No company is immune to financial hardships. Economic downturns, unexpected crises like the COVID-19 pandemic, or shifts in industry demand can force employers to make tough decisions about their workforce. Two common cost-saving strategies are furloughs and layoffs—but while they may seem similar, they have significantly different implications for employees and businesses alike.

Before finding yourself in a position where such decisions must be made, it’s crucial to understand these differences to make informed and compassionate choices.

Advantages and Disadvantages of Each Option  

Handling Furloughs vs. Layoffs Effectively

Best Practices for Managing a Furlough

• Supporting Employees in Planning Ahead: Provide a realistic timeline if possible.
• Clarify Employment Restrictions: Ensure employees know they cannot perform any work while furloughed.
• Restrict System Access: Temporarily disable work accounts to prevent accidental violations of labor laws.

Furlough regulations vary by state, so it’s essential to consult with your company’s legal counsel to ensure compliance with relevant laws. Additionally, while both exempt and non-exempt employees can be furloughed, the process differs based on their classification.

Understanding Furloughs for Hourly and Salaried Employees

Hourly (Non-Exempt) Employees: Employers can reduce hours or implement a zero-hour schedule without terminating employment. This was commonly used during the pandemic to retain staff without layoffs.

Salaried (Exempt) Employees: Instead of reducing hours, employers may temporarily cut pay or enforce a full furlough. These employees cannot legally perform any work, even small tasks like emails, without requiring full-day compensation.

Furloughs help businesses manage costs while retaining employees, but they must follow legal guidelines for each worker type.

Best Practices for Managing Layoffs

• Understand Legal Requirements: Review laws like the WARN Act and state-specific regulations.
• Offer Severance if Possible: While not required, severance can ease employees’ transitions.
• Communicate with Sensitivity: Be transparent about why layoffs are happening and provide resources for affected employees.
• Support Remaining Employees: Address concerns, maintain morale, and outline a recovery plan.

Final Thoughts

Both furloughs and layoffs can be difficult decisions, but when managed thoughtfully, they can minimize long-term damage to both employees and the organization. Whether you’re an HR leader or an executive making these tough calls, clear communication, legal compliance, and a commitment to employee well-being are key to navigating workforce changes effectively.

Employee detachment is on the rise. Many are holding on by a thread, disengaged from their work yet hesitant to leave. Gallup researchers have dubbed this phenomenon the Great Detachment, and as HR professionals and leaders, you’ve likely witnessed its impact firsthand.

A disengaged workforce doesn’t just affect morale—it erodes productivity, innovation, and ultimately, retention. 79% of employees report feeling work detachment. 56% of employees who reported often feeling lonely at work also say their productivity is negatively impacted by this loneliness. So, how can organizations break the cycle? Here are eight critical steps to reconnect and re-engage employees before detachment turns into departure.

• Check In—And Really Listen

Engagement begins with conversation. Frequent, meaningful check-ins help leaders understand why employees feel detached and what support they need to feel connected. Try asking:

• • How are you really doing?
  • On a scale of 1-10, how’s your work experience right now?
  • How can I best support you today?

By fostering transparent, empathetic communication, leaders create a culture where employees feel valued and heard.

• Build a Listening Strategy

One-off check-ins aren’t enough. Companies need a structured approach to consistently gather and act on employee feedback.

• • Use surveys to assess engagement levels and trends.
  • Publicly share results and outline action plans based on feedback.
  • Equip managers with tools to conduct regular pulse checks.

Listening isn’t just about collecting data—it’s about acting on it to make meaningful change and connection.

• Invest in Growth and Development

Employees stay engaged when they see a future within the organization. A clear career development path, paired with ongoing training, mentorship, and skill-building opportunities, keeps employees motivated and invested in their roles. Once again, this step helps employees feel connected. 

• Recognize and Appreciate Contributions

A staggering 78% of employees report that recognition impacts their motivation at work, yet only 22% feel they receive enough. Simple, genuine appreciation—from a quick thank-you to public acknowledgment—goes a long way in boosting connection and morale.

• Celebrate the Whole Employee

People aren’t just employees; they’re individuals with lives outside of work. Celebrate personal milestones—whether it’s running a marathon, buying a home, or welcoming a new family member. This reinforces that employees are valued not just for their work but for who they are and makes them feel connected.

• Clarify Priorities and Purpose

Disengagement often stems from a lack of clarity. Employees need to see how their work contributes to the bigger picture. Help them connect the dots.

• Empower Managers to Lead Engagement

Managers play a critical role in engagement and connection, yet many are expected to lead without proper support. Invest in their development by providing training, resources, and authority to drive team engagement effectively.

• Ensure Fair Compensation and Work-Life Balance

Money isn’t everything—but it matters. To feel reconnected to work, employees want:

• • Better work-life balance and flexibility (47%)
  • Increased pay and benefits (45%)
  • Clearer communication from leadership (44%)
  • More recognition (34%)

Fair compensation and reasonable workloads lay the foundation for a motivated workforce.

Breaking Free from the Great Detachment

Workplace detachment is a real and pressing challenge. But organizations that take proactive steps to engage employees—through meaningful check-ins, recognition, career development, and fair compensation—will not only retain talent but create a thriving, committed workforce. The best way to counter detachment is by fostering meaningful connections-between employees and their colleagues, their managers, their career paths, recognition, work-life balance, and compensation.

The time to act is now. Engagement isn’t just a nice-to-have; it’s the key to long-term business success.

Reach out to us at HR Synergy with Questions.

PFML Compliance Requirements for Massachusetts Employers

All Massachusetts employers, including those with private or self-insured benefits plans, must provide specific information to their employees in compliance with the Paid Family and Medical Leave (PFML) law.

Poster Requirement

2025 PFML mandatory workplace poster

• All Massachusetts employers must display a PFML workplace poster in a visible location.
• The poster must be available in English and any language spoken by five or more employees.

Employee and Self-Employed Notices

• For 25 or more covered individuals:
  • Employers must distribute a notice informing employees and self-employed individuals of their PFML rights and obligations.
  • 2025 Employer Notice for a workforce with 25 or more covered individuals
• For fewer than 25 covered individuals:
  • A similar notice must be provided with relevant obligations.
  • 2025 Employer Notice for a workforce with fewer than 25 covered individuals
• For self-employed individuals:
  • Employers must provide notices for self-employed individuals, categorized by workforce size (more or fewer than 25).
  • 2025 Notice to Self Employed Individuals from Employers with More Than 25 Covered Individuals
  • 2025 Notice to Self Employed Individuals from Employers with fewer than 25 Covered Individuals
• Notices must be available in English and other applicable languages, with DFML providing translations in 12 languages.

Rate Sheets

• Employers must submit PFML contributions for all employees.
• Contribution rates apply for 2025.

2025 Rate sheet for employers with 25 or more covered individuals

2025 Rate sheet for employers with less than 25 covered individuals

U.S. Immigration and Customs Enforcement (ICE) conducts workplace visits as part of its efforts to enforce immigration laws, specifically targeting businesses that may be employing undocumented workers. These visits are often part of worksite enforcement operations, where ICE officers check employee documentation and compliance with immigration laws. 

Recent workplace enforcement actions have been particularly heightened as part of broader immigration enforcement priorities.

Workplace visits can involve:

• Investigations into Unlawful Employment: ICE may check whether companies are hiring individuals who do not have the legal right to work in the United States. This can lead to audits or investigations of company hiring practices and employee records.
• I-9 Audits: ICE regularly conducts audits of the Form I-9 (Employment Eligibility Verification) documents, which all U.S. employers are required to keep on file for each employee. These audits ensure the company is hiring legally authorized workers.
• Detaining and Removing Unauthorized Workers: If workers are found to be undocumented or without proper authorization, ICE may detain them for deportation or other legal processes.
• Deterrence of Employment Violations: These visits also act as a deterrent to employers who may consider hiring undocumented workers. ICE’s presence serves as a reminder of the legal risks involved.

Now is a good time to conduct an internal audit of your employees’ I-9s to ensure that they are in order in case you are subject to an ICE audit. 

• Confirm you have an I-9 for every active employee at your organization, as well as inactive employees for three (3) years after their date of hire or one (1) year after termination, whichever is later.
• Any corrections must be made in the acceptable manner as stated by ICE.
• If you retain copies of your employee’s documents, you should have copies for all employees, although retaining copies is not required.

For additional information or guidance, please give us a call at (603) 261 – 2402 or send us an email at [email protected].

What To Do To Prepare For an Immigration (ICE) Workplace Visit Checklist

In 2025, compensation trends will continue evolving with a focus on pay transparency, stable but slightly lower salary increases, and a growing emphasis on skills-based pay.

 

 

• Moderating Pay Increases: While pay raises remain a key tool for attracting and retaining talent, the rapid wage growth seen in previous years is slowing. Employers plan to increase salary budgets by around 3.7% on average, slightly lower than in 2024. Merit increases are expected to remain steady at 3.3%.
• Pay Transparency & Fairness: With new pay transparency laws in several U.S. states, companies must disclose salary ranges and address pay inequities. Employees increasingly demand clarity on compensation, and perceptions of pay fairness are becoming a key workplace issue.
• Skills-Based Pay: Employers are shifting from role-based to skills-based pay, particularly in high-demand fields like AI and data science. Companies are prioritizing measurable skills over job titles to ensure a strong return on investment.

While compensation trends remain stable, external factors like economic shifts and labor market conditions could lead to adjustments throughout the year.

 

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Read more from our COMPENSATION SERIES:

Is Your Compensation Package Marketable?

The Paycheck Playbook: Key Compensation Trends Shaping 2025

Cracking the Compensation Code: How HR Synergy Can Help

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Read more from our previous series -THE EMPLOYEE LIFE CYCLE:

Attract Employees 

Recruitment

Onboarding

Retention

Offboarding

Reach out to us at HR Synergy with Questions.

EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination

March 19, 2025: Employers’ DEI Policies, Programs, and Practices Can Violate Title VII of the Civil Rights Act of 1964. Read more.

PFML Compliance Requirements for Massachusetts Employers

All Massachusetts employers, including those with private or self-insured benefits plans, must provide specific information to their employees in compliance with the Paid Family and Medical Leave (PFML) law. 

Poster Requirement

2025 PFML mandatory workplace poster

• All Massachusetts employers must display a PFML workplace poster in a visible location.
• The poster must be available in English and any language spoken by five or more employees.

Employee and Self-Employed Notices

• For 25 or more covered individuals:
  • Employers must distribute a notice informing employees and self-employed individuals of their PFML rights and obligations.
  • 2025 Employer Notice for a workforce with 25 or more covered individuals
• For fewer than 25 covered individuals:
  • A similar notice must be provided with relevant obligations.
  • 2025 Employer Notice for a workforce with fewer than 25 covered individuals
• For self-employed individuals:
  • Employers must provide notices for self-employed individuals, categorized by workforce size (more or fewer than 25).
  • 2025 Notice to Self Employed Individuals from Employers with More Than 25 Covered Individuals
  • 2025 Notice to Self Employed Individuals from Employers with fewer than 25 Covered Individuals
• Notices must be available in English and other applicable languages, with DFML providing translations in 12 languages.

Rate Sheets

• Employers must submit PFML contributions for all employees.
• Contribution rates apply for 2025.

2025 Rate sheet for employers with 25 or more covered individuals

2025 Rate sheet for employers with less than 25 covered individuals

Compliance Tips for Avoiding Common FMLA Violations

Navigating the Family and Medical Leave Act (FMLA) can be complex, especially when handling intermittent or reduced-schedule leaves. 

Employers frequently make mistakes that lead to compliance violations:

• Failing to provide required notices
• Improperly tracking absences
• Penalizing employees for FMLA-protected leave
• Requesting excessive medical documentation

Many of these errors stem from inadequate manager training and failure to recognize FMLA-qualifying leave requests.

Key Compliance Strategies:

• Understand FMLA Regulations – Employers should thoroughly review FMLA guidelines and post required notices.
• Post the FMLA poster – Download the poster from the U.S. Department of Labor (DOL) Wage and Hour Division website.
• Create the required FMLA forms – These forms include eligibility notice, rights and responsibilities notice, designation, medical and military certification forms. The forms from the DOL Wage and Hour Division can be customized with restrictions.
• Develop a Clear Policy – A well-defined company policy should outline FMLA administration, including leave calculation methods and responsible personnel.
• Process requests – Process in compliance with FMLA regulations, relevant laws, and company policies.
• Train Managers Regularly – Supervisors should be educated on how to handle FMLA leave requests, recognize protected absences, and avoid retaliation.

Employers who implement structured FMLA procedures and provide ongoing training can minimize compliance risks while fostering a supportive workplace.

New Hampshire Adopts Workplace Accommodations for Nursing Mothers

• Effective Date: New Hampshire’s new law begins July 1, 2025.
• Break Entitlement: Nursing mothers are guaranteed a 30-minute unpaid break every three hours to express breast milk.
• Alignment with Federal PUMP Act (2022):
  • Requires reasonable break times and clean, private spaces (not bathrooms) for expressing milk for one year after childbirth.
  • Employers in New Hampshire must comply with both state and federal regulations.
• Employer Applicability:
  • Applies to employers with at least six employees in New Hampshire.
  • Employers must adopt and provide lactation accommodation policies to employees upon hire.
• Employee Requirements:
  • Employees must give at least two weeks’ notice before requesting breaks and lactation spaces.
  • Breaks can align with existing meal or rest periods.
• Space Requirements:
  • Must be clean, shielded from view, and free from intrusion.
  • Cannot be a bathroom and should be within a reasonable walking distance unless otherwise agreed.
• Flexibility and Negotiation:
  • Employers and employees can negotiate alternative break arrangements.
  • Employees are not required to make up time for break periods.
• Exemptions for Employers:
  • Applies only if accommodating breaks or providing space causes “undue hardship.”
  • Defined by significant difficulty or expense relative to the employer’s size, resources, and operations.
• Action for Employers:
  • Review obligations under both the federal PUMP Act and New Hampshire’s new law.
  • Implement compliant policies and ensure proper accommodations are in place.

NH “Guns at Work” Law

Many employers in NH will be required to allow employees to keep loaded guns in their parked car at work. Additionally, all employers in NH will soon need to comply with new employee privacy protections regarding firearms stored in personal vehicles. See attached for more information and don’t hesitate to contact us with any questions you may have.

W4 2025 Update

As we begin the new year, please be informed that the 2025 W-4 form is now available. All employees hired on or after January 1, 2025, as well as those wishing to make changes to their federal withholdings, must complete this form.

2025: HANDBOOK Employment law updates

Highlights seven key employment law updates for 2025 that both employers and employees should be aware of in order to avoid legal issues and ensure compliance.

1. Minimum Wage Increases: Many states and cities are raising minimum wages in 2024, requiring businesses to adjust payroll and remain compliant. Employees should monitor their pay to ensure proper compensation.

2. Remote Work Regulations: New laws cover expense reimbursements and wage standards for remote workers, with states like California ensuring compensation for work-related expenses.

3. Expanded Family and Medical Leave: States are increasing paid and unpaid leave options, broadening eligibility and protections. Employers must update policies, and workers should know their expanded rights.

4. Anti-Discrimination Updates: Revised laws in various states enhance protections for gender identity, pregnancy, and caregiving status. Employers need to revise policies, and employees should understand their rights.

5. Workplace Safety Rules: OSHA and states like California are updating safety standards, particularly in high-risk industries and for outdoor work. Businesses must comply to avoid penalties.

6. Employment Contracts & Non-Competes: Laws are tightening on non-compete clauses, especially for lower-wage workers. Employees should understand these changes, and employers may need to revise agreements.

7. Protections: New regulations in 2025 increase protections against unfair dismissal. Employers must follow proper protocols, while employees should seek legal advice if terminated unjustly.

Understanding 2025 employment law updates is critical for businesses to stay compliant and for employees to safeguard their rights. Employers must stay updated on these changes to avoid legal consequences, while employees should understand their rights to ensure fair treatment in the workplace.

2025 UPDATES: Massachusetts PFML

Massachusetts employers need to inform their employees about the 2025 Paid Family and Medical Leave (PFML) contribution rates by December 2, 2024.

The 2025 rates are:

• 0.88% for employers with 25 or more employees.
• 0.46% for employers with fewer than 25 employees.

Employers must distribute Rate Sheets showing the contribution shares for both the employer and employees. These notices can be given out like other policy updates, and while no signed acknowledgment is needed, it’s good to have proof of distribution.

Additionally, an updated PFML poster with the 2025 maximum weekly benefit amount of $1,170.64 must be displayed prominently.

For new employees, revised notices must be issued within 30 days of hire, and employees should acknowledge receipt.

The updated notice should include:

• The new maximum benefit amount.
• Information on using accrued paid leave to supplement PFML benefits.
• A requirement that PTO policies do not discriminate against employees using PFML.

Employers should review and clarify their paid time off policies, especially if they offer unlimited time off, to specify limits during PFML leave.

The Department of Family and Medical Leave (DFML) will continue audits, with fines of:

• $50 per employee for a first notice violation and;
• $300 for subsequent violations.

BY 12/15/24: General HIRD reporting requirements

Massachusetts employers, it’s time to get familiar with the Health Insurance Responsibility Disclosure (HIRD) form. This annual requirement, launched in 2018, helps MassHealth identify members who might qualify for the Premium Assistance Program by gathering information about employer-sponsored insurance (ESI) offerings. Here’s a quick breakdown to keep you compliant.

HIRD Form Purpose: Annual reporting requirement for Massachusetts employers to provide information on employer-sponsored insurance (ESI) offerings, aiding MassHealth’s Premium Assistance Program.

Who Must File: Employers with six or more employees in Massachusetts, even if health insurance isn’t offered.

Filing Period: November 15 to December 15, completed electronically via MassTaxConnect (no paper forms).

Responsibility: Employers must ensure timely filing, even if using a payroll company or PEO. Coordination with HR/benefits is necessary.

Data Collected: Employer-level health plan information only, no personal employee data.

Non-Compliance Impact: No new penalties, but important for MassHealth assistance programs and won’t affect EMAC Supplement obligations.

Action Required for Non-Offering Employers: Still required to submit, indicating no health insurance is provided.

 

December 2024: How Should Employers Respond Now that OVERTIME RULE Is Blocked?

A Federal court decision on November 15 blocked planned increases to the salary threshold for overtime exemptions.

The salary threshold will return to the 2019 level of $35,568 annually ($684.00 per week), halting increases scheduled for July 2024 ($43,880) and January 2025 ($58,656).

The court criticized the increases for exceeding statutory authority and prioritizing salary thresholds over the duties test. The ruling applies nationwide and nullifies automatic salary threshold adjustments.

• Employers who increased salaries in preparation for the new rule are unlikely to lower them. However, some employees who were reclassified as nonexempt might be switched back to exempt if they fulfill the duties test.
• The duties test remains a key determinant for white-collar exemptions, requiring assessment of job roles alongside salary.
• The ruling may be appealed, and changes could occur under the incoming presidential administration.
• Employers must assess workforce impacts and comply with duties tests and state notice requirements when reclassifying employees.
• Duties tests outline specific criteria for executive, administrative, and professional exemptions, ensuring roles meet both duties and salary standards.

APRIL 23, 2024: OVERTIME RULE

On April 23, 2024, the USDOL issued a Final Rule that will raise the minimum salary level for exempt employees and increase the total compensation minimum for highly compensated employees (HCEs). The new rule also introduces a mechanism to update these thresholds every three years. Despite potential legal challenges that may delay implementation, employers should review and adjust current salaries to ensure compliance with the new minimums.

The rule’s journey began in Fall 2023 when the USDOL proposed changes to the federal wage law overtime exemption requirements. These proposed changes were open for public comment until November 8, 2023. During the comment period, concerns were raised about the substantial 65% increase and its impact on businesses during a tough economic period. To ease the transition, the USDOL adopted a two-step compliance approach, raising salary thresholds on July 1, 2024, and January 1, 2025.

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The USDOL estimates that about 1 million currently exempt workers earn below the new $43,888 threshold and another 3 million earn less than $58,656. Employers must either raise salaries to meet the new minimum levels or reclassify these employees as non-exempt and eligible for overtime pay. While legal challenges are anticipated, similar to those in 2016, the outcome is uncertain. Therefore, employers should review current exemptions to avoid potential misclassification liabilities.

Employers should ensure exempt employees are paid at least the current minimum salary and that their job duties align with the exempt categories. For those who do not meet the duties test or new salary levels, employers need to confirm work schedules, communicate overtime eligibility, and review timekeeping, meal break, and overtime approval policies. Additionally, managers and supervisors should be trained on monitoring work hours and timekeeping.

Employers operating in multiple states should also consider varying state wage laws, which may have higher minimum salaries for overtime-exempt employees, to avoid unfavorable wage audits or claims. Compliance with both the FLSA Final Rule and state laws is crucial for reducing legal risks.

Reach out to us at HR Synergy with questions.