To help your business stay compliant and informed, we’ve outlined critical upcoming deadlines and employment law changes at both the federal and state levels. From EEO-1 reporting revisions to new pay transparency laws across several states, here’s what to know for the months ahead.
Federal Updates
EEO-1 Reporting Changes
The Equal Employment Opportunity Commission (EEOC) has released updates to its 2024 EEO-1 instruction booklet. The filing window runs from May 20, 2025, to June 24, 2025. Two key changes impact this reporting cycle:
- Small Federal Contractors Exempt: Only employers with 100 or more employees must file EEO-1 Component 1 reports. Federal contractors with 50–99 employees are no longer required to file unless they meet the 100-employee threshold.
- No Reporting Option for Non-Binary Genders: The revised instructions clarify that the EEO-1 Component 1 process does not support non-binary gender reporting for 2024.
2026 HSA, HDHP, and ACA Adjustments
The IRS has announced inflation-adjusted amounts for health savings accounts (HSAs), high-deductible health plans (HDHPs), and ACA out-of-pocket maximums, effective for calendar year 2026:
Annual HSA Contribution Limits
- Self-only coverage: $4,400 (increase of $100 from 2025)
- Family coverage: $8,750 (increase of $200 from 2025)
- Catch-up contributions (age 55+): $1,000 (unchanged)
Minimum Annual HDHP Deductibles
- Self-only coverage: $1,700 (increase of $50 from 2025)
- Family coverage: $3,400 (increase of $100 from 2025)
Maximum Annual HDHP Out-of-Pocket Expenses
- Self-only coverage: $8,500 (increase of $200 from 2025)
- Family coverage: $17,000 (increase of $400 from 2025)
These limits apply to all HDHPs, regardless of whether they cover essential health benefits (EHBs) or not.
State Updates
New Jersey
Pay Transparency Law – Effective June 1, 2025
Employers with 10 or more employees must:
- Include pay ranges and a general description of benefits in job postings.
- Make reasonable efforts to notify current employees of open positions.
New York
Jury Duty Pay Law – Effective June 8, 2025
Employers with 25+ employees must provide:
- Compensation disclosure in job postings.
- Pay transparency during internal job changes (promotions, transfers).
- Wage data reporting for employers with 100+ employees.
Retail Worker Safety Act – Effective June 2, 2025
Employers with 10+ retail employees must implement:
- Workplace safety measures
- Training programs
- Policy documentation and employee notices
Illinois
One Day Rest in Seven Act (SB3180) – Effective Immediately
Employers are prohibited from retaliating against employees who assert their rights under this law, including filing complaints with their employer or the state.
Vermont
Pay Transparency Law – Effective July 2025
Employers with 5 or more employees must disclose pay ranges in job postings, including if compensation is commission-based.
Massachusetts
Pay Transparency Law – Effective October 29, 2025
Requirements include:
- Employers with 25+ employees must disclose pay ranges in job postings and internal promotion opportunities.
- Employers with 100+ employees must submit wage data reports to the state.
With a mix of federal and state-level changes rolling out over the next several months, employers should review their current HR practices, job posting templates, and compliance policies. Staying informed and ahead helps minimize risk and builds trust with your workforce.
Need help navigating these updates? Counter Point is here to support your compliance strategy.
