Employco Blog

In most cases, the transition from hiring to onboarding an employee is straightforward. However, in some instances, employers may find themselves in a position where they must rescind a job offer. This is a difficult situation for both the employer and the newly hired candidate. In particular, rescinding a job offer can expose an employer to legal claims and reputational damage. Therefore, it is important for employers to understand the potential ramifications of rescinding a job offer and the measures they can take to mitigate their risks.

Important considerations for employers when rescinding a job offer include:

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Employers will likely continue to struggle to attract and retain talented employees this year. An EY report found that 38% of employees are likely to leave their jobs in 2025. This article explores four attraction and retention trends for employers to watch in 2025.

1. The Push for Return to Work – More employers worldwide are becoming “office advocates,” scaling back flexible work policies and mandating five-day in-office work weeks. However, many workers still value remote jobs and flexible work options, requiring employers to balance employee preferences with business needs. Report: Employers, Employees Find Mixed Results in Return-to-Work Programs

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California Updates Employee Leave Law Poster – The California Civil Rights Department has updated the workplace poster for family and medical leave and pregnancy disability leave.

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Americans’ heightened interest in and spending on GLP-1 drugs is a major driver of rising health care costs. While GLP-1 drugs were traditionally used to treat diabetes, they are now in demand for weight loss.

GLP-1 use is already widespread but is expected to increase in popularity. KFF reports that around 1 in 8 Americans have already used a GLP-1 drug, while 6% are currently taking one. However, this number is projected to rise in the coming years. Investment bank J.P. Morgan estimates that 9% of the U.S. population could be on GLP-1s by 2030.

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Half of Managers Expect Layoffs in 2025 – According to a new report from ResumeTemplates.com, nearly half (45%) of U.S. managers said their company will likely lay off workers this year. ResumeTemplates surveyed 1,000 U.S. managers in January, and most expect modest impacts. Among companies expecting layoffs, 28% plan to lay off fewer than 5% of their workforce, and 44% project to lay off between 5% and 10%. Most companies (51%) cited an economic downturn as the driving force behind layoffs.

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Keeping up with compliance developments can be difficult and time-consuming. This quarterly update highlights recent legal developments to help your organization stay on top of new requirements and minimize compliance risks.  This document includes updates on the following topics:

• New Legislation Simplifies ACA Reporting Requirements
• DOL Issues Opinion Letter on FMLA and State PFML Programs
• Telehealth Exception Has Expired for Calendar-year HDHP/HSA Plans
• OSHA Revises PPE Standard for Construction Industry
• Federal Court Vacates DOL’s Final Overtime Rule Nationwide
• And several state law developments

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The U.S. Equal Employment Opportunity Commission (EEOC) is tasked with enforcing the Pregnant Workers Fairness Act (PWFA). The PWFA took effect on June 27, 2023, and requires covered employers with 15 or more employees to provide reasonable accommodations, or changes at work, for an applicant’s or employee’s known limitations related to pregnancy, childbirth, and related medical conditions unless the accommodation would impose an undue hardship on the employer.

This article contains case studies exploring the most recent, real-world examples of employers accused or found to be violating the PWFA. These case studies include snapshots of violations and general guidance on how employers can prevent similar issues. Employers can examine these case studies to learn from the mistakes of others in comparable industries and avoid PWFA violations.

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