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New York City's Expanded Safe and Sick Leave Bill Becomes Law

"To be ready to comply with the new Law by February 22, 2026, New York City employers should: [1] Review and update their leave policies to reflect the new requirements, particularly the separate bank of unpaid sick and safe time. [2] Remove any policies related to the TSCA. [3] Train managers on the new law so that they may be able to handle requests by employees for leave."

California SB41 Holds PBMs to Fiduciary and Transparency Standards

"SB 41 goes beyond federal pricing transparency reforms by imposing an explicit fiduciary duty on PBMs to act in the best interests of their payer clients, which include both self-insured and fully insured ERISA health plans. The law also prohibits spread pricing, mandates pass-through rebates, requires state licensure, and introduces comprehensive disclosure obligations. Collectively, these provisions mark a fundamental shift in PBM accountability and create new compliance priorities for health plan sponsors, insurers, and other payers in California."

New York City Passes Bill Expanding Safe and Sick Leave

"New York City employers will be obligated to provide sick/safe leave under the following circumstances: [1] closure of the workplace, school, or childcare center by order of a public official due to a public disaster ... [2] where a public official directs people to remain indoors or avoid travel during a public disaster; [3] where an employee or their covered family member has been the victim of workplace violence ...[4] absences for employees acting as caregivers to provide care to a minor child or a care recipient; and/or [5] absences for attending or preparing for legal proceedings related to subsistence benefits or housing,"

Is Your Defined Contribution Plan Ready for Alternative Assets?

"What was the tussle behind the Executive Order? ... What are alternative assets? ... Has this been available before? ... Will we be required to offer alternative assets? ... Will the lawsuits against defined contribution plans stop? ... What is next? ... What should plan sponsors do? "

New York Sunsets COVID-19 Paid 'Quarantine' Leave on July 31, 2025

"[B]eginning July 31, 2025, New York's COVID-19 Paid Emergency Leave will expire, and employers will no longer be required to provide separate leave for COVID-19 quarantines and isolations.... [E]mployees who need time off to manage care for COVID-19 can continue to use other paid leave options, including New York State's Paid Sick Leave, New York City's Earned Sick and Safe Time, or New York Paid Family Leave."

Washington State Amends Paid Family Medical Leave Program

"[A]mendments to Washington state's Paid Family and Medical Leave law (PFML) ... significantly broaden job restoration rights, attempt to address leave stacking issues, alter benefits continuation rights, and reduce minimum claim duration periods. The amendments are set to take effect on January 1, 2026."

What Relief Does the MHPAEA Nonenforcement Policy Actually Provide to Employers?

"The Departments' nonenforcement policy does not mean an employer (even one under a current MHPAEA examination) is relieved of compliance with MPHAEA. However, ... such compliance can be less burdensome (and, in particular, the NQTL comparative analysis can be less detailed without fear of reprisal) during the nonenforcement period, which is likely to last until at least 2027 and likely 2028 or beyond."

New York Assembly Considering Bill to Create Consideration and Revocation Periods for All Severance Agreements

"The New York State Senate passed the No Severance Ultimatums Act on March 4, 2025. If enacted, the Act would amend New York Labor Law to prohibit 'coercive ultimatums' in employment severance agreements and would require employers to give all New York employees time to review and revoke severance agreements."

Guidance on Mandatory and Optional Catch-Up Provisions Under SECURE 2.0

"The wage threshold is based on Social Security (FICA) wages paid to the individual by the employer sponsoring the plan.... The threshold is not prorated ... It also appears as if partners in partnerships or other self-employed individuals will not be subject to this provision if they do not have FICA wages.... [T]he guidance does not address whether ... 'super catch-up' contributions are required across controlled groups if implemented by a single employer in the group."

Critical Compliance Issues for Employers in States with Paid Family or Medical Leave

"The prohibition on forcing employees to use accrued paid time off does not mean that the employee may not ask to use accrued and unused paid time off in order to supplement state-sponsored benefits -- which typically are less than an employee's full earnings while actively working.... The prohibition against forcing the employee to use accrued and unused PTO/vacation/sick leave only applies while the employee is receiving the state-sponsored benefit."