CONNECTICUT – UNEMPLOMENT BENEFIT CHARGE PROTEST DEADLINE TO CHANGE
Beginning October 1, 2025, the Connecticut Department of Labor will reduce the amount of time allowed for protesting unemployment benefit charges. Currently at 60 days, the allowed for protesting unemployment benefit charges will decrease to 40 days due to the passing of SB1312.
Please note, this does not impact deadlines for unemployment claim responses, just benefit charge protests. Thomas & Company reviews all benefit charges received, compares them against our system, and protests any discrepancies directly with the state. If you receive a benefit charge statement directly, it is imperative that you send them to Thomas & Company as soon as possible to ensure we have time to audit the charges and protest, if necessary.
DID YOU KNOW? MERGERS & ACQUISITIONS: TAX CREDITS & INCENTIVES
An often-overlooked way to decrease your organization’s taxes, varying tax credits and incentives, including Work Opportunity Tax Credits (WOTC), statutory incentives, and discretionary incentives may become available as a result of merger and acquisition activity.
Visit our website to learn more and keep an eye out as we post weekly to help keep you informed!
NEW JERSEY – TAX RATE SCHEDULE TO DROP FROM D TO C, PROVIDING SAVINGS FOR EMPLOYERS
Based on the healthier than anticipated UI Trust Fund in New Jersey, the state recently announced that there will be a change in the rate table used to calculate employer unemployment taxes.
For the fiscal tax year July 1, 2025 through June 30, 2026, UI contribution rates will calculated and assigned using Column C of the tax rate schedules, with rates ranging from 0.5% to 5.8%. For the prior fiscal year, Column D was in use, with rates ranging from 0.6% to 6.4%. Utilizing the state’s current taxable wage base, it is estimated that this change will result in an average 10% decrease per employee earning at least $43,300 per year.
ALASKA – PAID SICK LEAVE PROGRAM CREATED BY BALLOT MEASURE 1 IN NOVEMBER 2024 GENERAL ELECTION
As part of the 2024 General Election, voters in Alaska passed a ballot measure that included an increase in minimum wage and required paid sick leave for many employees. This voter initiative passed, was certified, and will now be enacted as law beginning July 1, 2025.
Beginning July 1, employers will now be required to provide paid sick leave to all employees, including part-time workers, except for certain exemptions. Sick leave is required to accrue at a minimum rate of 1 hour for every 30 hours worked. Exempt salary employees will be credited up to 40 hours worked each week, unless their normal work week hours are fewer.
Small employers (fewer than 15 employees) will be required to allow employes to accrue and use up to 40 hours of sick leave per year. All other employers (15 or more employees) are required to allow the accrual and use of up to 56 hours of sick leave per year.
The Ballot Measure does not, however, require that employers provide additional paid sick leave if their policies already provide at least the aforementioned minimum allowances.
Notification of this new entitlement must be provided upon hire or within 30 days of the July 1 effective date. The state will not be providing a sample notification for employers.
Additional information on Paid Sick Leave can be found on the Alaska Department of Labor and Workforce Development Labor Standards and Safety Division website.
LOUISIANA – STATE SEPARATION NOTICE UPDATES EFFECTIVE AUGUST 1, 2025
Governor Jeff Landry recently signed SB 248, which will go into effect August 1, 2025. This bill includes the following changes to the state separation notice requirements:
- Limits acceptable methods of delivery to the state – will ONLY allow electronic transmission of the notice
- Extends the time limit to provide information to 10 days (previously 3 days).
