Forsite Benefits - Blog

December 2025 HR Newsletter

Thu, 11 Dec 2025 10:59:25 -0600

Trends Shaping 2026 Employee Benefits

Understanding the latest employee benefits trends can help organizations plan ahead and offer a benefits package that meets the evolving needs of workers. Here are five trends shaping benefits in 2026:

Rising health care costs—Surveys project that health care costs are likely to increase by 6.5% to, in many cases, as much as over 10% in 2026. Employers will absorb much of the costs.

Continued popularity of glucagon-like peptide-1 (GLP-1) drugs—A RAND report revealed that 12% of Americans have used GLP-1 medications for weight loss, and 14% are interested in using the drugs. Moreover, the number of prescriptions for the drugs has more than tripled since 2020.

The impact of the One Big Beautiful Bill Act (OBBBA)—The OBBBA, a sweeping tax and spending bill, includes a broad set of changes for employee benefit plans, most of which take effect in 2026. Changes include expanded access to health savings accounts, increased limits and tax credits for dependent care, and the introduction of a new tax-advantaged account (“Trump Account”).

New specialty drugs—Industry experts estimate that nearly 80% of all approvals by the U.S. Food and Drug Administration in 2025 are specialty drugs, and the momentum will continue throughout 2026. Biologics, biosimilars, and cell and gene therapies are fueling this rapid growth.

Expansion of fertility benefits—New federal initiatives aim to make in vitro fertilization more affordable. Many states require that insurance companies cover infertility diagnosis and treatment. Also, employee demand for fertility benefits is growing.

As the workforce’s needs continue to evolve, so must the benefits that companies offer to remain relevant and meaningful to employees.

Every workplace is unique, but employers can monitor and understand the latest benefits trends to better attract and retain top talent while maximizing costs.

Year-end HR Checklist for Small Businesses

As the year draws to a close, small businesses face a critical window to tidy up HR operations and prepare for the year ahead. While larger organizations may have dedicated teams for each HR function, small businesses often rely on lean teams or even single individuals to manage everything from compliance to employee engagement. That’s why having a clear, actionable checklist is essential.

Small businesses should consider prioritizing the following HR activities before the end of 2025 to stay compliant, support their workforce and set the stage for a successful new year:

Complete performance reviews. Use this time to formally evaluate employee performance, set goals for the upcoming year and identify opportunities for growth or training. In small businesses, these reviews can be especially impactful for retention and morale, as they provide personalized feedback and recognition.

Update staff directory. Ask employees to verify and update their contact details, emergency contacts, tax withholding forms and beneficiary designations. Keeping this information current helps avoid issues with payroll, benefits and compliance.

Back up HR and personnel data. Data security is crucial, especially for small businesses that may lack dedicated IT support.

Review hiring and recruitment plans. Assess what worked well in your hiring processes this year and what didn’t. Consider your staffing needs for the upcoming year and create a plan for recruiting, onboarding and budgeting for new roles.

Establish HR budget and resource allocation. Plan your HR budget for the next year, including costs for recruitment, training, benefits and employee engagement initiatives. Small businesses can benefit from proactive budgeting to avoid unexpected expenses.

Conduct workforce analysis. Evaluate your current team’s strengths, gaps and areas for potential improvement. This can help you identify key talent, plan for succession and ensure your workforce is aligned with business goals.

Conduct a compliance audit. Review employee classifications, labor law postings, personnel files and policy documents to ensure everything is up to date and legally compliant. Address any gaps before the new year begins.

Collect employee feedback. Distribute engagement or satisfaction surveys to gather insights into what’s working and where improvements are needed. Use this feedback to guide changes in policies, communication or workplace culture.

Update policies and employee handbooks. Review and revise policies to reflect legal changes or internal updates. Confirm that employees have signed the latest versions of handbooks, ethics policies and conflict-of-interest forms.

Conclusion

Year-end activities can seem limitless, which may leave HR professionals and business owners feeling overwhelmed while potentially overlooking some tasks. By preparing early, businesses can wrap up this year properly and set their organizations up for success in 2026.

Winter Attraction and Retention Tips

Winter presents both attraction and retention challenges as well as unique opportunities for employers. For some industries, recruiting often slows during the winter months—especially after the winter holidays. However, winter is also when many job candidates are making plans for the coming year, which may include searching for new jobs and opportunities.

Simultaneously, many employers struggle to keep employees engaged during winter. When left unaddressed, a winter slump can lead to increased turnover and other employment challenges.

Employee Attraction - Employers can consider the following strategies to improve winter attraction:

Schedule interviews while candidates have free time around the holidays.
Build a talent pipeline while there’s reduced hiring competition.
Recruit college or university students who graduated during the fall semester.
Use employment websites to improve branding and candidate outreach.

Employee Retention- Employers can consider these practices to boost employee engagement and retention during the winter months:

Use the year’s end to recognize and reward employees for good work and accomplishments.
Encourage goal-setting at the team, department and individual levels.
Offer employees flexibility on severe weather days.
Check in with employees on a personal and professional level.
Consider holiday bonuses and other incentives.

Savvy employers can use winter employment challenges as opportunities to attract talented job candidates and reenergize the workforce.

Watch every Episode of Motion Connected's Great Culture Webinar Series

At Motion Connected, we believe culture isn’t something you talk about — it’s something you build.

That’s exactly why we created the Great Culture Webinar Series, featuring conversations packed with real stories, expert insights, and actionable strategies from HR leaders and culture champions across the country.

Whether you missed a live session or want to revisit a favorite topic, every episode — from best practices on core values to redefining employee wellbeing — is stored in our webinar library for you to watch anytime.

🎥 What’s in the Library?

Some of the standout sessions you’ll find in the library include:

The Value of Core Values Masterclass — build culture from the inside out.
Great Culture with Dr. Tamara Beckford: The Power of Movement — learn why movement matters in workplace wellbeing.
Tips from our Engagement Specialists — catch highlights and standout lessons from our team who works with clients day to day.

And that’s just the beginning — there are dozens of conversations waiting for you.

VIEW LIBRARY HERE

Introducing Forsite Member Advantage

Wed, 19 Nov 2025 13:25:28 -0600

Introducing Forsite Member Advantage: Your Employees’ Secret Weapon to Battling Rising Healthcare Costs.

Healthcare is complicated, and employees feel it every single year. Between plan options, confusing terminology, bills that don’t make sense, and the pressure to make the “right” choice, most people end up overwhelmed long before open enrollment even begins.

At Forsite, we’ve seen this firsthand. As brokers, employers, and employees ourselves, we know that even the best benefit strategy can fall flat if people don’t understand or use it confidently. That’s where Forsite Member Advantage comes in.

What Is Forsite Member Advantage?

Forsite Member Advantage is an employee-first navigation and support program designed to simplify healthcare, empower smarter decisions, and reduce overall costs for both employees and employers.

It’s a centralized support system that helps your team:

Choose the right plan for their medical needs and financial situation
Understand benefits, from deductibles to HSAs to in-network care
Navigate claims and bills without hassle or confusion
Access advocates who can explain options and guide decision-making
Feel confident in their healthcare choices, year-round

Why We Built It

For years, Forsite has helped employers design strong benefit packages. But we kept hearing one thing: “Our employees don’t understand how any of this works.”

We saw the gaps. Employees were choosing plans that didn’t fit their needs, avoiding preventative care, or not using the tools already available to them. Employers were investing heavily in benefits, but not seeing the engagement or savings they expected.

So we built Forsite Member Advantage as a solution that:

Reduces confusion
Drives engagement
Improves financial outcomes
Builds trust between employers and their workforce

What It Helps Employees Do

With Member Advantage, employees can:

Make Smarter Plan Choices
Save Money
Get Answers Fast
Use Their Benefits Fully
Navigate Healthcare Year-Round

“We created Forsite Member Advantage because healthcare costs keep rising while the system gets harder to navigate. Our mission is to give your employees an edge in this broken system by equipping them with the knowledge, tools, and support to make confident decisions and avoid costly surprises.”

- Michael Troup, CEO, Forsite Benefits

The Bottom Line

Forsite Member Advantage isn’t just a new product. It’s a new standard for employee benefits support. When employees understand their benefits, everyone wins.

Lower costs. Higher engagement. Fewer headaches.

November 2025 HR Newsletter

Wed, 05 Nov 2025 10:21:59 -0600

Progressive Discipline: Pros, Cons and Best Practices

By Kristen Jonas, HR Consultant, Kinesiology HR LLC

Early in my career many or most had the impression that Human Resources was part of a dystopian society, relishing in oppressive policies intended to make the workplace miserable. Employees called our department the “Principal’s office” because surely HR Managers sat in our offices waiting for employees to misstep so we could pounce and “write them up”. We have come far in that notorious impression. In fact, the title “Business Partner” is a common way of communicating; we are collaborators in the workplace.

When it comes to a Progressive Discipline Policy I am all for it. It provides a solid foundation, with clear progression of actions, for what to do when employees disregard workplace rules. It typically goes verbal warning, written warning, suspension, termination. As with most policies, we have pros and cons.

READ FULL ARTICLE HERE

Talent Trends Impacting Workplaces in 2026

The new year is right around the corner, and the labor market is undergoing a profound transformation shaped by economic uncertainty, technological acceleration and shifting employee expectations.

For employers, understanding these dynamics is essential to navigating talent and workforce development in the year ahead.

Employee Retention

One of the most worrying trends heading into 2026 is the growing disconnect between job stability and employee satisfaction. A recent report from HR software company Leapsome revealed that while 54% of employees are staying in their roles for stability, 1 in 3 employees are actively considering leaving due to disengagement and lack of fulfillment.

Another factor to consider is that trust in HR is waning, particularly among nonmanagerial staff. The Leapsome survey further revealed that nearly half (46%) of employees do not view HR as a trusted advocate, citing concerns over transparency and protection of company policies. Furthermore, 1 in 2 non-managers don’t trust HR to protect them from harmful policies.

Retention metrics may appear stable, but beneath the surface, motivation and performance are wearing down. Employers must prioritize reengagement strategies, such as career development, transparent communication and manager-led performance routines, to reignite purpose and productivity. Finally, 2026 is poised to be a critical year for rebuilding trust for many organizations, but progress can begin now.

Artificial Intelligence (AI) Adoption

AI investment and adoption have been accelerating in recent years, and employers are focusing on more ways to replace workers with technology. A Resume.org report from September 2025 revealed that nearly 3 in 10 companies have already replaced jobs with AI, and about 4 in 10 plan to do so by the end of 2026.

Additionally, Goldman Sachs Research noted that AI adoption is expected to have a modest and temporary impact on employment levels. It estimates that unemployment will increase by half a percentage point during the AI transition period as displaced workers seek new positions.

As AI adoption increases, the impact on jobs will largely depend on how employers leverage the technology in their regular workflows. Many may focus on how AI can enhance human potential rather than simply replacing it. Employers will need to navigate the delicate balance between technological efficiency and workforce sustainability as the adoption of these technologies increases.

Compensation Planning

Salary budgets are expected to rise modestly in 2026, with U.S. employers forecasting average increases of 3.4%, according to a survey from The Conference Board. Both Mercer and Payscale noted an average increase of 3.5% for next year. These figures are slightly below 2025 levels. Economic caution and reduced competition for labor are influencing these decisions. In fact, 6 in 10 companies cite economic uncertainty as a key restraint to their hiring and salary decisions. Some organizations are moving more slowly to fill positions left open by employees and may allocate their salary budgets more for internal investments, such as employee development.

Compensation strategies should be aligned with performance, market benchmarks and employee expectations. Total rewards packages, including benefits, flexibility and career growth, will play a critical role in attracting and retaining talent.

Gig Work

The labor market is showing signs of softening. Unemployment has ticked up, and job creation has slowed across certain sectors, including manufacturing, retail and hospitality. Employers are increasingly relying on gig, contract and temporary workers to maintain workplace agility without long-term commitments.

Workforce planning in 2026 will demand flexibility. Organizations may need to explore scalable staffing models, including project-based roles, while maintaining a strong employer brand to attract top talent in a competitive landscape.

Looking Ahead

In 2026, organizations will be challenged to rethink traditional workplace models and adopt greater adaptability. Success will hinge on the ability to balance technological advancement with human connection, economic caution with strategic investment and short-term agility with long-term vision.

The Impact of the Growing Gig Economy

The gig economy is a system in which organizations engage individuals, often through digital platforms or intermediaries, for temporary or task-based work, rather than relying solely on full- and part-time employees. It’s quickly becoming a key component of the economy.

According to Statista, more than 70.4 million Americans are currently involved in freelance work. By 2027, freelancers, gig workers and crowd workers are expected to become the majority of the workforce.

Organizations are increasingly turning to gig workers to meet labor demands as they navigate shrinking budgets and evolving workforce expectations. The rise of gig work presents a complex mix of opportunities and challenges for employers.

Here are potential benefits of gig work for employers:

Cost savings for some roles or tasks since employers are not required to provide benefits such as health insurance, paid leave or retirement contributions to independent contractors
Scalability and flexibility due to project needs or seasonal shifts, without long-term commitments
Access to specialized talent through gig platforms

While the gig economy offers flexibility and cost savings, it can also introduce the following challenges for employers:

Weaker organizational ties due to gig workers’ independence
Unique compliance considerations, as gig workers fall under “independent contractor” status
Strain on full-time employees who are also doing gig work, as they may become less available for overtime, more fatigued and potentially less engaged
Balancing dual roles as employer and client, which adds complexity to workforce planning

Employer Takeaway

The rising number of workers participating in gig work is an inevitable trend that labor experts predict will continue to grow. Employers should continue to monitor labor trends and consider what practices make the most sense for their organizations.

Why Health Care Costs Are Increasing in 2026

Health care costs have been growing at an alarming rate in recent years, and they’re not slowing down.

Surveys project that U.S. health care costs are likely to increase by 6.5% to, in many cases, over 10% in 2026.

Regardless of the exact figure, employers can expect their health care costs to continue to skyrocket throughout 2026. As the next year approaches, many employers remain curious about what is driving these increases.

Here are key factors impacting rising health care costs in 2026:

Specialty medications, specifically glucagon-like peptide-1 (GLP-1) drugs—High-cost, high-impact treatments, such as GLP-1s, biologics, biosimilars, and cell and gene therapies, are reshaping the pharmaceutical industry. The momentum behind specialty drug innovation shows no signs of slowing.
Chronic health conditions—About 90% of health care spending is for people with chronic and mental health conditions. Moreover, many people have two or more chronic, high-cost diseases.
Aging populations—Health care costs generally increase as people age. While life expectancy has increased significantly over the past 50 years, birth rates have trended down consistently.
Cancer care—This has been the top driver of employer cost increases for four years in a row. Spending has worsened due to the growing prevalence of cancer diagnoses and the escalating cost of treatment.
Health care labor costs—The worker supply continues to fall short of the growing demand for utilization.

Offering quality health care to employees carries a significant financial cost for organizations. It’s more than just organizations that pay the price for growing health care costs; such expenses are often shared between employers and employees.

Rising health care costs may be unavoidable, but informed employers can better understand these trends and act appropriately.

Progressive Discipline: Pros, Cons and Best Practices

Tue, 04 Nov 2025 09:33:33 -0600

By Kristen Jonas, HR Consultant, Kinesiology HR LLC

Early in my career many or most had the impression that Human Resources was part of a dystopian society, relishing in oppressive policies intended to make the workplace miserable. Employees called our department the “Principal’s office” because surely HR Managers sat in our offices waiting for employees to misstep so we could pounce and “write them up”. We have come far in that notorious impression. In fact, the title “Business Partner” is a common way of communicating; we are collaborators in the workplace.

When it comes to a Progressive Discipline Policy I am all for it. It provides a solid foundation, with clear progression of actions, for what to do when employees disregard workplace rules. It typically goes verbal warning, written warning, suspension, termination. As with most policies, we have pros and cons.

ON THE PRO SIDE:

Employees understand clearly the consequences of not following their employer’s standards in the workplace.
Disciplinary procedures known and are defined for consistency and fairness.
Employees will have opportunity to change. In most situations, they will have multiple opportunities.
The employer has the chance to coach and mentor what an employee can do to change for the betterment of that employee.
Because policies are enforced, morale can be improved because employees know poor behavior among coworkers will be addressed.

WHEN THERE ARE PROS, THERE ARE CONS:

Policies can be too inflexible. HR Managers need to use judgement at times, consider all circumstances.
Sometimes, an investigation is not thorough enough and the discipline goes south, or misses the mark.
If not followed by all managers for all employees, it could look discriminatory. HR should provide that oversight.
It can be misunderstood. For example, the concept that all steps must be followed before termination is not necessarily the best route. Certainly in “at will” environments that is not the case. Employers need to use judgement on the progressive aspect.

PRO TIPS:

Make sure your warnings are inclusive of all necessary information: dated, with FULL names and titles of those receiving and giving the disciplinary warnings, the level of discipline, detailed description of the issue and the policy it violates, previous relevant warnings, and expectations moving forward including consequences if the issue occurs again.

Some infractions may need to skip steps altogether. For example, seeing an employee on their phones or scrolling social media, likely starts at the beginning with a verbal warning. An employee that disregards a safety policy putting the company at great risk, could go right to suspension. Ensure your Progressive Discipline Policy allows for this necessary flex.

Verbal warnings are just that. However, the manager should document the conversation and include the documentation in the employees file.

Written warnings can sometimes be repeated. Sometimes the infraction is severe enough for a written but not severe enough for a suspension. A “Second Written Warning” maybe issued.

Suspensions are generally for major violations that require investigations and time to clean up. To be most effective, the suspension should be unpaid without opportunity to apply PTO. This is the last stitch effort before termination and that should be clearly stated in the form of a final written warning.

Signatures on Written Warnings are necessary as an acknowledgement that they have read, understood and received it.

Termination is the end of the employee and employer relationship. Documentation is imperative at this point. The circumstances of the termination will be important as it relates to post employment claims, such as wage and hour, wrongful termination and unemployment.

Timing matters. If an employee receives a verbal warning and the same policy violation occurs a year and half later, it could be appropriate to start over with the progressive disciplinary policy again. Let’s use the cell phone example again. The employee is found scrolling on social media during work time in January and gets a verbal warning regarding the Cell Phone Policy. If the same issue occurs in March of the following year, it is likely not appropriate to escalate to a written warning. Too much time has passed. Again, flex and judgement needs to be part of the process.

If a Progressive Discipline Policy is administered well, it provides great opportunity to strengthen your workplace and retain your employees. For your workplace to thrive, a Progressive Discipline Policy must be well communicated and applied.

It ensures a fair and consistent workplace as it relates to human behaviors and expectations. Without respect for good conduct, morale tanks and then, productivity plummets. It is important that a culture of accountability is part of your nature.

October 2025 HR Newsletter

Tue, 07 Oct 2025 09:40:35 -0500

Oct. 15 Deadline for Medicare Part D Coverage Notices

Employers must notify Medicare-eligible policyholders if their prescription drug coverage is credible or not.

The Medicare Modernization Act (MMA) requires entities (whose policies include prescription drug coverage) to notify Medicare-eligible policyholders whether their prescription drug coverage is creditable, (which means that the coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage) or non-creditable.

2025 brought significant change to the determination of credibility.

Starting 2025, CMS has reduced the maximum out-of-pocket on Medicare Part D plans from $8000 down to $2000. This change likely precludes most high deductible health plans (HDHPs) from qualifying as credible coverage. This means any individual covered under a group plan that is Medicare Part D eligible may face a penalty of 1% of the national base premium ($34.70 in 2024) times the number of uncovered months.

Example:

Mrs. Martinez has Medicare, and her first chance to get Medicare drug coverage (during her Initial Enrollment Period) ended on July 31, 2024. She doesn’t have credible prescription drug coverage from any other source. She didn’t join a Medicare drug plan by July 31, 2024 or during Open Enrollment in 2024, and instead will join during the Open Enrollment Period ending December 7, 2025. Her Medicare drug coverage will start January 1, 2026.

Since Mrs. Martinez was without creditable prescription drug coverage from August 2024–December 2025, her penalty in 2025 is 17% (1% for each of the 17 months) of $34.70 (the national base beneficiary premium) or $5.90 each month will be added to her Medicare Part D premium.

Here's the math:

17 (17% penalty) × $34.70 (Base beneficiary premium) = $5.90

$5.90 = Mrs. Martinez's monthly late enrollment penalty for 2026

Who Must Comply

The disclosure requirements apply generally to employers sponsoring group health plans that offer prescription drug coverage to Medicare-eligible individuals.

Model notices/templates

These model notices may be used to satisfy this requirement, issued by the Centers for Medicare & Medicaid Services.

Medicare Part D – Creditable Coverage Disclosure Notice Template - [View]
Non-Creditable Coverage Disclosure Notice Template - [View]

Information Required

Notifies Medicare-eligible individuals whether the plan's prescription drug coverage is creditable coverage, meaning the coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage.

Note: Individuals who do not maintain creditable coverage for 63 days or longer following their initial enrollment period for Medicare Part D may be required to pay a late enrollment penalty. Accordingly, this information is essential to the decision to enroll in a Medicare Part D prescription drug plan.

Who it must be provided to

Medicare-eligible active employees and their dependents
Medicare-eligible COBRA individuals and their dependents
Medicare-eligible disabled individuals covered under the prescription drug plan
Any retirees and their dependents

Who it must be provided by

Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals.

When it is Due

Prior to the annual enrollment period for Medicare Part D that begins on Oct. 15th
Prior to an individual's initial enrollment period for Medicare Part D
Prior to the effective date of enrolling in the employer's prescription drug plan and upon any change that affects whether the coverage is credible
Upon request by the individual

Online disclosure to the Centers for Medicare & Medicaid Services is also required annually, no later than 60 days from the beginning of a plan year, within 30 days after termination of a prescription drug plan, or within 30 days after any change in creditable coverage status.

[ VIEW ONLINE DISCLOSURE ]

Core Values Master Class with Sarah Marshall

Wednesday, October 29th

11:00 AM CST

When captured and applied, core values provide clarity, energy and aliveness to individuals and entire businesses.

They are a powerful differentiator that attract and connect individuals and organizations to each other.

Explore the value and power of authoring personal core values and the importance of organizational core values in any role that impacts the people touchpoints of your business.

Strengthen your ability to align individual and organizational core values, resulting in better hiring decisions, more meaningful employee relationships, clearer vision and stronger decision making.

You’ll learn from:

Sarah Marshall, Co-Founder & The Experience Architect at humanworks8

Sarah is at her best when helping leaders work through plans of action that strengthen the employee experience – that’s what makes her the Experience Architect at humanworks8, where she not only builds the roadmap to better culture, but executes that strategy alongside her clients.

6 Open Enrollment Communication Tips

Effective communication is critical to educate and inform employees about new, returning or expanded benefits options. Consider these six open enrollment communication tips:

Select a mix of appropriate channels. For example, digital channels can help distribute and house information virtually. Alternatively, there’s still a time and place for on-site meetings and mail-to-home print materials. Every workplace is different, so it comes down to selecting various channels that are relevant and engaging to each organization’s specific employees.

Keep it simple. It’s vital to simplify benefits information. Links or attachments could explore the benefits further and offer the fine print.

Make it digestible. Traditional benefits booklets can be lengthy; instead, employers could deliver bite-sized information to employees through methods such as videos and emails.

Use real-world examples. Employees can relate to stories, so find ways to bring the options to life.

Avoid jargon. To help make benefits easier to understand, avoid HR or benefits-related jargon. Additionally, many benefits are acronyms, so employers should help decode and explain the alphabet soup to employees.

Personalize communication. Depending on the workforce and their working environments, employers will likely need to segment their employee audience and tweak messaging so it resonates.

Employer Takeaway

Educating and informing employees about their benefits options is an important part of open enrollment. Effective employee communication may evolve, but it comes down to helping employees feel well-informed about their benefits options and confident about their choices.

Overcoming Employee Pessimism

A workplace environment can be crucial in shaping employee productivity, retention and overall job satisfaction. While optimism among a workforce can help create a great workplace culture, pessimistic employees can quietly erode even the most well-intentioned work environments.

Common Reasons for Employee Pessimism

A pessimistic workplace occurs when negativity and expectations for poor outcomes are prevalent. Employees may focus on what could go wrong, feel that hard work won’t have positive results, and have a general sense of despair and indifference. This mindset can have devastating impacts on an organization.

Some pessimism is natural in the workplace, but excessive negativity can build over time if employers aren’t actively shaping their workplace culture. Some common reasons for employee pessimism include economic uncertainty, burnout, financial strain, lack of career advancement and concerns about organizational stability.

How to Overcome Employee Pessimism

Employers can find it challenging to change the culture even when they know the source of employee pessimism. The following strategies may be helpful to overcome employee pessimism:

Understand the root cause of pessimism.
Allow for open communication.
Provide support and resources, such as mental health services, wellness programs and peer support networks.
Focus on career development opportunities.
Strengthen team connections.
Reward positive attitudes and teamwork.

Employers can create opportunities to improve an organization’s culture by observing and reacting to workplace attitudes. A positive work environment can help attract top talent, improve employee performance and increase retention.

September 2025 HR Newsletter

Fri, 05 Sep 2025 10:46:53 -0500

Oct. 15 Deadline for Medicare Part D Coverage Notices

Employers must notify Medicare-eligible policyholders if their prescription drug coverage is credible or not.

2025 brought significant change to the determination of credibility.

Example:

Here's the math:

17 (17% penalty) × $34.70 (Base beneficiary premium) = $5.90

$5.90 = Mrs. Martinez's monthly late enrollment penalty for 2026

Who Must Comply

The disclosure requirements apply generally to employers sponsoring group health plans that offer prescription drug coverage to Medicare-eligible individuals.

Model notices/templates

These model notices may be used to satisfy this requirement, issued by the Centers for Medicare & Medicaid Services.

Medicare Part D – Creditable Coverage Disclosure Notice Template - [View]
Non-Creditable Coverage Disclosure Notice Template - [View]

Information Required

Who it must be provided to

Medicare-eligible active employees and their dependents
Medicare-eligible COBRA individuals and their dependents
Medicare-eligible disabled individuals covered under the prescription drug plan
Any retirees and their dependents

Who it must be provided by

Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals.

When it is Due

Prior to the annual enrollment period for Medicare Part D that begins on Oct. 15th
Prior to an individual's initial enrollment period for Medicare Part D
Prior to the effective date of enrolling in the employer's prescription drug plan and upon any change that affects whether the coverage is credible
Upon request by the individual

[ VIEW ONLINE DISCLOSURE ]

[Upcoming Webinar] Building a Great Company Culture at Iowa Speciality

What if your culture was your strongest business strategy?

At Iowa Specialty Hospital, culture isn’t just a backdrop. It’s the driving force behind high retention, employee satisfaction, and organizational success.

In this webinar, you’ll learn how they made it happen—and how you can too.

You’ll hear directly from Steve Simonin, President & CEO of Iowa Specialty Hospitals & Clinics. A nationally recognized healthcare leader who has led his organization through nearly three decades of cultural and operational transformation. Under his leadership, Iowa Specialty has grown significantly, earning top honors for patient satisfaction and workforce engagement, year after year.

Joining him is Brooke Nerlien, a registered nurse, wellness coach, and diabetes educator with 16 years of experience. Brooke leads the wellness efforts at Iowa Specialty and brings a practical, human-centered perspective on building programs that actually work.

Together, they’ll share:

How culture became a foundational business strategy, on par with operations and growth.

What a connected, energized workplace really looks like in healthcare and beyond.
Leadership behaviors (like the “510 rule”) that foster belonging and build trust.
Tangible wellness strategies that support both physical and emotional wellbeing.
Results they’ve seen in employee satisfaction (96%!), retention, and national recognition.
How Motion Connected supports their vision—and why it’s working
What a connected, energized workplace really looks like in healthcare and beyond.
Leadership behaviors (like the “510 rule”) that foster belonging and build trust.
Tangible wellness strategies that support both physical and emotional wellbeing.
Results they’ve seen in employee satisfaction (96%!), retention, and national recognition.
How Motion Connected supports their vision—and why it’s working

Wednesday, September 10th

11:00 AM CST

REGISTER TODAY!

E-Verify Status Change Report Updated to Include Document Number

The U.S. Citizenship and Immigration Services recently announced that the Status Change Report will include an additional “Revoked Document Number” field to help employers determine whether an employee’s employment authorization document (EAD) presented when completing the Employment Eligibility Verification form (Form I-9) and used to create their E-Verify case is the revoked EAD in the report. If the EAD has been revoked, the employer must reverify the employee by completing Supplement B of Form I-9.

If an employer has a current employee who appears on the Status Change Report, the employer should compare the employee’s EAD card number used for Form I-9 to the Revoked Document Number field in the report to determine if the employer must reverify the employee’s employment authorization. For example, if the employee’s EAD used for Form I-9, which was used to create their E-Verify case, is the same number listed in the Revoked Document Number filed, then the employee’s EAD is revoked, and the employer must reverify the employee with a different acceptable List A or C document using Form I-9 Supplement B. However, if the employee’s EAD used for Form I-9 is different than the number listed in the Revoked Document Number field, the employee’s EAD is not revoked, and the employer does not need to reverify the employee’s employment authorization until the EAD expires.

Employer Takeaway

Employers should regularly generate the Status Change Report to identify E-Verify cases created with a revoked EAD and reverify each employee by completing Supplement B of Form I-9 if their EAD was revoked. Employees may still be employment authorized based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.

Employers can review the EAD Revocation Guidance for E-Verify Employers for more information about the Status Change Report.

Report: Filling Job Openings Remains a Challenge for Small Businesses

A recent report by the National Federation of Independent Businesses (NFIB) found that 36% (seasonally adjusted) of small business owners reported having job openings they could not fill in June 2025.

The ongoing labor shortage continues to disrupt business operations and prevent growth. However, despite the challenging hiring environment, small businesses can adjust their attraction strategies to remain competitive and win over talent.

According to the report, 58% of small business owners were hiring or trying to hire, but 50% of those reported few or no qualified applicants.

Tips for Navigating Hiring Challenges

Consider the following tips for navigating hiring challenges as a small business:

Improve job descriptions. A well-crafted job description can make a significant difference in attracting candidates. Be specific about the skills and responsibilities required, and use clear, engaging language. Highlight what makes your business unique, such as your company culture, mission, and growth opportunities, to help applicants envision themselves as part of your team.

Offer competitive benefits. Compensation is always one of the most critical factors in employment decisions. Unfortunately, many small businesses have limited budgets to compete against larger employers. If budget constraints limit salary increases, consider offering valuable nonmonetary benefits like flexible scheduling, employee discounts or wellness programs to boost appeal.

Invest in learning and development. Hiring candidates with potential and providing on-the-job training can be a smart strategy when qualified applicants are scarce. Develop internal training programs or collaborate with local colleges and trade schools to create internships or apprenticeships. This can build a skilled workforce, foster loyalty and promote long-term growth.

Focus on retention. Retaining employees is just as important as hiring them. Regularly check in with staff to understand their needs and concerns. Recognize achievements, offer career development opportunities and create a supportive work environment to keep morale high and turnover low.

Leverage local networks. Tap into your community to find potential hires. Attend job fairs, partner with local workforce development agencies and engage with community organizations. These connections can help you reach candidates who are already invested in your area and may be more likely to stay long-term.

Use social media and niche job boards. Promote job openings on platforms like LinkedIn, Indeed and industry-specific job boards to reach target audiences. Share employee testimonials, behind-the-scenes content and company updates to represent your brand and attract candidates who align with your values and vision.

Hiring talent continues to be a challenge for many small businesses, but there are practical steps that can make a real difference. For more attraction and retention resources, contact us today.

July 2025 HR News

Wed, 02 Jul 2025 09:30:29 -0500

PCORI Fees Due July 31, 2025

The Affordable Care Act requires health insurance issuers and self-insured plan sponsors to pay Patient-Centered Outcomes Research Institute (PCORI) fees. The fees are reported and paid annually using IRS Form 720.

For plan years ending in 2024, Form 720 and full payment of the PCORI fees are due by July 31, 2025.

The PCORI fee applies to plan or policy years ending after Sept. 30, 2012, and before Oct. 1, 2029.

Calculating the PCORI Fee Payment

In general, the PCORI fees are assessed, collected and enforced like taxes. The PCORI fee is imposed on an issuer of a “specified health insurance policy” and a plan sponsor of an “applicable self-insured health plan” based on the average number of lives covered under the plan. Final rules outline several alternatives for issuers and plan sponsors to determine the average number of covered lives.

Using Part II, Number 133 of Form 720, issuers and plan sponsors report the average number of lives covered under the plan separately for specified health insurance policies and applicable self-insured health plans.

That number is multiplied by the applicable rate for that tax year ($3.47 for plan years ending on or after Oct. 1, 2024, and before Oct. 1, 2025, or $3.22 for plan years ending on or after Oct. 1, 2023, and before Oct. 1, 2024).

The fees for specified health insurance policies and applicable self-insured health plans are then combined to equal the total tax owed.

Employer Action Steps

Determine which plans are subject to the PCORI fees.
Assess plan funding status (insured versus self-insured) to determine whether the issuer or the employer is responsible for the fees.
Select an approach for calculating average covered lives for self-insured plans.

The IRS provides helpful resources, including a chart on how the fees apply to specific types of health coverage or arrangements.

If you have questions please reach out to a member of your Forsite Benefits Team.

[New release!] 2025 Employee Wellbeing & Engagement Trend Report

Motion Connected, Forsite Benefit's technology company, just released the 2025 Employee Wellbeing & Engagement Trend Report, created in collaboration with the Wellness Council of Wisconsin (WCWI), and it's packed with real-world data from over 200 organizations across the country.

Inside the report, you’ll uncover:

The #1 reason companies are offering wellness programs in 2025

How much others are spending on incentives - and what’s working
The top 5 trends shaping engagement and participation
Real, creative examples of mental health support, employee health perks, and cultural initiatives
What companies of all sizes are doing to support wellbeing on a budget

Whether you’re an HR professional, wellness leader, broker, or business owner, this free report is your go-to guide for staying relevant, strategic, and people-focused this year.

DOWNLOAD REPORT HERE >

Overcoming HR Distrust Among Employees

HR professionals serve as key points of contact for employees, including during their initial orientation and onboarding and when issues arise. Even though HR departments are designed to support and advocate for an organization’s workforce, employees are often distrustful of them.

Reports show that employees are hesitant to approach HR to discuss work-related issues or lack trust in this team. This is often due to factors such as bias, favoritism, inconsistency, confidentiality concerns or poor communication. Because of this hesitation, many employees prefer to solve workplace issues independently or with their manager’s help without raising them with HR.

Gaining Employee Trust

By improving departmental practices and focusing on employee needs, HR teams can earn trust among workers and help create a positive company culture.

The following strategies can build trust in HR:

Invest in training and developing HR teams. Thorough and regular training and development equips HR professionals with the skills and knowledge to support employees and address their concerns.

Align HR with employee needs. HR teams should survey, listen and respond to employee feedback and concerns. When HR stands up for workers’ rights and well-being, employees are more likely to view these teams as their allies.

Practice transparency. Transparency entails open and honest communication about company policies, decisions and changes.

Focus on employee development and career advancement. Investing in employees’ careers and skills can show that HR is dedicated to their growth and personal development.

Prioritize employee needs. Focus on solving employee issues, such as helping them access their pay, fixing benefits issues, and assisting with paid time off, leave and administrative obstacles.

What’s NOT Working in Workplace Wellness? How to Avoid These Common Pitfalls

When it comes to creating thriving wellness programs, even the best intentions can fall flat without the right approach. Recently, we asked our team of engagement specialists, who work with hundreds of clients across the U.S., a simple question: What’s NOT working when it comes to workplace wellness?

Here are the six most common pitfalls they identified — and how to avoid them.

READ FULL ARTICLE >

June 2025 HR News

Wed, 04 Jun 2025 13:07:14 -0500

Patient-Centered Outcomes Research Institute Fees (PCORI)

The Affordable Care Act imposes a fee on employers that sponsor certain self-insured health plans to help fund the Patient-Centered Outcomes Research Institute (PCORI). PCORI fees support research to evaluate and compare health outcomes and the clinical effectiveness of certain medical treatments, services, procedures, and drugs.

The fee must be reported once a year on the second-quarter Form 720.
It must be paid by July 31 of the calendar year immediately following the last day of the plan year to which the fee applies.

The fee was originally effective for plan years ending on or after Oct. 1, 2012, and before Oct. 1, 2019. However, a 2019 continuing spending resolution reinstated PCORI fees for the 2020-2029 fiscal years.

As a result, specified health insurance policies and applicable self-insured health plans must continue to pay these fees through 2029.

The IRS has announced that the 2025 PCORI fee will be $3.47 per covered life, an increase of $0.25 from the previous year. This will apply to plan years ending on or after October 1, 2024, and before October 1, 2025.

The What Fee?

The Patient-Centered Outcomes Research Institute (PCORI) was established under the Affordable Care Act (ACA) and imposes a fee on insurers and self-insured and level-funded health plans to help fund the institute.

The fee—required to be reported only once per year during the second quarter on Form 720, Quarterly Federal Excise Tax Return, and paid by the July 31 due date—is based on the average number of lives covered under the policy or plan.

Read more about the ACA and PCORI fee on the ACA: PCORI Fee page and in the following IRS resources:

If you have questions please reach out to a member of your Forsite Benefits Team.

6 (No Cost!) Ways to Recognize & Celebrate Employees in Your Workplace Wellness Program

When it comes to building a strong and engaging workplace wellness program, recognition goes a long way. Celebrating employees’ efforts doesn’t have to break the bank — in fact, some of the most meaningful moments come from simple, no-cost gestures. Motion Connected's team of engagement specialists, who work with hundreds of clients every year, shared their favorite no-cost ideas to recognize and celebrate employees. Here are some creative, effective ways you can incorporate into your wellness initiatives.

1. Capture the Moment(s) with Photos

One easy and powerful way to recognize employees is by taking photos during health observances and wellness activities. Whether it’s Wear Red Day for heart health or National Walking Day, snapping pictures of employees participating creates a sense of community and pride. Compile these moments into a photo collage and share them in an email, your company newsletter, or on bulletin boards. Employees love seeing their colleagues in action, and it fosters a greater connection to your program.

2. Celebrate Lifetime Achievements

Step tracking is a popular component of many wellness programs. Celebrate employees who reach significant milestones, such as 500,000 steps or 1 million steps, by recognizing their lifetime achievements. One standout example came from a factory client who printed milestone achievements onto paper cutouts of tennis shoes and displayed them outside the time clock area. Employees eagerly awaited their name to appear, creating friendly competition and motivation.

Another client featured employees’ names on a slide during company meetings when they reached a million steps. It created a fun surprise element and motivated others to keep moving toward their own goals.

3. Give Shout-Outs in Newsletters and Meetings

A simple yet impactful way to recognize wellness achievements is through shout-outs. Whether someone completes a major fitness goal, participates regularly in wellness challenges, or contributes to a health initiative, mention their name publicly. This could be in a company newsletter, an internal email, or at the start of a team meeting. Quick public recognition shows that you care and reinforces positive behaviors immediately.

4. Share Employee Testimonials

Employee testimonials are a double-win for recognition and promotion. Invite employees to share what wellness activities or habits have worked for them. Featuring their stories highlights their success while inspiring others to participate. Sharing these testimonials in newsletters, on intranet sites, or during meetings also builds a sense of community and gives a face to the program.

5. Leverage the Power of FOMO (Fear of Missing Out)

Creating excitement around wellness recognition fuels engagement. When employees see colleagues being celebrated, winning prizes, or getting shout-outs, they naturally start asking, “How do I get involved?” By consistently highlighting participation and achievements, you create a “buzz” that draws more people into the program.

Even something as simple as showcasing participant names, milestone boards, or success stories can spark curiosity and boost involvement. One of our specialists put it perfectly: “Choice may be the number one engagement strategy, but FOMO is a close second.”

6. Handcrafted Recognition Tools

Don’t underestimate the impact of simple, handmade recognitions. Whether it’s handmade certificates, fun posters, or custom signs celebrating achievements, these small gestures leave lasting impressions. A little creativity goes a long way, and the personal touch makes the recognition feel even more genuine.

Recognition doesn’t need a big budget — it just needs thoughtfulness. By celebrating your employees’ wellness achievements in small but meaningful ways, you build a culture of appreciation, motivation, and community. Start small, be consistent, and watch your program grow stronger with every moment of recognition.

Engaging Generation Z in the Workplace

Generation Z (Gen Z) accounts for a growing percentage of the global workforce. These individuals, born between 1997 and 2012, range from 13 to 28 years old, making up the current and next wave of young professionals.

The U.S. Bureau of Labor Statistics predicts that by 2030, Gen Z will constitute 30% of the workforce.

However, recent studies have found that much of Gen Z feels disengaged or disempowered in the workplace. Poor engagement can lead to decreased productivity, a negative impact on workplace culture and higher employee turnover.

Employers can engage Gen Z employees and improve attraction and retention rates among young workers by proactively responding to Gen Z’s wants and needs.

Here are strategies for employers to engage Gen Z in the workplace:

Make work meaningful. Gen Zers want their work to be meaningful and contribute to organizational success by employing their skill sets.

Utilize the latest technology. Generally, Gen Z workers have little patience for outdated systems. Additionally, up-to-date devices and systems tend to improve efficiency and productivity. Gen Z employees may even be eager to help your organization update and introduce new technologies.

Prioritize mental health. Organizations can make mental health resources readily available, train managers to be empathetic, and equip leaders to direct employees to the right resources.

Allow flexibility and autonomy. Gen Z seeks jobs that focus on employees as people, allowing them autonomy to work when and how they please.

Provide career development opportunities. Employers can remove stress and guesswork by providing career ladders that outline an employee’s potential path for growth.

[Free Campaign Resources] Celebrate Men's Health Month

June is Men’s Health Month, and we’re calling on every man to take the strongest step he can: schedule your annual check-up.

To help promote this message. you can Slack, Teams, or email using [this link].

Motion Connected's campaign page includes:

A motivational video to drive action
A Men's Health Preventative Power educational quiz
Simple preventative care checklist

You can also print and display this poster and checklist with a QR code linking to the campaign in break rooms and men’s restrooms to drive more action.

May 2025 HR News

Tue, 06 May 2025 10:15:22 -0500

Federal: 2026 Inflation-Adjusted Amounts for HSAs and HDHPs Released

On May 1, 2025, the IRS released Rev. Proc. 2025-19, announcing the 2026 health savings accounts (HSAs) and high deductible health plans (HDHPs) inflation-adjusted amounts, which are:

Annual HSA contribution limits:

Self-coverage only: $4,400 ($100 increase from 2025)
Family coverage: $8,750 ($200 increase from 2025)
Annual catch-up contribution maximum remains unchanged at $1,000 for HSA-eligible individuals age 55 or older.

Minimum annual HDHP deductible:

Self-coverage only: $1,700 ($50 increase from 2025)
Family coverage: $3,400 ($100 increase from 2025)

Maximum annual HDHP out-of-pocket expenses (deductibles, copayments, and other nonpremium amounts):

Self-coverage only: $8,500 ($200 increase from 2025)
Family coverage: $17,000 ($400 increase from 2025)

These amounts differ from the Affordable Care Act (ACA) maximum out-of-pocket limits for plan years beginning in 2026 (proposed by the Department of Health and Human Services in October 2025) for non-grandfathered health plans, which are:

Self-coverage only: $10,150 ($950 increase from 2025)
Family coverage: $20,300 ($1,900 increase from 2025)

RxDC Reporting Due by June 1, 2025

Group health plans and health insurance issuers must annually submit detailed information on prescription drug and health care spending to the Centers for Medicare and Medicaid Services (CMS).

This reporting is referred to as the “prescription drug data collection” (or “RxDC report”). The next RxDC report is due by Sunday, June 1, 2025, covering data for 2024.

The RxDC report is comprised of several files, including those that require specific plan-level information, such as plan year beginning and end dates and enrollment and premium data.

It also includes files that require detailed information about medical and pharmacy benefits.

Most employers contract with third parties, such as issuers, third-party administrators (TPAs) and pharmacy benefit managers (PBMs), to submit RxDC reports on behalf of their health plans. Employers may work with multiple third parties to complete the RxDC report for their health plans. A health plan’s submission is considered complete if CMS receives all required files, regardless of who submits them.

Action Steps

Employers should start reaching out to their issuers, TPAs or PBMs, as applicable, to confirm that they will submit the RxDC files for their health plans by June 1, 2025.

Employers should also confirm that their written agreements with these third parties address this reporting responsibility. In addition, employers will likely need to provide their third-party vendors with plan-specific information, such as enrollment and premium data, to complete their RxDC submission.

Employers should watch for these vendor surveys and promptly provide the requested information. Because employers with self-funded plans are ultimately responsible for RxDC reporting, they should monitor their TPAs’ or PBMs’ compliance with this reporting requirement.

Employers can review the following resources:

RxDC reporting webpage
Frequently Asked Questions
Reporting instructions (updated January 2025)
User Manual for submitting RxDC reports

Report: Employee Leave Requests Rose in 2024, Mental Health Among Key Reasons

Employee leave requests increased for the third consecutive year in 2024, according to the 2025 State of Leave and Accommodations report from software firm AbsenceSoft.

As expected, the survey revealed that recovery from an illness or injury was the top reason for employees’ leave requests, with 57% of employers reporting these as a top-three most common cause.

However, managing mental health issues followed closely at 47%, making it the second most common reason for leave requests. Other top reasons included caring for a parent, relative or child and bereavement and pregnancy leave.

Furthermore, mental health conditions were the most frequently cited reason for employees seeking job accommodations in 2024.

Key Findings

The AbsenceSoft report highlighted new trends and challenges organizations face regarding leave and accommodations. Other notable findings included the following:

The most requested accommodation in 2024 was remote work, followed by intermittent leave and additional breaks. Other common accommodations include specialized equipment or changes in workspace.
Both employers and employees want a streamlined, transparent process for leave and accommodation requests.
A positive leave or accommodations experience boosts employee motivation, productivity and workplace loyalty. Conversely, negative experiences can lead to feelings of being undervalued and unsupported.
Nearly one-third of employers plan to introduce new paid leave benefits in 2025; paid medical and parental leave are the most common additions.

This report shows that leave and accommodations are on the rise. As such, small businesses should be prepared to meet the needs of employees and comply with all applicable federal, state and local rules and regulations.

Check Out the latest Building a Great Culture Webinar Episode

Forsite’s sister company, Motion Connected, has just released a their latest episode in their Building a Great Culture Webinar Series. This one features their Employee engagement Specialists, who have worked with 100s of clients across varying industries to deliver meaningful wellness programs. They chat about what's working (and not working!) when it comes to workplace wellness.

Watch on YouTube now

April 2025 HR Newsletter

Thu, 03 Apr 2025 10:50:09 -0500

Executive Order Directs Federal Agencies to Improve Health Care Price Transparency

Recently, President Donald Trump issued an executive order (EO) directing federal agencies to issue new guidance to improve health care price transparency. This EO aims to promote a more competitive, innovative, affordable, and higher-quality health care system.

Health Plan Price Transparency

The Departments of Labor, Health and Human Services, and the Treasury (Departments) issued a final rule in November 2020 that imposed new transparency requirements on group health plans and health insurance issuers:

Machine-readable files (MRFs): Effective July 1, 2022, health plans and issuers must disclose detailed pricing information in three MRFs on a public website.
Self-service price comparison tool: Health plans and issuers must make an internet-based self-service price comparison tool available to participants, beneficiaries, and enrollees. For plan years beginning on or after Jan. 1, 2023, price comparison information was required for 500 items and services. For plan years beginning on or after Jan. 1, 2024, price comparison information must be available for all covered items and services.

The EO

The EO directs the departments to take the following actions within 90 days:

Require the disclosure of actual prices of items and services, not estimates.
Issue updated guidance or proposed regulations, ensuring pricing information is standardized and easily comparable.
Issue guidance or proposed regulations updating enforcement policies designed to ensure compliance with the transparent reporting of complete, accurate, and meaningful data.

Although most employers rely on their issuers or third-party administrators to satisfy many transparency requirements, employers should still monitor this topic for additional guidance from federal agencies. Contact us for more resources.

Small Business Tips for Overcoming HR Distrust

HR performs several functions that are necessary for small businesses, including employee recruitment, onboarding, training, payroll and benefits, compliance, and employee relations. Despite the value that HR professionals provide to employees, many small businesses find it difficult to maintain these teams’ credibility among workers.

A report from Secure Data Recovery found that more than a third of U.S. workers working for small companies don’t trust their company’s HR due to factors such as bias, favoritism, and inconsistency.

A lack of confidence in HR can lead to distrust of leadership, a lack of transparency, poor workplace cultures, and potentially high employee turnover. Therefore, it’s crucial for small employers and their HR teams to understand the key reasons for this distrust and implement strategies to foster credibility among employees.

Reasons for HR Distrust in Small Businesses

Small businesses tend to face unique HR challenges due to limited resources and staffing constraints. Despite a smaller number of staff, small businesses still have burdensome compliance, benefits, and HR requirements. Many of these smaller businesses have minimal HR teams or an HR department of one.

With minimal resources, even well-intentioned HR functions can act in ways that lead to distrust among workers. Key factors that contribute to HR distrust within small businesses include the following:

Poor communication

Favoritism

Disorganization

Inconsistent policies

Lack of empathy

Failure to address employee concerns

Lack of employee advocacy

Gaining Trust

By improving departmental practices and focusing on employee needs, small businesses’ HR teams can earn trust among workers and help create a positive workplace culture. The following strategies can build trust in HR:

Invest in training your HR staff. Thorough and regular training and development equips HR teams with the skills and knowledge to support employees and address their concerns. For businesses with an HR department of one, this could mean upskilling or investing in that employee’s development so they can better serve the needs of employees.

Practice transparency. Transparency entails open and honest communication about company policies, decisions, and changes. This practice can help build trust with HR, as it reduces uncertainty and keeps employees informed.

Align HR with employee needs. It’s imperative that HR understands and addresses the diverse needs of the workforce. HR teams should listen and respond to employee feedback and concerns, or even conduct a survey. This alignment fosters trust, allowing employees to feel seen and heard.

Advocate for employees. When HR stands up for workers’ rights and well-being, employees are more likely to view these teams as their allies, thus instilling confidence and trust in HR.

Focus on employee development and career advancement. Investing in employees’ careers and skills can show that HR is dedicated to their growth and personal development. In turn, this can gain workers’ trust, as HR demonstrates that it values their futures and long-term success.

Conclusion

Although it may be challenging for small businesses, it’s crucial to create productive HR functions so these teams engender trust among employees. By implementing strategies to address the key factors that lead to HR distrust, employers can reduce turnover and improve employee satisfaction and engagement, leading to a healthy workplace culture.

If you have any questions about these new requirements, don't hesitate to contact us at assist@forsitebenefits.com for more information.

Check Out the New Case Study from Motion Connected

Forsite’s sister company, Motion Connected, has just released a case study showcasing how M2 Logistics successfully transformed its employee wellness strategy across multiple locations. By introducing engaging team-based challenges, leveraging real-time analytics, and prioritizing a culture-first mindset, M2 Logistics saw immediate boosts in employee camaraderie and measurable health improvements—all while mitigating rising healthcare costs.

Highlights from the case study include:

Competitive Step Challenges that unite employees in fun, goal-oriented activities
Data-Driven Insights are guiding M2 Logistics’ leadership to refine and optimize initiatives
Positive Employee Feedback with 95% reporting a meaningful impact on their daily health choices

Explore the full story here: Driving Engagement and Camaraderie with Motion Connected and discover how M2 Logistics leveraged Motion Connected’s technology and expertise to foster a lasting culture of well-being.

Federal: New Version of Form I-9 Released – Don't Panic!

On April 2, 2025, the U.S. Citizenship and Immigration Services (USCIS) released an updated Form I-9. However, employers can continue using the previous versions of the form.

The Updates

The new Form I-9 has the following changes:

The term “noncitizen” was replaced with “alien”
The term “gender” was replaced with “sex”
A new edition date of 1/20/25

The Form I-9 Instructions also contain similar terminology updates and a revised Department of Homeland Security (DHS) Privacy Notice. These changes will also be reflected in E-Verify and E-Verify+ beginning April 3, 2025.

The Takeaway

Because use of the new Form I-9 is currently optional, employers don’t need to take any action at this time. The previous Form I-9 versions (both of which have an 8/1/23 edition date) are still valid through their respective expiration dates in 2026 and 2027.

Employers that use E-Verify and continue to use the 8/1/23 Form I-9 versions should note that there will be a difference in the language that refers to noncitizens. Specifically, if an employee selects on Form I-9 that they are “a noncitizen authorized to work,” the employer must select “an alien authorized to work” in E-Verify.

More Information

For more information, see the USCIS announcement and the updated Form I-9 and Instructions, or reach out to our team to learn more.

4 Employee Benefits Trends Shaping 2025

Employee benefits are transforming, and employers can get ahead of these changes as they strive to both manage costs and attract and retain top talent. This article explores key trends that will shape employee benefits in 2025.

1. New Administration’s Benefits Changes

Early into the current Trump administration, employers are waiting for signs of imminent changes to the health care system. In particular, analysts are monitoring changes to price transparency, potential cuts to Medicaid, and the future of Affordable Care Act subsidies passed through the Inflation Reduction Act.

2. Growing Popularity of GLP-1s

Driven by growing popularity among employees, glucagon-like peptide-1 (GLP-1) drugs are in high demand for weight loss. GLP-1 treatment typically costs an average of around $1,000 per individual each month and should be taken continuously. When considering covering weight loss drugs, many employers are concerned that they require a long-term commitment to be effective.

3. Rising Health Care Costs

Employers anticipate healthcare costs to increase at least 7% in 2025, according to industry experts. Beyond GLP-1 drugs, other specialty medications and treatments—like immunosuppressants, cell and gene therapies, biologics, and antivirals—are primed to contribute to health care spending for 2025. In addition, factors such as aging populations, the proliferation of chronic conditions, and a labor shortage in the health care industry are expected to drive up costs.

4. Family-building Benefits

More employers are offering family-building benefits because they have proven highly valued among younger employees. Among other benefits, popular coverage includes in vitro fertilization (IVF), surrogacy benefits, child care subsidies, and paid parental and adoption leave.

Summary

Employers should continue to monitor trends shaping the landscape of employee benefits through 2025. Contact us today for more benefits resources. Reach out today to learn more.

Report: Wages and Benefits Increase by 0.9% in Q4 2024

In its recent Economic Cost Index (ECI) report, the U.S. Bureau of Labor Statistics noted that compensation costs for civilian workers increased by 0.9% in the fourth quarter of 2024, consistent with the rise observed in the previous quarter. Over the 12-month period ending in December 2024, compensation costs grew by 3.8%, a slight deceleration from the 4.2% increase recorded in December 2023. Compensation for state and local government workers rose 4.7%, unchanged from the previous quarter.

Wages and salaries, which constitute the majority of compensation costs, also saw a 0.9% increase in the fourth quarter. Annually, wages and salaries rose by 3.8% through December 2024, down from a 4.3% increase in the previous year. Benefit costs for workers went up by 0.8% in the fourth quarter and experienced a 3.6% rise over the year, compared to a 3.8% increase in December 2023.

“A balanced labor market along with wage growth compression efforts by employers led to a moderate 0.9% gain in the Employment Cost Index (ECI) in Q4.”

- Gregory Daco, chief economist at EY-Parthenon

These figures align with economists’ expectations, indicating a steady but moderate growth in labor costs. The ECI, a key indicator of labor market health and a predictor of core inflation, reflects these trends.

The ECI measures changes in the cost of employees’ wages and benefits to employers over time. The Federal Reserve (Fed) closely watches the ECI and the trajectory of wage growth as it considers interest rate changes.

Employer Takeaway

The consistent rise in compensation costs underscores the ongoing challenges in managing labor expenses.

Employers should expect compensation increases to remain competitive in 2025. Small businesses should continue to monitor labor and compensation trends in 2025 to inform their workplace strategies.