As remote work becomes a permanent fixture in the modern workplace, small businesses must stay ahead of regulatory changes, especially when it comes to workers’ compensation insurance. One critical update you need to know: the introduction of Classification Code 8871 for Clerical Telecommuter Employees, which differs from the traditional Code 8810 used for on-site clerical staff.

What Is Classification Code 8871?

Introduced to reflect the growing number of remote workers, Code 8871 applies to clerical employees who perform their duties more than 50% of the time away from the employer’s location, such as from home or a remote office.

8871 vs. 8810: What’s the Difference?

• Code 8810: For clerical employees working primarily on-site.
• Code 8871: For clerical employees working primarily remotely.

If an employee qualifies for 8871, their entire payroll must be assigned to that code. You cannot split payroll between 8810 and 8871 unless there’s a permanent job reassignment.

Remote Work by the Numbers

Remote work is no longer a trend, it’s a transformation:

• In 2025, over 32.6 million Americans—about 22% of the U.S. workforce—work remotely. That’s a significant increase from just 6.5% in 2019.
• Industries like finance, tech, and professional services have seen remote work participation rise by 30+ percentage points since 2019.
• Remote workers report up to a 40% increase in productivity, and 79% say their stress levels are lower.

Why It Matters for Workers’ Comp

Remote work introduces new challenges for workers’ compensation:

• Injury claims must be evaluated based on whether the incident occurred during work hours and while performing job duties.
• Home environments vary widely, making it harder to distinguish between personal and work-related injuries.
• Employers must document remote work arrangements and ensure employees have safe home setups.

What Small Businesses Should Do

• Audit your workforce – Identify who qualifies as a remote clerical worker.
• Update your workers’ comp classifications – Use Code 8871 where applicable.
• Document remote work policies – Include schedules, job duties, and safety guidelines.
• Consult your insurance provider or HR advisor – Ensure compliance and avoid costly audit surprises.

Need Help Navigating These Changes?

At HR Synergy, LLC, we specialize in helping small businesses stay compliant and avoid costly misclassification errors. Whether you’re unsure which code applies to your employees or need help documenting remote work arrangements, we’re here to support you.

What Is PAID?

We help you:

• Conduct confidential and comprehensive audits
• Identify and report potential violations
• Coordinate with WHD to resolve issues quickly and fairly
• Establish systems for future compliance

Who Can Participate?

To qualify for PAID, your business must:

• Be covered by the FLSA and/or FMLA
• Be willing to proactively resolve potential wage and hour issues
• Commit to future compliance

Let HR Synergy Help You Take the First Step

Participating in PAID shows your commitment to fair labor practices and builds trust with your employees. But you don’t have to do it alone. HR Synergy is here to guide you through the process, protect your business, and ensure your team is treated fairly.

Contact us today to learn how we can help you take advantage of the PAID program and strengthen your HR foundation.

Access the PAID program here.

After months of debate and revisions, the One Big Beautiful Bill Act (OBBBA) was signed into law by President Donald Trump on July 4, 2025. While the bill introduces sweeping changes for individuals, it also brings significant implications for employers—especially in the areas of benefits, payroll, taxes, immigration compliance, and paid leave.

Are you wondering how these changes will affect your organization? Here’s what you need to know to start preparing for 2026.

Key Changes to Employee Benefits

Health Savings Accounts (HSAs)
Telehealth services can now be offered before the deductible is met for employees with high-deductible health plans—making a pandemic-era provision permanent.

Dependent Care FSAs
The annual pre-tax contribution limit increases from $5,000 to $7,500. The employer-provided childcare credit also rises significantly, with small businesses eligible for up to $600,000 in credits.

Fringe Benefits

• Moving expense reimbursements are now taxable.
• Student loan discharges due to death or disability remain tax-exempt.

Payroll and Tax Implications

Overtime Pay Deduction
Employers can deduct up to $12,500 in overtime pay, with a phase-out for high earners. This must be reported separately on Form W-2.

Service Tips
Employees may deduct up to $25,000 in qualifying tips, excluding mandatory service charges.

Independent Contractor Reporting
The Form 1099 threshold increases from $600 to $2,000, reducing administrative burden but requiring payroll system updates.

Other Notable Provisions

• Student Loan Repayment: Employer contributions up to $5,250 remain tax-free.
• Meal Deduction Eliminated, but bike commuting reimbursements stay deductible.
• Adoption Credit: Now includes a refundable portion up to $5,000.

Immigration Compliance

The OBBBA allocates funding for 10,000 new ICE agents and expands the 287(g) program, increasing the likelihood of I-9 audits. Employers should ensure all documentation is accurate and compliant.

Paid Family and Medical Leave

The employer credit for paid leave continues, with greater flexibility in how it’s calculated—either based on wages paid or insurance premiums. Employees with six months of tenure may now qualify.

Stay Ahead of the Curve

The OBBBA introduces complex changes that will reshape how employers manage HR and compliance. Staying informed and proactive is key.

HR Synergy is here to help. Our team of consultants keeps you up to date with legislative changes and provides the tools you need to adapt with confidence.

Remote work has unlocked new talent pools for employers, and it has also created new legal risks. Many employees fail to tell HR when they work from another state, which can lead to serious tax, wage, and compliance issues for employers. State laws apply where the employee works, not where the company is based.

You are responsible for compliance for every state in which you have employees:

• Considering wage laws like reporting time pay and contractor pay liability.
• New protections for pregnancy, menopause, and striking workers.
• Hiring rules around pay transparency and background checks.

What you can do:

• Confirm where remote employees are working (do not assume they will tell you).
• Review and tailor policies by location.
• Stay current on evolving state laws to avoid fines and legal exposure.

Remote work is not going anywhere, and neither are the local laws that govern it. Staying ahead means understanding not just how your people work, but where.

Need help navigating multi-state hiring? We’re here to guide you.

For businesses offering self-insured health plans or health reimbursement arrangements (HRAs), the Patient-Centered Outcomes Research (PCOR) fee is a recurring annual compliance requirement. But if you don’t have an HR professional helping with compliance obligations, it can be tough to track deadlines and submission requirements.

At HR Synergy, we understand that tax compliance isn’t your core business—and it shouldn’t take time away from the work that is. That’s why we’re here to simplify the PCOR filing process and help you avoid costly mistakes.

What Is the PCOR Fee?

PCOR fees apply to employers offering self-insured health plans and/or health reimbursement accounts, and the IRS requires annual filings using Form 720. The due date typically falls on July 31 of the year following the last day of the plan year. Unfortunately, confusion often arises when companies mistakenly believe they need to file excise taxes beyond PCOR fees.

Common PCOR Filing Mistakes

Many small and mid-sized businesses are unaware that they’re subject to the PCOR fee—especially when offering HRAs or level-funded plans. Others make the mistake of overfiling or misfiling, thinking they must complete the entire Form 720 or pay excise taxes that don’t apply to them.

• Some of the most common missteps we see include:
• Filing the wrong sections of Form 720
• Missing the PCOR deadline altogether
• Overestimating the number of covered lives
• Failing to maintain supporting documentation
• Confusing PCOR fees with other ACA reporting obligations

These errors can result in unnecessary IRS correspondence, penalties, and stress.

How HR Synergy Makes PCOR Filing Easy

At HR Synergy, we help businesses stay on top of PCOR (Patient-Centered Outcomes Research) fee compliance—so you don’t have to worry about unexpected IRS penalties.  We help you understand your responsibilities without drowning in paperwork. 

When you work with HR Synergy, our expert team will:

• Work with your insurance broker to determine Your PCOR Fee Obligations
• We review your health plan structure—including any HRAs or self-insured benefits—to determine if and how the PCOR fee applies.
• Review IRS Form 720 – We ensure accurate reporting of covered lives and the applicable fee rate.
• Ensure Proper Documentation – We help you keep the necessary records to back up your filings, reducing your risk if the IRS ever comes knocking.
• Avoid Over Filing or Unnecessary Fees – We’ll help you avoid common traps, like paying unrelated excise taxes or filling out more of Form 720 than required.

Need Help With PCOR? You’re Not Alone.

If you’re unsure whether the PCOR fee applies to your business—or simply want to avoid the hassle of figuring it out—HR Synergy is here to help. We partner with businesses to take the guesswork out of HR compliance, including healthcare filings like the PCOR fee.

Don’t let a missed deadline or IRS form catch you off guard.
Let HR Synergy simplify your compliance so you can get back to running your business.

Contact us today to schedule a quick consultation before the July 31 deadline.