Adam Greenwald’s Post

In the latest edition of Crain's Detroit Business, check out the results of the Gallagher Time Away from Work Poll. The top five observations from the poll: 1. Bereavement leave has experienced significant changes   2. Family Care and Caregiver Leave is increasing in prevalence  3. Unlimited PTO policies continue to gain momentum  4. Parental leave shows consistent interest, albeit not at the pace of past years   5. PTO accruals remain fairly flat as employers focus on other Time Away Policies #gallagher #hrconsulting #crainsdetroit

Employers are starting to enhance paid leave programs and will continue to do so in the coming years, according to WTW’s 2023 Leave, Disability and Time-off Trends Survey. Along with improvements to parental, bereavement, and caregiver leave, employers are looking to expand leave coverage, duration, and benefit to accommodate the needs of today’s flexible workforce. As companies continue to innovate in the paid leave benefits space, they face a growing patchwork of incompatible state and local paid leave laws that make uniform administration impossible and threaten the invaluable benefits that employers already provide. Visit ERIC's website below to learn more about state patchwork and our advocacy efforts. Learn more about the 2023 Leave, Disability and Time-off Trends Survey here: bit.ly/42fyV0G. 

Did you know that leave and family care benefits rank among the top five benefits most important to employees this year? And that U.S. employers are significantly increasing their investment in paid maternity, paternity, parental and adoption leave? (According to SHRM’s 2023 Employee Benefits Survey.) Family benefits aren’t just having a moment. Modern-day employees have grown to expect and rely on them. So… how competitive are your family and leave benefits? Is it finally time for an update? Let me know what you think, happy to answer questions in the comments. #FamilyBenefits #WomensHealthcare #EmployeeBenefits #CorporateSynergies #FRP #PSHRM

Top thing on my mind this afternoon: With Minnesota closing in on becoming the latest state to mandate Paid Family Leave, I became curious on what other states require similar type of paid leave from employers. Jim Jantz, Marsh McLennan Agency’s Director of Compliance for Absence, Disability, & Life, explores the latest updates in accrued paid sick leave across the nation. From state-specific changes to new regulations, stay informed and compliant with the latest developments. Read the blog now and stay ahead of the curve! #Compliance #RegulatoryUpdates #PaidLeave

Effective January 1, 2024, employees taking Paid Family Leave receive a maximum weekly benefit of $1,151.16. This is $20.08 more than the maximum weekly benefit for 2023. To learn more, see comments for link. #humanresourcesmanagement  #humanresources

The end of the holiday year is approaching for many companies. If you haven’t yet used up your annual leave, now is the time to book in those days off! And if you are an employer, remind your staff to use up any holiday before the end of December. If you receive statutory entitlement of 28 days, including bank holidays, you cannot normally carry your holiday days over into the New Year (unless in certain circumstances, such as you have been off on sick leave, maternity/paternity leave, or adoption leave). So, if you don’t use it, you’ll lose it. #ukemplaw #annualleave

📢 Exciting Update for HR Managers in Vermont! 📢 Vermont expanded the Vermont Family and Medical Leave Insurance (FMLI) program to allow employers to opt-in to the program as of July 1st. Employers with two or more employees can design a customized plan to fit their needs. Key Features of the FMLI Program: Flexible Plan Design: Combine family and medical leave or choose stand-alone family leave insurance. Contribution Options: Fully employer-paid, split between employer and employees, or fully employee-paid as a voluntary benefit. Benefit Duration: Options ranging from 6 to 26 weeks per 12-month period. Wage Replacement: 60 to 70% wage replacement, with additional options available. Program Phases: Vermont State Government Employees: Began in July 2023, providing nearly all Vermont State Government employees with 60% wage replacement coverage for up to six weeks of leave. Employers: Starting July 2024, the program will be expanded on a voluntary basis to Vermont's private employers and other non-state public employers with two or more employees. Individuals: Beginning July 2025, all Vermont workers, including self-employed individuals and those whose employers do not offer FMLI as a benefit, can purchase their own FMLI coverage. PERKY’s Leave tool helps employees understand their leave benefits no matter what state they are in! https://lnkd.in/egcvv7dZ Ensure your employees have the support they need with this innovative program! #HR #EmployeeBenefits #FMLI #Vermont #PaidLeave #TheHartford #WorkforceSupport

With 84% of employers planning to revise their leave programs within the next two years, there's a clear movement towards enhancing employee experiences. This initiative touches on various aspects of PTO, including bereavement, parental and caregiver leave, and general policies. It highlights how crucial supportive leave policies are in building a healthy workforce. #PTO #WorkLifeBalance #HumanResources #EmployeeBenefits https://lnkd.in/gVg9gN2m

A recent WTW survey showed that many companies are working to improve their leave programs, including PTO, parental leave and more. How will this impact you? https://ow.ly/Cbcf50Qu0yV #LeavePrograms #WorkLifeBalance #EmployeeWellness

Attention employers! Significant changes impacting holiday pay, family leave, carer’s leave, and flexible working rights have taken effect from 6 April 2024. Here’s what you need to know: Holiday Pay and Entitlement: - New rules apply to workers with irregular hours and part-year workers. - Statutory holiday entitlement is now calculated as 12.07% of actual hours worked per pay period. - Rolled-up Holiday Pay (RHP) can be used at employer discretion, calculated at 12.07% of total pay. Paternity Leave and Pay: - Fathers and partners can now take paternity leave in non-consecutive blocks within the first year after birth or adoption. - Redundancy protection extended for pregnant employees and those returning from family-related leave. Carer’s Leave: - Employees can take up to one week of unpaid leave every 12 months to care for dependants with long-term care needs. Flexible Working: - Right to request flexible working from day one of employment. - Employers must respond to requests within two months. Ensure your policies are up-to-date and compliant. For guidance, contact us. - - #HallLiveseyBrown #CharteredAccountants #EmployeeRights #Payroll #Cheshire