Employco Blog

Employee terminations are often complicated, and if not conducted properly, employers can open themselves up to costly legal challenges and negatively affect their business or reputation. Understanding the legal obligations of employee terminations can help employers ensure this process is conducted in a manner that minimizes legal risks and accounts for various business considerations.

Employers should carefully consider their obligations at each stage of the termination process, including:

• Pre-termination considerations
• Preparations for and conducting the termination
• Post-termination considerations

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“Quiet vacationing” is when employees take vacation days without informing their employer, so it would look like they worked more than they actually did or work from home and do not put in a full day’s worth of work. It’s important that employers understand this new trend and take the appropriate steps to address it.

Why Are Employees Quiet Vacationing? Since the COVID-19 pandemic, many employers have adapted to hybrid or remote work policies. As a result, management approaches and work styles have changed, potentially contributing to quiet vacationing. Specifically, quiet vacationing in remote work settings might be happening for many reasons:

• Burnout or lack of interest in work tasks
• Difficulty separating work and personal life
• Feelings of isolation and disconnect from the team
• Lack of structure and boundaries

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The U.S. Department of Labor’s (DOL) Bureau of Labor Statistics (BLS) recently published a report examining employee benefits in the country. The estimates in the report are from the BLS’ National Compensation Survey, which measures costs and trends related to employer-provided benefits.

The survey represents more than 146 million civilian workers in private industry and state and local government. The following article summarizes the main points of the DOL’s Employee Benefits in the United States release and shares information related to what average employers are providing related to:

• Insurance benefits for full-time and part-time employees
• Median hourly wage
• PTO days based on years of service

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We recently released our 4th quarter Attraction and Retention Newsletter. This edition of the newsletter includes the following information:

• Labor market continues to slow
• Employee benefits as a workplace retention factor
• Supporting working parents during the 2024-2025 school year
• Workplace outlook (BLS data)

Read the full article here: Attraction & Retention Quarterly Newsletter

Colorado FAMLI Premium Rate to Remain at 0.9% for 2025 – The premium contribution rate for Colorado’s paid family and medical leave insurance program, known as FAMLI, will remain at 0.9% of employee wages for calendar year 2025, according to the Colorado Department of Labor and Employment.

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On Aug. 30, 2024, the U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) published a notice of proposed rulemaking in the Federal Register to protect workers from heat injury and illness. If finalized, the new standard would apply to all employers conducting indoor and outdoor work in all general industry, construction, maritime, and agricultural sectors where OSHA has jurisdiction, subject to limited exceptions.

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According to a recent survey of employers by the International Foundation of Employee Benefit Plans (IFEBP), U.S. employers estimate a median 8% increase in health care costs for 2025. Catastrophic health claims and rising specialty prescription drug prices drive the projected increase. The latest findings are greater than those of the past two annual surveys, which both projected a 7% rise in health care costs.

Analysis of a separate survey from Aon reveals that the average cost of U.S. employer-sponsored health care coverage is estimated to increase by 9% in 2025. “This projected increase, which assumes employers do not implement employee cost-sharing increases and other cost-saving strategies, is higher than the 6.4 percent increase to health care budgets that employers experienced from 2023 to 2024 after cost-savings strategies.”

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As summer comes to an end and fall begins, employees with school-age children may have increased caregiving responsibilities as their kids begin a new academic year. In addition to other day-to-day challenges, parents are now dealing with school pick-up and drop-off, unexpected sick days, and other occurrences that could affect their work-life balance.

Employees may struggle with balancing these responsibilities with work, possibly causing their workplace performance and well-being to suffer. Employers can support employees during the transition into the school year by acknowledging these changes and offering flexibility. This article explores considerations for supporting working parents and caregivers during the back-to-school season.

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Recent reports have found that most employees are choosing to stay with their employers. As the labor market becomes less worker-friendly, employees are less likely to search for new jobs.

Notably, a report from LinkedIn found that in 2024, employee attrition rates, which measure the percentage of workers that leave an organization, have fallen 26% year over year. This figure is down 37% from its peak during the “Great Reshuffle” in 2022, when employee quits set an all-time record. A recent report from software-as-a-service company Ringover also found that 4 in 5 workers are unlikely to change jobs until 2025. The results of these surveys reinforce the findings of current labor metrics, which show that fewer workers are on the move.

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