Even the most experienced business owners and HR pros have questions from time to time. Our Quick Q&A series provides answers to not-so-common questions and links to helpful resources.

A: The main difference between self-funded and fully insured health plans is who pays claims costs and assumes financial risk.

A: Excepted benefits are employee benefits that are exempt from certain Affordable Care Act (ACA) and HIPAA requirements. These benefits are designed to supplement traditional group health plan coverage, giving employers greater flexibility in plan design while helping employees manage out-of-pocket healthcare costs and financial risk. 

A: When a workplace injury occurs it’s important to properly document and report the incident, even if the employee chooses not to seek medical care. Follow best practice and report the incident to your workers’ compensation carrier as a record-only claim. This helps protect your organization if the employee later decides to seek care and prevents potential issues with late reporting. 

A: It can be overwhelming to track the flurry of new leave laws, pay transparency requirements, disability protections, and religious accommodations. Even when internal resources are assigned to monitor the legislative landscape, it’s easy to miss a change. Professional HR associations, such as the Society for Human Resources Management, have searchable resources and newsletters that provide trustworthy information. But again, it requires a healthy time commitment to stay current.

A: No, business cyber liability policies do not provide protection for Americans with Disabilities Act (ADA) website accessibility violations.  

From contribution limits to carryover amounts, we’ve compiled an easy reference sheet for noteworthy numbers impacting 2026 employer benefit plan compliance.

Well-designed employee benefit surveys provide valuable feedback to leaders looking to create impactful and appreciated benefit packages. Consider asking questions about 

It isn’t necessary to pay for any requisite labor law postings, as federal and state agencies provide copies at no-cost to employers. However, some employers may find it beneficial to utilize commercial outlets that provide consolidated postings for a fee, rather than locate all the required forms separately. 

Whether or not someone should be classified as an independent contractor depends upon the totality of the relationship. The Department of Labor (DOL) and state and federal courts have issued opinions over the years that have caused confusion for employers. Just recently the DOL’s Wage and Hour Division (WHD) issued a field assistance bulletin stating it will reconsider a Biden-era 2024 independent contractor rule. While the evaluation is underway, employers should consider seven factors traditionally upheld by the WHD: 

Questions pertaining to a candidate's citizenship status are prohibited, but hiring managers must verify candidates are authorized to work in the United States. Given that it is illegal for employers to hire those not authorized to work in the county, and to ask discriminatory interview questions, hiring managers must toe the line between ensuring job eligibility without breaching any employee protections.