A new law is not your problem until it applies to you. Knowing exactly when is the job.
Employment-law changes arrive constantly, and most alerts tell you what changed without telling you whether it matters to your organization. We filter changes by your states and headcount, then turn the ones that apply into guidance and ready-to-use policy language.
Two questions decide whether a change reaches your desk: where your people work and how many you have.
Most employment laws turn on location and size. We track both for you, so an update is sorted before it is sent rather than after you read it.
Location, Not Headquarters
State and local rules follow where the employee works. A single remote hire can bring a new state’s sick leave, pay transparency or final pay rules into play, so we track your footprint employee by employee. Employee location drives employment law compliance.
Headcount Thresholds
Many obligations start at a size threshold. Federal FMLA, for example, covers private employers with 50 or more employees in 20 or more workweeks in the current or prior calendar year, which is why we watch your count before you cross it.
Effective Dates vs. Headlines
A law passed this month may take effect next year, or be delayed or challenged in court. We tell you when a rule actually starts to apply, so you plan around the date that matters. Focusing on effective dates keeps compliance planning practical.
An update should end with something you can use, not something you have to translate.
For each change that applies, we give you the explanation, the decision you face and the language to implement it.
Plain-Language Summary
What the rule requires, who it covers and when it starts, written for the person who has to act on it rather than the lawyer who drafted it. Plain-language summaries make employment law updates usable for the people who have to act on them.
The Decision You Face
Many laws set a minimum and leave choices open. We lay out the options, such as whether to meet a new sick time rule through existing PTO or a separate bank, so you choose deliberately. Laying out options helps employers comply on their own terms.
Ready-To-Use Language
Policy wording sized to your states and headcount, ready to drop into the handbook, with the points that need counsel’s review marked. Ready-to-use language speeds handbook updates and keeps policy wording consistent across every state you operate in. Counsel review points are marked.
Some of the biggest employment-law changes are benefits changes in disguise.
Leave laws, state continuation rules and paid family programs all touch the benefit plan. We read each change from both sides, so HR policy and plan design do not drift apart.
Leave and Coverage
A new state leave program can change how long coverage continues and who pays the premium during leave, so we check the plan terms whenever leave rules change. Leave law changes often affect benefits continuation and premium responsibility, so the plan terms get checked each time.
State Continuation
States can extend continuation rights to employers below the federal COBRA threshold, which matters most to smaller groups. Michigan has no state continuation law for small employers, but other states do, and multi-state employers need to track them. Policies issued out of state may carry one.
Plan Documents
When a change affects eligibility or benefits, the plan documents and employee notices need to follow, and we tell you which ones. Aligning plan documents with employment law changes keeps benefits compliant, and keeps the notices employees receive consistent with the plan.
What employers ask about compliance updates.
How is this different from a newsletter?
A newsletter covers everything for everyone. We tell you which changes apply to your states and size, what decision each one creates and the language to implement it. Targeted compliance updates save HR time by skipping the changes that do not apply to you.
What if a law is challenged in court?
We tell you the status and what a sensible employer does while it is unresolved. Sometimes that means preparing without implementing, and we say which. Practical guidance helps employers act during legal uncertainty. Preparing without implementing is often the sensible middle path while a case is decided.
Do you cover local ordinances?
Yes, where your employees work in a city or county with its own rules. Local sick leave and pay rules are often where multi-location employers get caught. Local ordinance tracking protects multi-location employers from rules that apply only in one city or county.
Where the Rules Come From.
The laws and rules named on this page link to the statute or regulation they come from. This is general information, not legal or tax advice, and rules change, so check the current text.
COBRA Continuation Coverage (29 U.S.C. 1161)
Requires many group health plans to offer temporary continuation coverage after a qualifying event.
Family and Medical Leave Act (29 U.S.C. Chapter 28)
Job-protected leave and group health coverage continuation for eligible employees.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
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