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Form I-9 and E-Verify Updates
On April 2, 2025, the U.S. Citizenship and Immigration Services (USCIS) updated its Employment Eligibility Verification form(Form I-9) and the Department of Homeland Security (DHS) Privacy Notice in the form’s instructions to align with statutory language. The revised Form I-9 is dated 01/20/25 and has an expiration date of 05/31/2027. Notably, multiple previous editions of Form I-9 remain valid until their respective expiration dates.
Key Updates
Key updates to the Form I-9 include:
- Renaming the fourth checkbox in Section 1 to “An alien authorized to work”;
- Changing “gender” to “sex” in the description of two List B documents in the Lists of Acceptable Documents; and
- Adding statutory language and a revised DHS Privacy Notice to the instructions.
Starting April 3, 2025, the Citizenship Status selection during case creation in E-Verify and E-Verify+ will change from “A noncitizen authorized to work” to “An alien authorized to work.” However, employers should note that if an employee attests on Form I-9 as “A noncitizen authorized to work,” the employer must select “An alien authorized to work” in E-Verify. E-Verify cases will display “An alien authorized to work” while employees and employers may continue to see “A noncitizen authorized to work” on Form I-9, depending on the form edition being used.
Employers should ensure that the updated Form I-9 is incorporated into their employment verification process by July 31, 2026. Employers can find more information and additional resources by visiting the USCIS’ I-9 Central.
Read the entire article HERE
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Early Initiatives May Impact
Health Plan Compliance
In the first months of his second term, President Donald Trump and his administration have issued executive orders (EOs) and policy changes that may have significant implications for employer-sponsored health plans. These initiatives include:
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An EO prioritizing increased health care price transparency and directing federal agencies to further implement and enforce transparency rules;
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An EO directing policy changes to protect access to in vitro fertilization (IVF) and reduce out-of-pocket and health plan costs for such treatments; and
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A rescission of Biden-era guidance related to gender-affirming care for minors by the Department of Health and Human Services (HHS).
These actions do not change any existing legal requirements. However, they serve as important indicators and directives to federal agencies regarding Trump’s health policy priorities. It is likely that the Trump administration will issue proposed rules or take other regulatory action on these topics in the coming months. Already, HHS has issued a proposed rule that, if finalized, would place new restrictions on eligibility and enrollment opportunities in the Affordable Care Act (ACA) Health Insurance Marketplaces.
Read More HERE
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Most Common Summary Plan Description Misconceptions
One of the most important documents participants must automatically receive when becoming covered under a health benefit plan that is subject to the federal Employee Retirement Income Security Act (ERISA) is a summary of the plan, called the Summary Plan Description or SPD. Many employers are confused about this very important ERISA-required disclosure, which can put them at risk.
There are serious legal consequences associated with not complying with ERISA’s requirements for SPDs. For example, a plan sponsor can be charged up to $110 per day if it does not provide the SPD within 30 days after a participant’s request.
This Compliance Overview includes questions and answers on the most common mis-understandings related to complying with the SPD requirement and outlines how employers can avoid costly penalties and various legal risks.
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Mental Health Care
Benefit Strategies
In today's work environment, employees are increasingly grappling with common mental health challenges such as burnout, stress and anxiety, as well as other diagnosable mental health disorders and conditions. These issues not only affect personal well-being but also impact workplace productivity and morale. While creating a healthy workplace culture, equipping managers to support workers and expanding awareness of mental health can help overcome these challenges, benefits offerings also play a key role in addressing the mental health needs of employees.
Many employers offer mental health-related benefits, such as employee assistance programs (EAPs), wellness programs, access to mental health services through health care plans, and sick or mental health leave. Offering benefits that support employee mental health can provide workers with access to the resources they need. Furthermore, choosing proactive strategies to educate employees, improve utilization of these benefits and reach employees effectively can help achieve positive outcomes.
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Health-related Productivity Costs
While offering health coverage and benefits for employees and dependents is a major business expense, lost productivity due to physical and emotional health problems can be far more costly for employers.
Lost productivity is classified in two ways: presenteeism and absenteeism. While absenteeism means that the employee is physically not at work, presenteeism is when an employee is physically at work but a physical or mental health condition negatively affects their work quality and quantity. Employers spend two to three dollars on medical-related productivity costs (presenteeism) for every dollar spent on pharmacy and health care costs.
If you do not address your employees' health care needs, your workplace is far more likely to experience the negative effects of both absenteeism and presenteeism. However, if you can commit time and funds to help your employees get and stay healthy, you will reduce medical and pharmacy costs and increase worker productivity.
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Key Takeaways From the Congressional HSA Report
The Congressional Research Service (CRS) released its most recent report, updated in 2025, describing health savings accounts (HSAs). The CRS serves as a bipartisan shared staff to congressional committees and members of Congress, outlining topics that Congress might wish to consider.
An HSA is a tax-advantaged account paired with a high deductible health plan (HDHP) that individuals can use to save and pay for unreimbursed medical expenses (e.g., deductibles, copayments and coinsurance). The Bureau of Labor Statistics reported that 39% of private-sector and state and local government workers had access to an HSA through their employer in 2024.
For this report, the CRS regularly compiles and analyzes available statistics about HDHPs and HSAs. The Feb. 11, 2025, CRS report also provides an overview of HSA rules, qualifications and 2025 plan limits. This article summarizes the main findings of the CRS’ HSA report.
Read the entire article HERE
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Engaging Generation Z
in the Workplace
Generation Z (Gen Z) accounts for a growing percentage of the global workforce. In the second quarter of 2024, this group comprised 18% of the U.S. labor force, and this rate will only continue to grow. These individuals, born between 1997 and 2012,range from 13 to 28 years old, making up nearly all of the current as well as the 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, many individuals in this demographic feel disengaged or disempowered in the workplace. Employers who take measures to engage with Gen Z workers and adapt to their needs may experience increased productivity and heightened retention and attraction of these workers.
This article explains how engaging Gen Z is important for organizations, outlines challenges employers face in these efforts and provides tips on engaging this demographic in the workplace.
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4 Important Trainings for You and Your Team
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