Current and Past Articles

Providing a comprehensive and generous vacation policy is essential for attracting and retaining top talent. The bare minimum should be 30 days of leave per year, including vacation days, sick days, holidays, and other personal days. In the United States, employers typically offer full-time employees 10 days of vacation per…

Picture this: You walk into your office and see lifeless faces, hollow eyes, and shuffling movements. It’s like a scene from a zombie movie. But these aren’t undead creatures; they’re your employees. What’s driving this atmosphere? Fear. Fear is both a powerful motivator and a double-edged sword.

In a world where a single tweet can swing customer opinions, ensuring every part of your company is in sync is more than a nice-to-have—it’s a must.  One of the more pervasive challenges organizations face today is the tendency for teams to operate in silos. This results in missing key opportunities to streamline operations and enhance the customer experience.

Join us for a deep dive into the world of mental health parity compliance, including:

How we got here
What both types of analyses entail
Who is subject to the rules
Strategies going forward for your plan

Prefer to listen instead of read? No problem! Listen to the blog post at any time by clicking here.   Innovation is encouraged and expected in the business world; you’ll fall behind if you don’t keep up to date on new processes or technology. However, ignore traditions at your own peril. Workplace traditions like established practices, company culture, and values give employees a sense of comfort in the familiar, foster a sense of stability, and boost morale and productivity.  A healthy organization strikes a balance between tradition and innovation.

Prefer to listen instead of read? No problem! Listen to the blog post at any time by clicking here.   Late last week, the Internal Revenue Service released updates to the maximum annual 2025 contribution limits for health savings accounts (HSAs) under high deductible health plans (HDHPs). These inflation-adjusted limits, which have increased slightly from 2024, apply to both individual and family coverage. Of note, the annual limit for the additional catch-up HSA contribution eligible individuals aged 55 and over are permitted to make remains unchanged. The updates also include deductible minimums and out-of-pocket (OOP) expense limits for HDHPs and an increase to the maximum amount that may be made newly available for excepted benefit health reimbursement arrangements (EBHRAs). The HSA, HDHP, and out-of-pocket thresholds apply for the 2025 calendar year, while the EBHRA maximum applies to the 2025 plan year. The 2025 limits are summarized below in comparison to the 2024 limits:   Annual HSA Contribution Limits   2025 2024 Self-only coverage $4,300 $4,150 Family coverage $8,550 $8,300 Additional catch-up contribution for eligible individuals $1,000 $1,000 Annual Minimum Deductibles for HDHPs   2025 2024 Self-only coverage $1,650 $1,600 Family coverage $3,300 $3,200 Annual Maximum Out-of-Pocket Expense Limits for HDHPs   2025 2024 Self-only coverage OOP expenses may not exceed $8,300 $8,050 Family coverage OOP expenses may not exceed $16,600 $16,100 Plan Year Excepted Benefit HRA Maximum   2025 2024 Maximum amount for a plan year may not exceed $2,150 $2,100