggling with for months.

Destigmatize Failure. Instead of penalizing mistakes, use them as teaching opportunities. To truly foster innovation, people can’t be afraid to try new things. Set up guardrails so that the important and necessary tasks are not negatively impacted, and then step aside to watch creativity and innovation succeed.

In a business environment of constant change and increased complexity, the value of leading collaboratively cannot be overstated. By fostering a culture of collaboration and embracing diverse perspectives, leaders can tap into the collective intelligence of their teams, drive innovation, and enhance employee engagement. Breaking free from solo thinking is not only beneficial for organizations but also for the well-being of individuals. Collaboration provides a “we” mentality instead of a “me” mindset. The change in this mindset breaks down silos and creates a culture of connection. Trust me; no one succeeds alone. Lean on your team, and together, you will achieve great success.

About Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both clients and employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

— Lee Yarborough, President, Propel HR

🎧Learn more about Lee’s experience starting Propel with her father, her work on Women in NAPEO & NextGen, and the importance of having the “freedom to fail.” Listen HERE on Spotify or search People Pat Meets, where you get your podcasts.

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

Small Business Payroll: In-house or Outsource?

While many small businesses handle payroll in-house, others choose to outsource. Here are a few reasons why.

Payroll is one of the most important and time-consuming tasks of running a small business, ensuring that employees are compensated accurately and on time. As your business grows, you may be faced with the decision of managing payroll in-house or leaving it to the pros and outsourcing the process – a choice that can substantially impact your business.

DIY Payroll

Due to budget constraints and a desire for control, many small business owners handle their payroll in-house. This includes investing in software or, in many cases, manually calculating employee wages, deductions, taxes, and other compensation-related tasks.

Over time, calculating payroll, keeping up with taxes and deadlines, and dealing with discrepancies demand more time and resources and divert attention away from your core business activities. Without dedicated expertise, increasing payroll responsibilities can put your business at risk, leading to costly errors, penalties, and legal complications.

How Outsourcing Can Help

Outsourcing payroll can provide a lifeline for small businesses. Some of the benefits include:

Increased Efficiency. Handling payroll can be incredibly time-consuming, diverting valuable resources away from core business functions. When you outsource payroll, you streamline the payroll process, allowing you to reclaim time and resources to activities directly impacting the bottom line.

Reduced Risks. Payroll is not just about distributing paychecks; it’s also about adhering to a web of complex new and changing tax regulations, employment laws, and reporting requirements. Failing to comply with federal and local regulations can result in hefty fines and legal penalties. For example, misclassifying employees as independent contractors can result in penalties for failing to pay taxes, as well as back pay and benefits owed to the misclassified employee. Payroll experts keep up with all of the latest regulations, reducing the risk of errors, penalties, and legal complications from non-compliance.

Increased Cost Savings. According to an Ernst & Young study, 1 in 5 payrolls contain errors, with each costing a business an average of $291. While outsourcing payroll may seem like an added expense, it can lead to significant savings in the long run. The costs associated with hiring and training in-house payroll staff, purchasing software, and dealing with potential errors or penalties can add up quickly. Outsourcing eliminates these expenses and helps keep costs under control.

Access to More Expertise. Outsourcing can help you gain access to more skills , knowledge, and resources that you may not be able to afford on your own. Payroll experts have a deep understanding of labor laws, tax codes, and best practices. Their expertise can help you navigate complex payroll issues to ensure your payroll runs smoothly.

Enhanced Data Security and Privacy. Managing payroll involves sensitive employee information such as Social Security numbers, bank account details, and salary information. Reputable payroll providers utilize advanced security measures to protect your data, ensuring that your employees’ information remains safe.

Saves Time. By cutting out time-consuming administrative tasks, outsourcing frees up business owners and staff, allowing them to concentrate more on customers and revenue-generating functions.

Flexible and Scalable. Studies show that a majority of businesses face difficulties in managing their payroll efficiently as they expand and their workforce grows. Outsourcing can help businesses swiftly and seamlessly scale operations during change and through all stages.

Making the Decision

The decision to manage payroll in-house or outsource payroll comes down to your business’s unique circumstances. Before you decide, consider the following:

Budget and Resources. Consider the financial responsibilities of in-house processing versus outsourcing. Calculate the costs of software, staff salaries (and time), and potential penalties against the cost of outsourcing.

Complexity. Evaluate the complexity of your payroll requirements. If your business has multiple locations, hourly and salaried employees, outsourcing provides the expertise needed to manage varying tax regulations in different states.

Future Growth. Consider your business’s growth trajectory. Are you planning to expand your workforce? Will your payroll complexities increase? Outsourcing can offer the flexibility to accommodate changes as your business grows.

Get Back to Running Your Business, Not Your Payroll

Ultimately, the decision hinges on the unique needs, budget, and goals of your business. Whichever path you choose, prioritizing accurate and timely payroll processing is essential to maintaining employee satisfaction, compliance, and overall business success.

If you’re managing payroll internally and it’s working for you, it’s a good idea to evaluate the cost-benefit to determine if it’s still the best option for your business. If you’re ready to outsource, you want to work with a reliable provider, such as an IRS-certified PEO, specializing in managing payroll to save you time and money without sacrificing key features.

Unlocking the Value: The Role Communication Plays in Maximizing Employee Benefits

Here’s how to use communications to make a big impact on your employees and maximize the value of your employee benefits package.

What is open enrollment for benefits?

During annual open enrollment, employees can elect or change benefits available through their employer, such as health, dental, life insurance, and ancillary benefits like pet insurance. Open enrollment occurs in November for calendar-year benefit plans starting Jan. 1. Because new benefits can often complicate decision-making, many employers start the enrollment process earlier to give employees and HR teams more time.

WHY COMMUNICATION IS IMPORTANT

After investing time and resources tracking utilization results, analyzing benefits trends, and securing the benefits employees want, and crunching your budget, you’ve assembled the best benefits package – one that’s right for your workforce and your business. Now it’s time for the big reveal.

Here’s where communications can make (or break) the success of your employee benefits program. Effective communications can help employers:

Build Trust. Communication fosters an environment of trust and inclusivity, where everyone’s voices are heard and concerns are addressed. According to the MetLife study,

101% of employees are more likely to trust their employer’s leadership when they understand their benefits program
95% are more likely to feel valued/appreciated
80 % are more likely to be satisfied with their current job
60% are more likely to continue working for their employer in 12 months

Manage Costs and Maximize Value. Communicating employee benefits helps employers manage costs and maximize value. According to a McKinsey study, communicating benefits can reduce the cost of benefits by up to 20% each year.

Help Employees Understand the Value of their Benefits. Let’s face it; benefits can be difficult to understand. And many workers misunderstand basic facts about health insurance and are not sure how to select the most appropriate plan during open enrollment. To address these needs, more employers are investing in ways to educate employees about the value of the benefits they provide.

Enhance Employee Satisfaction and Retention. When employers take the time to convey their intentions, updates, and changes, employees feel valued and respected.

Attract Future All-Stars. Effective communication doesn’t just resonate with current employees; it also sends a powerful message to potential recruits. A top-notch benefits package can make your business stand out and drive better talent outcomes in a competitive job market.

Impact Participation. Lack of education and communication leads to a lack of use. According to a recent MetLife study, 59% of employees wish they were more informed to get more value out of their benefits.

PREPARING TO LAUNCH

Transparent, engaging, and informative communication plays a pivotal role in ensuring that employees fully understand the value of these benefits so that they can make informed decisions. But engaging a diverse workforce with diverse needs, representing different job functions, is no easy task. Here are a few ways employers can help their employees better understand their benefit options.

Develop a Plan of Action. When your employees are well-informed, they’re more likely to take advantage of what’s offered. It’s not just about ensuring the info reaches them; it’s about ensuring they understand, appreciate, and are excited to be a part of it.

Craft Clear Messages. The cornerstone of effective communication is a clear and comprehensive message. Explain in simple terms what benefits are available and how to use each. Target your messages to different employee groups based on their needs.

Highlight the Value Proposition. Whether it’s improved healthcare coverage, flexible work arrangements, wellness programs, or professional development opportunities, highlight how these benefits contribute to a more fulfilling work experience. To encourage employee participation, focus on the value that the new benefits program brings to their lives. Emphasize how the benefits align with their aspirations, well-being, and financial security.

Make it Personal. One size does not fit all when it comes to communication. Tailor your messages to different employee groups based on their needs, for example, training and development options for younger staff or family healthcare options for young families. These customized messages demonstrate you value each employee, fostering a sense of loyalty and engagement.

Get Creative. Capture attention and make education easy by getting creative with content. Visual aids can simplify complex information and make it more accessible. Use infographics, charts, and videos to illustrate key points and create comparison tables and charts to help employees make better choices. And while numbers and stats are great, being human is also essential. Personal anecdotes can illustrate how benefits help workers meet goals. Weaving in real-life examples and success stories make benefits more relatable.

Create a Dedicated Benefits Portal. Establish a dedicated online portal where employees can access detailed information about the new benefits program. This portal can host documents, videos, frequently asked questions and other resources. And remember, even if you provide employees with 24-hour, online access, it doesn’t mean they will understand how to use it. Ensure the portal is easy to navigate, allowing employees to explore the benefits at their own pace.

Make it Easy to Connect. Use multiple ways to ensure benefits information reaches all employees. According to the MetLife study, employees prefer a wide variety of methods when it comes to benefits communication: website, online/intranet, email, talking in person, paper/mail, by phone, and via meetings.

Tech-savvy younger generations appreciate digital platforms, such as mobile apps and online portals, for accessing benefits information and managing their perks. However, ensuring that these options include older employees who may prefer in-person communication methods is also essential.

Leverage Social Proof. Employees who see their peers benefiting from their new benefits program are more likely to embrace it themselves. Share success stories, testimonials, and case studies of employees who have reaped the program’s rewards. A peer-to-peer strategy can build a sense of community and inspire others to take advantage of the same perks.

Offer Interactive Q&A Sessions. Communication isn’t just about broadcasting messages; it’s also about listening. Host interactive workshops and webinars to allow employees to ask questions, provide feedback, and share their experiences. These sessions can help alleviate any concerns or confusion.

Keep Communication Ongoing. You’ve rolled out your new benefits program, now what? After the initial launch, continue to provide regular updates and reminders about your benefits offerings. This sustained effort prevents the program from fading into the background and encourages ongoing engagement.

The Lasting Impact

In the end, introducing your new benefits program isn’t just a one-time event – it’s an ongoing commitment that strengthens the employer-employee relationship, fosters a positive work environment, and paves the way for continued growth and success.

Learn more about maximizing the value of your Employee Benefits by reading other posts in our 2023 Benefits Benchmark Report series:

If you need help finding the right benefit options for your small business, just give us a call at (800) 446-6567.

The Business Wisdom of Ted Lasso

Here are a few valuable lessons in business leadership that we can learn from the one and only Ted Lasso.

My family loves the hit Apple TV series, “Ted Lasso.” In recent years, the show has taken the world by storm, capturing hearts with its feel-good storyline and memorable characters. While the plot primarily revolves around a fictional American football coach turned English football (soccer) coach navigating his way through the challenges of managing a professional team, it also offers valuable insights into the realm of business leadership. Through the character of Ted Lasso, portrayed brilliantly by Jason Sudeikis, and his memorable quotes, we can learn important lessons about creating a positive and productive workplace environment and fostering a harmonious and successful team.

“Believe.”

Ted Lasso’s core value was immortalized in the poster he taped to the top of the locker room door. The simple word, Believe, created a positive culture for the team and encouraged them to have faith in themselves as individuals and collectively as a team. It provided the team with the courage and drive to rise from a second-rate team to a place in the Premier League. At one point in Season 2, Nate, the team manager, is angry and tears the poster in two. This does not deter Ted or the team, as they firmly believe in the power of the motto.

Spoiler alert: Season 3 ends with the Believe sign torn again and Ted showing us how to be an excellent leader as he implores the team that belief is not something that hangs on the wall but something that is inside us all. Like Ted, we must also empower our business teams to believe in themselves, each other, and the services that we provide. It is more than a poster and more than a speech; managers must lead with a value-based mindset.

“Be a Goldfish.”

According to the show, goldfish have a 10-second memory. Ted Lasso uses this knowledge to impart wisdom to his players and son when they make mistakes. I love this approach. Mistakes happen; we are human. However, if we remember Ted Lasso’s mantra on goldfish, we must be like a goldfish, forget the mistake, and move forward. And as business leaders, we need to ensure our teams know that we will support them when mistakes happen and not revisit mistakes after resolutions have been made.

“Don’t bring an umbrella to a brainstorm.”

As business leaders, we need to foster creativity and collaboration. Ted Lasso demonstrates this by building a diverse team and encouraging each member to bring their unique strengths and ideas to the table. I love this quote because it reminds me of my role as a leader. I need to hire the right people who are diverse, smart, and driven. Then, I need to get out of the way and let them shine. I need to foster an environment that encourages brainstorming and never bring my umbrella to a meeting!

“For me, success is not about the wins and losses. It’s about helping these young fellas be the best versions of themselves on and off the field.”

The most endearing quality of Ted Lasso was the authentic way he cared about his players. He recognized that his job as coach was more than just winning the game. He felt strongly that in his role, he should help each player be a better person, whether they were playing for AFC Richmond or moving to another opportunity. As business leaders, we must also take Ted’s approach. We must nurture a culture of employee development through training opportunities, mentorship programs, and promotional opportunities. Communicate frequently with employees about their goals and then help them achieve them. Supporting employees in their professional journeys enhances their skills and boosts their confidence and loyalty to the organization. Let’s help our teams be the best versions of themselves.

Link #2➡️➡️Read More: Walk a Mile.

“Taking on a challenge is a lot like riding a horse, isn’t it? If you’re comfortable while you’re doing it, you’re probably doing it wrong.”

Ted Lasso was often out of his comfort zone. From moving to England to coach a sport he didn’t know to dealing with panic attacks during games, Ted knew what it was like to be uncomfortable. Yet, he recognized the value of taking on challenges even when difficult. He showed his players, through his actions, the importance of taking a risk. In business, we need to lead like Coach Lasso and not be scared to try new things. It is the only way we can grow. Sure, it will be uncomfortable, but it will be worth it. When my family watched the finale of Ted Lasso, we all cried and cheered with the characters as we watched them move to new opportunities. We were sad to see this TV show end but realized it touched us deeply. We all learned lessons while following this fictional coach and his team, which will help us be better people, parents, and leaders. I will remember Ted Lasso’s funny sayings as I work in my leadership role at Propel HR. It will encourage me, and I hope you as well, to take more risks, invest in the team, foster creativity, forget mistakes, and, most importantly, BELIEVE in myself, my team, and our business.

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

— Lee Yarborough, President, Propel HR

About Lee. Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

Measuring Utilization of Your Employee Benefits Program

Here are some of the top reasons why employers should pay attention to the utilization rate of their employee benefits program.

What is an Utilization Rate?

You often hear about the importance of providing great perks to attract and retain top talent, but how often do you actually assess how effectively these perks are being used? Utilization rates refer to the percentage of eligible employees actively participating in or use a particular benefit. It’s a key metric that helps employers evaluate the effectiveness of their benefits program.

Why does it matter? In today’s data-driven world, decisions based on solid evidence rule. When it comes to managing employee benefits, the same principle applies. Utilization data equips employers with concrete insights to support the decision-making process. Whether it’s negotiating with benefit providers or strategizing for the upcoming fiscal year, having accurate utilization metrics at your fingertips helps you make informed choices that align with what employees want.

How It Helps Employers

Each workforce is a unique blend of diverse individuals with varying needs and preferences. A utilization review helps employers:

Maximize ROI on Benefits Investment. Imagine investing a significant chunk of your budget into a new suite of employee benefits, only to learn that only a small fraction of your workforce actually takes advantage of them. That’s where measuring utilization comes in. By tracking the number of employees using each benefit, you gain valuable insights into which offerings are resonating with your team. This data-driven approach enables you to make informed decisions about where to allocate resources, ensuring you get the most bang for your buck.

Tailor Benefits to Employee Needs. By analyzing utilization rates, you better understand what matters most to your employees. For instance, if your remote employees rarely use the gym membership perk but are clamoring for more flexible work arrangements, you can adjust your benefit offerings accordingly. This tailored approach demonstrates that you’re genuinely invested in your employees’ well-being, leading to higher job satisfaction.

Identify Communication and Education Gaps. Many times, underutilized benefits aren’t due to a lack of interest but simply a lack of awareness or understanding. Measuring utilization can shed light on these communication and education gaps.

Improve Employee Retention. A well-utilized benefits package can be a game-changer when it comes to retention. Studies show that when employees feel their needs are being met and their employer cares about their well-being, they’re more likely to stick around for the long haul.

Gain Valuable Benchmarking and Industry Insights. Conducting a utilization review doesn’t just provide insights about your benefits program; it can also offer valuable benchmarking data against industry standards and your competitors. Understanding how your benefits program compares to others in the same field can help you identify areas where your business excels and where improvements are needed.

Benefits studies, such as Propel’s 2023 Benefits Benchmark Report, can help employers see how their benefits program compares with other employers nationwide. This new report analyzes health plans offered by 20,000 companies in every state and shows how benefit offerings can vary.

Link #1➡️➡️ Read More: Analyzing Trends in Employee Benefits

By staying up-to-date with what’s new in employee benefits, you position your business as an employer of choice in a competitive job market.

Strengthen Benefits Engagement. In many cases, it’s not about the benefit itself but how it’s presented and accessed. High utilization rates may indicate that employees are interested in the benefit option and find it easy to access. Low utilization could signal that there’s room for improvement in the user experience. By digging into utilization data, you can pinpoint any roadblocks in the benefits journey and streamline the process, making it more convenient for employees to engage with the perks you provide.

Stay in Compliance. Benefits are subject to various legal and compliance regulations, such as healthcare plans and equal opportunity requirements, for example. Failing to comply with these regulations can lead to costly penalties. A utilization review can help identify potential compliance issues, allowing you to take corrective actions. In addition, tracking use also demonstrates that you’re providing equal access to benefits for all employees, promoting a fair and inclusive workplace.

Monitor Progress

After making adjustments, continue monitoring utilization rates over time. An ongoing review ensures your benefits program continues to meet the changing needs of your workforce.

Unlock the Full Potential of Your Employee Benefits Program

From healthcare coverage and retirement plans to professional development opportunities, benefits represent a considerable financial investment. Measuring utilization data helps employers gauge the ROI and compete by designing a more effective benefits program. But utilization isn’t just about numbers; it’s about creating a workplace where employees feel valued, supported, and motivated to contribute their best which can positively impact your bottom line.

If you need help finding the right benefit options for your small business, just give us a call at (800) 446-6567.

How to Provide Benefits for a Multigenerational Workforce

Today’s workplaces are filled with four working generations, each with unique needs that influence the benefits they value. Here’s what employers need to know about creating an inclusive benefits program.

Understanding the Generational Landscape

Given the high cost of losing an employee, retention remains a top priority for most businesses. And for good reason. In 2022, a record 50.5 million people quit their jobs, and 75% plan to find new work this year.

According to a Forbes study, 40% of employers say workers leave their job to find employment that offers better benefits. While data shows that workers have one foot out the door, it also indicates the answer to keeping employees starts with providing more relevant benefits.

Gone are the days when a one-size-fits-all benefits package worked for every employee. Today’s workplaces are filled with four working generations, each with unique needs, priorities, and expectations that influence their perceptions of work and the benefits they value.

Working Generations

Baby Boomers (1940 – 1959). Looking ahead to retirement, baby boomers value access to benefits such as comprehensive health insurance and supplementary health benefits, life insurance, employer match for 401(k) plans, health, wellness, and financial counseling. Baby boomers also value professional expertise and prefer one-on-one meetings when discussing benefits.

Gen X (1960 – 1979). Gen Xers are sandwiched between caregiving responsibilities for their parents while raising their children. Benefits that are convenient and support a work-life balance, such as flexible schedules, telecommuting options, and paid time off, are a priority. Since much of their pay is devoted to children, student loans, and college tuition, Gen X workers seek benefits such as childcare, student loan repayment assistance, matching contributions for retirement plans, and wellness programs. Gen X workers value information about benefits from their doctors, social forums, friends, and co-workers.

Millennials (1980 – 1994). The Millennial generation is currently the largest and fastest-growing generation in the workforce. They are also the least interested in benefits and would prefer to use the money spent on benefits to provide for themselves. This tech-savvy generation likes to research, purchase, and manage their benefits using digital tools. Millennials value work-life balance and seek employers who offer flexible work arrangements, remote work options, and unlimited paid time off.

Gen Z (1995 – 2010). Gen Z workers are just entering the workforce and are concerned with job security and mental health due to the pandemic and economic uncertainty. Gen Z workers searches for truth, values individual expression, and a positive workplace. They are digital natives and seek immediate feedback, innovative technology and prefer to get information about benefits via texts and videos.

Benefits that appeal to Gen Zers include financial wellness benefits, opportunities for skill development and mentorship, tuition reimbursement, flexible paid time off, remote work options, and an Employee Assistance Program(EAP).

Designing an Inclusive Benefits Program

Here are a few benefits that appeal to all generations.

Comprehensive Health Plan. While workers of all ages value good health insurance, over 80% of employees 42 and older are looking for roles offering employer-covered healthcare.

Wellness Initiatives. Provide wellness programs encouraging healthy habits, such as yoga classes and gym memberships.

Flexible Work Options. The desire for work-life balance is a universal concern, but how employees from different generations approach it varies. Studies show that younger workers often seek remote work options, while older workers prefer part-time work options. This flexibility promotes work-life balance and accommodates the diverse needs of employees at different life stages.

Financial Wellness Support. Benefits like retirement plans, financial counseling services, and assistance with managing student loans are particularly valuable to baby boomers nearing retirement and Millennials faced with student loan debt.

Continuous Learning and Professional Development Opportunities. Invest in your employees’ by offering opportunities for professional growth and skill development. Establish mentorship programs and provide access to online courses and workshops.

Family-Focused Benefits. Recognize the importance of family life for many employees. Provide parental leave, childcare assistance, elder care, and resources for managing work and family responsibilities.

Retirement Planning. Baby boomers may be focused on retirement readiness, while younger generations are just beginning to consider long-term financial planning. Providing retirement benefits like 401(k) matching and financial counseling services can help employees at all life stages. Provide access to retirement planning tools and resources to help employees make informed decisions about their financial futures.

Employee Assistance Program(EAP). An EAP provides services to help employees, family members, and dependents cope with personal issues that may affect their health, mental and emotional well-being, and job performance. Usually offered with an employer’s health plan, EAP services are confidential and, in most cases, free. A few benefits include mental health services, professional counseling, and referrals.

Customizable Benefits Options. Offer a range of benefits packages with optional add-ons that employees can choose from based on their individual needs. This flexibility empowers each generation to tailor their benefits package to suit their preferences.

Regularly Review and Update Your Benefits Program

Review your benefits package regularly, as employees’ needs change over time. Stay informed about industry trends and benchmark against competitors to ensure your offerings remain competitive and attractive to all generations. By benchmarking against industry standards and adopting innovative benefit programs, employers can gain a competitive edge in recruiting and retaining high-quality employees.

Find Out What Employees Want

Investing in a well-rounded benefits package not only enhances employee satisfaction and loyalty but also strengthens your business’s overall success and competitiveness. Find out what employees want. Engage employees in open conversations, and conduct focus groups and surveys to understand what benefits matter most to your employees. Involving your employees in the process demonstrates that their needs are valued.

⚠️Stay Compliant: When selecting your employee benefits, be sure to review the recommendations from the EEOC. While you can offer different benefits packages to different employees, you can’t do so in a way that discriminates by gender, race, age, or other considerations.

Great Benefits Attract and Keep Great Workers

A great employee benefits package is one way to keep great employees and gives employers a competitive edge in attracting top talent. An IRS-certified PEO, like Propel HR, can help employers lower health plan costs and provide better benefits, such as top-rated health insurance plans and enterprise-level benefits similar to those offered at large corporations.

A PEO can also support recruitment, retention, and employee engagement, help identify underlying issues that may be causing employees to disengage, and develop strategies to reduce employee turnover.

If you need help finding the right benefit options for your small business, just give us a call at (800) 446-6567.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website at www.propelhr.com.

Are You an Employer of Choice?

With increased hiring costs and fierce competition to attract and keep the best talent, employers are turning to benefits to stay in the game.

Within HR teams, finding top talent is a hot topic across all industries and sizes of employers. While compensation may drive an employer’s strategy to attract and retain the best talent, it’s no longer the most important consideration among job seekers. Today, job seekers are looking at your benefits package.

According to a Forbes study,

40% of employers say workers leave their job to find employment that offers better benefits.
More than half of workers surveyed are content with the benefits provided by their employer.
One in 10 workers would take a pay cut for better benefits.

Benefits Job Seekers Want

Great benefits attract, motivate, and engage workers, and what you offer helps you stand out from the crowd. Here are a few of the most important benefits job seekers want:

Employer-covered Healthcare. Employers recognize that providing health insurance is vital to attracting talent, even among organizations not subject to the employer mandate under the Affordable Care Act.

According to the 2023 SHRM Benefits Survey, 67% of employees and 68% of employers believe employer-covered healthcare is the most important benefit. The highest-ranking health plans include:

Preferred Provider Organization (PPO) plan. PPOs remains the most common type offered (82%).
High-deductible Health Plan (HDHP). Also popular are HDHP plans linked to a health savings or spending account (health savings account, health reimbursement arrangement, or flexible spending account)

Life Insurance. 45% of employees and 43% of employers named this a top benefit.

Retirement Plans. Employees are looking ahead and want retirement benefits to help them save for their future. Offering a 401(k) or other retirement plans with matching contributions can be an attractive benefit to potential employees.

Paid Time Off. Employees see mandatory paid time off as a high priority.

Diversity, Equity, and Inclusion (DEI) Initiatives. According to an Indeed & Glassdoor study, nearly 62% of workers said they would consider turning down a job offer or leaving a company if they did not think their manager (or potential manager) supported DEI initiatives. Employers who want to differentiate themselves in a competitive labor market will offer benefits that reflect DEI support, such as inclusive healthcare coverage and creating employee resource groups.

Expanded Family-Friendly Benefits. The importance of work-life balance and family support continues to gain attention, leading to the adoption of more family-friendly benefits, such as expanded parental leave policies, extended paid leave for new parents, paid adoption and foster child leave, and assistance with childcare expenses. According to the SHRM study, more employers support employees who welcome children into their homes. Forty percent of those surveyed offer designated paid maternity, and 32% offer paternity leaves. Other benefits include paid family leave for new parents, paid adoption, and foster child leave.

Stress Management. Ongoing stress leads to increased turnover. Prioritizing benefits that support work-life balance shows your understanding of your employees’ needs.

Mental Health Care Benefits. The most critical benefit growing in demand across all industries is mental health care, a trend that has steadily increased in 2022.

Pet Insurance. Nearly 20% of employers now offer pet insurance. With the cost of routine and specialty animal care skyrocketing, more employees are finding pet insurance attractive.

Fringe Benefits. In the Forbes study, the types of employee benefits employers ranked most important to offer employees include flexible hours, work-from-home options, employee discounts, and professional development.

HOW SMALL BUSINESSES CAN STAND OUT

What do these findings mean for small businesses? Small businesses need more leverage to offer top-rated employee benefits like those larger companies provide. To compete, small businesses can:

Analyze Current Benefits Trends. Before you renew are put your develop your plan, find out what the competition is doing. Employers can gain a competitive edge by benchmarking against industry standards.

Benefits studies, such as Propel’s 2023 Benefits Benchmark Report, can help small businesses see how their benefits program compares with other employers nationwide. This new report analyzes health plans offered by 20,000 companies in every state across the country and shows how benefit offerings can vary.

For example, employers can offer more than the industry standard for ancillary benefits, such as life insurance, to attract talent. According to the study, companies nationwide offer a Basic Life, employer-funded term life insurance policy with a flat amount, with $50,000 as the most popular. To stand out, companies need to offer more elite benefits. For example, Propel offers their PEO businesses twice the employee’s salary as well as flat amount options.

Rethink Benefit Options. Employers may need to rethink traditional benefits offerings to compete in an aggressive labor market, such as offering an HSA contribution match or providing an incentive program. With some simple shifts, employers can attract new talent.

Seek Outside Expertise and Guidance. Benefits are just one area where an IRS-certified Professional Employer Organization (PEO), like Propel HR, can help businesses compete, especially small businesses. PEO’s have bargaining power, which means access to better benefits, such as top-rated health insurance plans and enterprise-level benefit packages similar to those offered at large corporations. How? By grouping small businesses into one large pool, PEOs can negotiate higher-quality plans at lower costs with top-rated insurance providers. The majority of small employers that take advantage of working with a PEO have experienced:

Significant Cost Savings and Less Rate Volatility. Stable rates and less risk for an unexpected rate increase allow small businesses to better budget and manage expenses.
Access to Corporate-level Benefits. Because of a PEO’s bargaining power, small businesses can offer sustainable benefits typically only available to large corporations.
Reduced HR-related Administrative Tasks. PEOs simplify the administration process, giving small businesses more time to focus on their business.

Get Feedback. By listening to what candidates want, employers can save on unnecessary perks, compete with larger companies and create a workplace that attracts, supports, and retains employees.

Do Your Benefits Set You Apart from the Competition?

Find out how your benefits program compares to the competition by watching our new 2023 Benefits Benchmark Report. Gain valuable insights from national benchmark findings to help you make important decisions about your benefits program. And if you need help finding the right options for your small business, just give us a call at (800) 446-6567.

Important Trends in Employee Benefits

By analyzing current trends, employers can design a competitive benefits package that aligns with the needs and expectations of their workforce. Here is what’s trending.

Why Trends Matter

With a tight labor market is tight and low job satisfaction, employers continue to struggle to find and keep workers. According to a Metlife study, just 61% of employees are satisfied with their benefits, reaching the lowest point in the past decade. With satisfaction so low, employers are turning to the latest trends in employee benefits for guidance. The data can help businesses:

Compete in the Job Market. To attract the best candidates, employers need to know where they stand against the competition when it comes to benefits. Benefits studies, such as Propel’s 2023 Benefits Benchmark Report, can help employers see how their benefits program compares with employers nationwide.

This new report analyzes health plans offered by 20,000 companies in every state across the country and shows how benefit offerings can vary. For example, for employers offering PPO Plan plans, the national median cost is $1,500 for an employee deductible. Companies in the Northeast are offering competitive benefits with only a $500 deductible compared to the rest of the nation, with deductibles ranging from $1,250 to $2,000. For employee out-of-pocket maximums, the national median is $5,000, with the Northeast median the lowest at $3,500 and the highest in the West at $6,350.

Nationally, the median cost for a PPO plan is $679 per employee per month. In the Northeast, the median cost is the highest at $960. The national median employee contribution is $152, with the lowest in the West at $125.

If you have a healthy workforce, a high deductible health plan (HDHP), also Health Savings Account (HSA) qualified, is an attractive option because there are no copays, yet the coverage is available when needed. The national median for an employee deductible is $3,000, with the Northeast the lowest at $2,775. Small businesses, with 50 and under employees, have the highest at $3,500. Looking at HSA contributions, the national median for HSA contributions is $750 per employee and $1,248 for family. The Northeast has the highest, with $1,000 per employee and $2,000 for families.

These findings show how important it is to think through the makeup of your workforce in terms of health and compensation. You can review additional data and the full 2023 Benefits Benchmark Report HERE.

Address Changing Workplace Demographics. Analyzing benefits trends helps employers understand the shifting demographics, with different generations having distinct needs. For example, Millennials may prioritize flexible work arrangements and work-life balance, while older employees may focus on retirement planning and healthcare benefits.

Improve Employee Engagement and Productivity. Studies show that employees who feel valued and supported through comprehensive benefits are more likely to be motivated, productive, and loyal. By analyzing current trends, businesses can identify the benefits that promote employee well-being, such as mental health support, wellness programs, or flexible work options.

Manage Costs. Understanding benefits trends allows businesses to evaluate the cost-effectiveness of their existing programs and identify areas where adjustments can be made. This could mean exploring innovative solutions, such as telemedicine services or personalized employee wellness initiatives to improve outcomes.

What’s Trending

Here are some of the most popular trends shaping the landscape of employee benefits.

Enhanced Flexible Work Benefits. The COVID-19 pandemic accelerated the adoption of working remotely, fundamentally reshaping how we view workplace flexibility. Looking ahead, expect a surge in benefits that support flexible work arrangements, including hybrid work models, allowing employees to work from home part of the time or choose their work hours.

Employers are also devoting more resources for remote work environments, including cybersecurity training, and access to high-speed internet and reliable technology. Companies like Shopify have taken it a step further by providing employees an allowance to set up their remote workspace.

A Focus on Mental Health and Well-being. Recognizing the impact of mental health on employee productivity and overall well-being, employers are increasingly prioritizing mental health benefits. This includes expanded access to counseling services, mental health apps, mindfulness programs, stress management initiatives, and partnering with meditation apps like Headspace or offering virtual therapy sessions through online platforms like BetterHelp.

Financial Wellness Programs. Financial wellness is another area growing in popularity. Many employers are expanding their focus on financial wellness benefits, such as financial education sessions, access to financial planning tools, student loan assistance, and retirement planning resources.

Retirement Benefits. According to SHRM 2023 Benefits Survey, retirement benefits are tied with leave benefits for second in importance among benefit categories. Half of employers surveyed automatically enroll eligible employees in a retirement plan. More than 9 in 10 employers continue to offer a defined contribution plan (401(k), 403(b) or 457(b)), with 84% providing a matching contribution with an average maximum salary match of 7.02%. Roth (post-tax) retirement options continue to grow in popularity, with 74% providing employer matching.

Expanded Leave and Family Benefits. The importance of work-life balance and family support is gaining more attention, leading to the addition of family-friendly benefits, such as, paid adoption and foster child leave, and assistance with childcare costs. Tech giants like Netflix and Microsoft have been trailblazers in this area, providing generous parental leave policies and childcare support.

Personalized Wellness Programs. Beyond generic wellness initiatives, employers are embracing a personalized approach by providing programs tailored to individual employees. These programs may include options like fitness trackers, nutrition consultations, virtual workout classes, wellness plans, gym memberships, or access to virtual fitness platforms like Peloton.

➡️➡️Read More: Unmasking the Health Insurance Renewal Process

Diversity, Equity, and Inclusion (DEI) Initiatives. According to a recent Indeed & Glassdoor study, nearly 62% of workers said they would consider turning down a job offer or leaving a company if they did not think their manager (or potential manager) supported DEI initiatives.

For today’s workforce, DEI initiatives are a priority, and employers are listening by offering benefits that reflect DEI support, such as inclusive healthcare coverage and creating employee resource groups, for example.

Education and Skills Development. According to SHRM’s benefits study, 8 in 10 employers currently provide formal training and educational benefits for upskilling/reskilling employees and keeping skills current. The majority of employers also cover costs for professional memberships, certification, and professional licenses and close to half of employers offers tuition assistance.

How Do Your Benefits Stack Up Against the Competition?

By monitoring what’s trending in employee benefits, you can design a competitive benefits package that attracts and retains talent, enhances engagement and productivity, while managing costs.

Find out how your benefits program compares with other companies across the country by watching our new 2023 Benefits Benchmark Report. Gain valuable insight from national benchmark findings to help you make important decisions about your benefits program.

And if you need guidance, we’re here to help you find the right benefit options for your employees and your business. Just give us a call at (800) 446-6567.

4 Building Blocks of Holistic Benefits

To be an employer of choice in 2023, you need to provide benefits with a holistic perspective. Hear are the 4 building blocks of holistic benefits.

As a business owner, your goal is to recruit talent, retain employees, and create a loyal and engaged workforce. To be an employer of choice in 2023, you need to provide benefits with a holistic perspective. Employees need to feel that their employers care for them. According to the 2023 MetLife U.S. Employee Benefit Trends Study, 42% of today’s employees don’t feel cared for by their employers.

What can you do to change that perception at your company?

Employee Care starts with fair compensation. Salary expectations have skyrocketed, and as employers, it is hard to keep up with the increasing wages. Yet, to be competitive, it is important to look at your core compensation – not just for new hires, but for all employees. Invest in a compensation analysis to see if you are in the correct range for your industry and geography.

Wages are the foundation of a robust employee care model, but the Four Building Blocks of Holistic Benefits are just as important for a solid employee offering:

Physical Care
Mental Care
Financial Care
Social Care

Fewer than half of workers (46%) rate pay as the most important factor in the employee experience. And roughly two-thirds of Generation Z and Millennials chose something other than wages as the most important driver of employment. The message is clear: Employers need to consider offering holistic benefits packages to be competitive in recruiting and retaining top talent.

“A diverse, equitable, and inclusive workforce makes for a more productive, happier, and successful organization.”

Physical Care

Most employers already offer benefits with physical care in mind. I imagine you provide a safe workplace for your employees and have invested in safety through workers’ comp and even ergonomic chairs. You likely offer major medical insurance with rich benefits and probably pay for most of the premiums.

You may also offer dental care, vision care, and critical care or cancer policies. All of these are important, and in today’s market, they are essential to be an employer of choice.

But there is more to consider:

Does your plan have telemedicine options?
What are the reproductive services being offered?
What is your family care policy?
Is it an old fashion maternity policy, or do you embrace a full-fledged family and caregiving leave?
How is your company helping women who come back to work after childbirth?
Is your environment conducive for nursing mothers?
Do you offer a wellness program and encourage a healthy lifestyle?
Do you offer a gym membership or have a step challenge in the office?

I encourage you to think outside the box. Competitive physical care offerings require more than just sitting down with your insurance broker once a year. Be intentional, caring, and even creative as you focus on your employees and their family members’ physical health. A healthy team is happier and more productive.

Mental Care

We are in a mental health crisis in our country, and it is impacting our workplaces. Here’s what you can do as an employer to help care for your employees’ mental health:

Review your benefits. Review your to ensure that it supports mental health. Mental health issues are among the top 5 claims on disability insurance.
Consider online or virtual options. Check to see if you have an online or virtual mental health service option.
Review your time off policy. Is your time off competitive for your industry? Is it flexible for individual needs?
Consider sabbaticals or unlimited leave.
Focus on families. Promote a culture that is supportive of families whether through childcare assistance or extra time off to attend a school event.
Engage an EAP. Their services provide employees with counseling and provide valuable resources for supervisors.
Provide training. Provide training to managers to help them identify concerns as well as promote sensitivity.
Use non-stigmatizing language. Use non-stigmatizing language such as a “person with substance use disorder” instead of an “addict.”
Provide flexibility. Provide flexibility if possible – remote work options, hybrid options, flextime, and short work weeks are examples of flexible work arrangements that employees crave.
Encourage healthy connections between colleagues.
Offer ways to de-stress. During stressful times, offer fun ways to de-stress such as company walks, get togethers, online chair yoga, or bring-your-pet-to-work day.

⚠️Important: Always work with your PEO or HR department if an employee is dealing with mental health issues as there may be additional compliance issues to consider.

Financial Care

Less than one-third of U.S. adults are financially healthy. According to the Financial Health Network study, 78% of employees with high financial stress say it distracts them at work, and 74% of employees say it’s important for an employer to offer financial wellness benefits.

MetLife’s 2023 study found that 55% of workers live paycheck to paycheck, and more than 90% are worried about inflation. And the perception between employers and employees is vast: 83% of employers say their employees are financially healthy. Yet only 55% of employees say they really are. We must take note of this gap and learn more about what our employees need.

There are many ways to help your employees’ financial health:

Offer a 401(k) or other retirement plan. Provide matches to incentivize employees.
Offer life insurance and disability coverage.
Provide financial education. Look to local financial advisors or home mortgage companies for free training.
Educate your team about the financial tools that EAPs can provide. Such as college planning and decisions surrounding eldercare.
Offer an HSA with a HDHP. Offer a health saving account (HSA) in conjunction with a high-deductible health plan (HDHP).
Offer health and dependent care flexible spending accounts.
Consider tuition reimbursement or student loan assistance.
Review flexible schedules. Working from home even one day a week, saves an employee commuting and parking expenses.
Consider access to advance earned wages. If it makes sense in your workplace, consider access to earned wages in advance of payday.
Offer additional coverage. Such as pre-paid legal, pet insurance, and home & auto insurance.

Every one of us has experienced financial stress at different times. We know how it feels. Be aware of the stressors in your staff’s world – be kind and help them through the process. Providing financial care to your team does not always mean simply increasing wages. It is also about providing them with the right financial tools for today and the future.

Social Care

Employee care includes a social and supportive culture. It is more than having office pool tables or meeting for Friday happy hours. Employees are demanding to feel truly cared for now. Prospective and current employees want to feel that they belong. A diverse, equitable, and inclusive workforce makes for a more productive, happier, and successful organization.

Employees want to see that you are “walking the walk,” not just “talking the talk” when it comes to DEI. Today’s employees are searching for purposeful work, both personal and organizational. Younger generations focus on their employers’ stance on social and political issues, while older generations put more value on personal meaning in their work.

Here are some ideas that can contribute to your employees’ social care and happiness:

Celebrate employee accomplishments. Both inside and outside of work.
Plan group volunteer activities. And consider offering volunteer paid time off – maybe a few days per year for an employee to volunteer at the non-profit of their choice.
Provide religious accommodation paid holidays. So employees can observe their faith as they wish.
Consider a PTO Sharing policy. So that allows employees to share their PTO hours instead of losing them at year-end. Ways to share include giving to a colleague who may need extra time off for an illness, donating the value of the time off to a favorite non-profit, or converting the value to pay off student debt.
Offer professional development courses and coaching to all employees. Your goal should be to always develop your employees with both the tactical hard skills necessary for your industry as well as the emotional soft skills.
Promote flexibility and a work-life balance. Focus not just on where someone works but when and how they work, as well as the type of work they do and who they work with. Add policies to protect non-working time, such as email embargo times which can be managed with technology.
Train managers in how to communicate and lead different personalities. I recommend using assessment tools not only during the hiring process but throughout employment. Assessments provide wonderful insight to help manage and motivate individuals.
Plan fun events. Virtually, in the office, or off-site. This promotes togetherness and a sense of fun. It can be as cheap as Zoom Bingo or a team dinner at a fine restaurant. Invite families to the ballpark or host a cookout.
Provide fun personal perks as rewards. Consider a vacation stipend or gift certificates for experiences, whether online or in-person.

There are many cost-effective ways to show employees how much you care about them. Get creative – your efforts will go a long way. And remember to try different approaches, as each team member will react to different things.

The Foundation for Employee Engagement and Business Success

Employers today want a workforce that is loyal, productive, engaged, and satisfied with their job. Employees want success in their work, a sense of belonging, to feel valued, and to be happy. Both are possible. Go beyond traditional benefits and use the Four Building Blocks of Holistic Benefits to show your team how much you care.

How do your employee benefits stack up? Find out by watching our new 2023 Benefits Benchmark Report HERE. Gain valuable insights to help you make important decisions about your employee benefits. If you need help finding the right options for your small business, just give us a call at (800) 446-6567.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website at www.propelhr.com.

Your HR Checklist for Q3 2023

Stay up to date with important changes and deadlines related to payroll, benefits, compliance, and general HR. Here are a few important tasks to take care of in the coming months.

PAYROLL & TAX

File Quarterly Forms 941. Employers who withhold income taxes, social security tax, or Medicare tax from employee’s paychecks or who must pay the employer’s portion of social security or Medicare tax must file Form 941 by July 31, 2023.

Conduct Internal Audits. Audit activity is expected to increase as part of the Inflation Reduction Act to modernize the IRS and will focus on executive compensation, fringe benefits, and employment tax compliance. Prepare now by reviewing payroll and employment tax administration practices to identify potential compliance risks. Also, conduct an employment tax audit to identify any issues with employment tax, tax information reporting, fringe benefits, and executive compensation.

COMPLIANCE

Review Updated EEOC Guidance on COVID Laws. The EEOC’s recent updates to COVID laws focus on inquiries and examinations, confidentiality requirements, and reasonable accommodations based on disability, including Long COVID or religious beliefs. Employers should understand their responsibilities and update their policies and practices to ensure compliance with federal anti-discrimination laws. This revised guidance only addresses federal law, and employers should also review applicable state and local laws.

Review ERISA New Reporting Rule. Applicable employers must report retirement plans, such as a 401(k), for every year the plan holds assets. Earlier this year, the DOL revised the requirements for auditing 401(k) financial statements. Under the new rule, an employer would have to count only those with account balances for plan years beginning on or after Jan. 1, 2023. Employers that satisfy the new reporting threshold benefit by saving the cost of an annual audit and are able to file Form 5500-SF, Annual Return/Report of Employee Benefit Plan. The filing deadline is the last day of the seventh month following the end of the plan year or July 31 for calendar year plans.

Update New FLSA & FMLA Posters. Covered employers are required to update their Fair Labor Standards Act (FLSA) minimum wage poster to reflect new accommodation obligations under the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act. In addition, the Family and Medical Leave Act (FMLA) poster has been updated to clarify which organizations qualify as covered employers. Also note, a new Equal Employment Opportunity Commission (EEOC), “Know Your Rights: Workplace Discrimination is Illegal” poster is expected to be released in June 2023. It includes new information about the Pregnant Workers Fairness Act, which goes into effect on June 27, 2023.

Prepare EEO-1 Component 1 Data Collection (Employer Information Report). Follow the EEOC for updates on requirements for covered employers to report 2022 EEO-1 Component 1 data collection, tentatively scheduled to open in mid-July 2023.

Submit Form VETS 4212. Applicable employers with a contract or subcontract with the Federal Government must file an annual Form VETS 4212 to report affirmative action efforts in employing protected veterans. The deadline to file Form VETS 4212 is Sept. 30, 2023.

Review Updates for Form 1-9 Compliance. The exemption allowing virtual examination of new remote hires or continuing remote employees ends on July 31, 2023. Employers have until Aug. 30, 2023, to perform all required physical examinations of identity and employment eligibility documents for individuals hired on or after March 20, 2020.

BENEFITS

Submit PCORI Fees. The Affordable Care Act imposes an annual fee on issuers of specified health insurance policies and plan sponsors of applicable self-insured health plans to help fund the Patient-Centered Outcomes Research Institute (PCORI). The fee applies to policy or plan years ending on or after Oct. 1, 2012, and before Oct. 1, 2029. IRS Form 720 PCORI fee for 2022 is due July 31, 2023.

Review Your Employee Benefits Plan. With the annual renewal period approaching, check with your benefits broker for updates, deadlines, and any changes in reporting. Also, verify that all healthcare reform requirements are met. To find out how your plan compares with others nationwide, watch our 2023 Benefits Benchmark Report to learn more about the latest trends in employee benefits. Watch HERE.

Review All Insurance Policies. Do you have all the policies in place to protect your business? National Insurance Awareness Day is June 28, 2023, and an annual reminder to review your insurance policies. Determine if changes in your work environment or staff work assignments may impact your current exposure and codes on your account. Also, check with your Workers’ Comp insurance broker to determine if you need to make any adjustments to cover additional exposure, including remote workers.

Encourage Employee Wellness. June is National Employee Wellness Month and an opportunity for employers to enhance existing wellness programs and encourage employees to take proactive steps to improve their physical, mental, and emotional well-being.

GENERAL HR

Review State & Federal Guidance for Hiring Teens. Hiring teens can be a great option for small businesses that need additional help during the summer months. Before adding to your staff, review federal and state guidelines and regulations regarding both pay and tasks. Every state has laws specific to workers, and employers must also comply with applicable state laws in the state where employees are working.

Need Help? Depending on the type of business and industry, your checklist may be different and even more complex. If so, give us a call at (800) 446-6567. By partnering with an IRS-certified PEO, like Propel HR, you gain access to a team of experts to help you navigate the complexities specific to your business and stay compliant.

We are here to help your business stay up-to-date with a helpful one-page HR Checklist. On it, you will find important changes related to payroll, benefits, compliance, and general HR. Download your one-page HR Checklist for Q3 HERE.

PLEASE NOTE: This information is for general reference purposes only. As we continue to work during an active pandemic, laws, regulations, and filing deadlines are likely to change. Please check with the appropriate organizations or government agencies for the latest information and consult your employment attorney and/or benefits advisor regarding your responsibilities. In addition, your company may be exempt from certain requirements and/or be subject to different requirements under the laws of your state. (Updated June 14, 2023)

NEW from Propel HR

Now Hiring for YOU! You’ve trusted us with your payroll and other HR needs, and now we are thrilled to help you find the right candidate. We’re excited to welcome, PropelHIRES, to the Propel team!

In today’s tight labor market, hiring the right person for the right position is even more critical. PropelHIRES considers the culture of the company and the demands of the specific position, along with the experience, qualifications, and personality, to find a fit that lasts. This means less turnover, higher productivity, and ultimately greater growth.

And when you are ready to take your business to another level, pair PropelHIRES’ recruiting with Propel HR’s concierge PEO services. We help you recruit new talent and then seamlessly onboard them. As a result, you can focus on your core business while we take care of payroll, benefits, technology, and human resources.

So let us do the heavy lifting and connect your business with top-tier candidates for consideration. To accelerate your next hire, contact Brent Deedrick at (864) 261-1901 or schedule a call or video conference HERE. Learn more at www.propelhires.com.

Unmasking the Annual Health Insurance Renewal Process

Renewing an employee health insurance plan can be a critical decision for most small businesses. While you want to provide your employees with the best possible health coverage, you also need to ensure your plan fits your budget. With the renewal period approaching, here are a few important questions to ask.

What is the Participation Rate? Before renewing your health insurance plan, review the options and benefits provided in your current plan. Are employees using these benefits? Over time, circumstances can change, requiring adjustments to employee benefits, such as adding maternity care and wellness benefits. First, find out if your benefits align with the current needs of your workers by conducting a utilization review. If the participation rate is low, you may need to explore other options or offer incentives to encourage employee participation.

Will Your Current Plan Remain the Same or Change? Find out if your insurance carrier plans to make any changes to your current health plan. This could include changes to the deductible, co-payments, out-of-pocket maximums, or changes to the types of services that are covered. Also, determine if there are new benefits or changes to existing benefits as well as additional resources and support services, such as wellness programs or telemedicine.

What about coverage? Will there be any changes to the coverage area compared to the previous year? Coverage options depend on various factors, such as budget, the overall health of your workforce, and the level of risk. Your employees will want to know if their preferred doctors and hospitals are included in the plan’s provider network.

By comparing the current year’s insurance plan with the previous year’s, you can determine if there have been any significant changes in benefits or costs and decide if renewing is still the best option.

What are the Cost Implications of Changing or Renewing Your Employee Health Plan? One of the most important factors to consider is the renewal rate for the current plan. Review the renewal rate and compare it with other available plans to ensure they are getting the best value for their money.

How Will Switching to a New Plan Impact Your Bottom Line? Consider the potential impact on your company’s bottom line, such as an increase in payroll taxes or additional administrative time required to enroll employees and communicate any changes.

What Are the Out-of-pocket Costs for Employees? In addition to premiums and deductibles, employees will have out-of-pocket costs when using their health insurance. These can include copays for doctor visits, prescription drug costs, and coinsurance costs for hospital stays or surgeries. It’s important to understand what these costs are and how they may have an impact on your employees’ ability to afford the care they need.

Are There New Compliance Requirements? Are there new legal or healthcare regulatory requirements or changes to existing laws that need to be considered? For example, the Affordable Care Act (ACA) requires that certain employers provide health insurance coverage to their employees, and failure to comply can result in costly penalties. It’s always a good idea to consult with legal or financial advisors to ensure all necessary compliance requirements are met.

How Does Your Employee Benefits Compare to Those Offered by Other Companies in the Same Industry? Is your plan competitive? How does your plan compare to other health plans in terms of benefits, cost, and overall value? Compare its performance with other available options by analyzing the cost, benefits, and coverage limits compared to other plans.

What Feedback Have Employees Given About Your Benefits Package? Gather employee feedback to learn more about the benefits they value most and areas that need improvement. Also, anticipate future needs by surveying your workers mid-year and after the open enrollment period ends.

What is the Renewal Timeline? What are the key dates and deadlines for renewing the plan? What is the process for making any changes or updates? Determine the timeline for the renewal process and the resources needed. Allow enough time to provide advance notice to employees about any changes to the plan and to secure updated employee information and documents before the renewal date.

What Support Does the Insurance Provider Offer? Is your insurance provider still a good fit? How responsive are they to any questions or concerns? Consider the level of support that the insurance provider offers, including a dedicated account manager who can help navigate all of the plan’s features and benefits, as well as any resources or tools that are available to help employees manage their healthcare costs.

PREPARE NOW FOR RENEWAL

Renewing your employee health insurance plan can be a complex and challenging process. However, by understanding the factors that come into play, small businesses can ensure they are providing the best possible health coverage for their employees.

If you need to choose a new plan, you can do your own research or look for guidance through an insurance broker or an IRS-certified PEO, like Propel HR. Because of a PEO’s ability to group employees of small businesses into one larger pool as a way to negotiate better health plans at much lower rates, employers are able to offer top-rated health insurance plans and enterprise-level benefit packages similar to those only available to large corporations.

We offer comprehensive medical insurance plans designed to fit your employee’s needs and your budget. Propel HR’s Master Health Plan is administered through BlueChoice, a part of an AM Best A+ rated health insurance carrier and one of the nation’s largest and most trusted health insurance providers.

If you need help finding the right options for your small business, just give us a call at (800) 446-6567.

LEARN MORE ABOUT THE LATEST BENEFIT TRENDS

2023 Benefits Benchmark Report

If you’re planning to renew or make changes to your employee benefits, watch our recent Benefits Benchmark Report to learn more about the latest trends in employee benefits. Watch HERE.

🔷 NEW! From Propel HR 🔷

You’ve trusted us with your payroll and other HR needs, and now we are thrilled to help you find the right candidate. We’re excited to welcome, PropelHIRES, to the Propel team!

And when you are ready to take your business to another level, pair PropelHIRES’ recruiting with Propel HR’s concierge PEO services. We help you recruit new talent and then seamlessly onboard them. As a result, you can focus on your core business while we take care of payroll, benefits, technology, and human resources.