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The ADP Research InstituteSM combines ADP’s worldwide expertise in the workplace with a deep, fundamental approach to identifying and analyzing the trends that shape the working world.
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BENEFITS ADMINISTRATION
Data indicates that young workers are thinking about retirement even if they’re not sure how to plan for it. This creates an opportunity for savvy employers to offer retirement planning education as part of their benefits package to enhance their reputation as an “employer of choice".
HUMAN RESOURCE MANAGEMENT
Research suggests that providing a retirement benefit adds to a company’s competitive marketability, giving the employer a distinct edge in the race to recruit and retain top talent. This advantage will become increasingly valuable as more Baby Boomers retire, and fewer younger workers are available to fill their positions.
EYE ON WASHINGTON: HEALTH CARE REFORM
Updated: May 10, 2013
On May 8th, the U.S. Department of Labor(DOL) issued Technical Release 2013-02 to provide guidance to employers regarding a new requirement ― created by Section 1512 of the Affordable Care Act (ACA)
Updated: May 2, 2013
On April 23, 2013 and April 29, 2013, the U.S. Dept. of Labor, Health & Human Services, & Treasury released the 14th and 15th installments of their FAQs on issues related to the Affordable Care Act (ACA).
EYE ON WASHINGTON: LEGISLATIVE UPDATES
Updated: April 18, 2013
Retirement plans must comply with a myriad of requirements under the Internal Revenue Code (“Code”) in order to remain tax-qualified. Plan sponsors have found it challenging to understand.
Updated: April 9, 2013
On March 11, 2013, the U.S. Department of Health and Human Services (HHS) issued a proposed rule that delays a portion of the Small Business Health Options Program, also known as the SHOP Exchange.
Updated: March 27, 2013
On March 8, 2013, the United States Citizenship and Immigration Services (USCIS) announced in the Federal Register that a revised Employment Eligibility Verification Form (I-9) is now available.
Updated: March 19, 2013
This Eye on Washington is the third in a series dedicated to highlighting the most relevant provisions that employers should know in preparation for the Employer Shared Responsibility elements of ACA.
COMPLIANCE
How well you keep up with changes to the ACA law can affect how much you may have to pay in ACA tax penalties.
Build your ACA knowledge to help you offer the most cost-effective healthcare options for your business and its employees.
Updated: February 28, 2013
This issue highlights the most relevant provisions that employers should know in preparation for the Shared Responsibility elements of the ACA.
According to the Employer Shared Responsibility provision of the ACA, any employee credited with service equal to at least 30 hours per week or 130 hours per month must be offered employer-sponsored health coverage that meets certain requirements or the employer may face a penalty.
Using the actual premium paid information in the ADP Research Institute study, employers can find a potential health benefits cost benchmark that can help them balance plan expense and “richness” of coverage to provide maximum value for employer and employee alike.
Updated: February 21, 2013
On February 6, 2013, the United States Department of Labor (DOL) published the final regulations that implement and finalize two expansions of the protections afforded under the Family and Medical Leave Act (FMLA).
Updated: February 14, 2013
A brief summary of some of the specific provisions impacting group health plans, including those provisions relating to business associates, business associate agreements, privacy notices, breach notifications, individual rights, GINA, and enforcement and penalties..
Updated: February 8, 2013
On December 28, 2012, the IRS issued a proposed regulation regarding the Affordable Care Act (ACA) Shared Responsibility provisions, which affect large employers.
TALENT MANAGEMENT
There is still confusion in the HR industry around employee satisfaction and employee engagement. Too many organizations still view these valuable, yet distinct measurements as one and the same thing. As a result, they may be missing opportunities to foster the kind of workforce engagement that helps drive innovation.
While the vast majority of midsized business leaders surveyed are pessimistic about near-term economic improvement, nearly half intend to increase headcount in the next year, suggesting that they see strategic value in talent management even during challenging economic times.
There appears to be a lack of alignment between midsized business leaders’ perceptions and experience with regard to compliance. While most leaders express confidence in their organization’s compliance with tax laws and other regulations, more than half rank government regulations as a top business concern.
As compliance issues created by the Family Medical and Leave Act (FMLA) continue to present challenges for employers, Total Absence Management (TAM) offers a systematic, automated way to manage employee leave.
With many employers using manual methods to administer and mitigate employee FMLA leave and absence, Total Absence Management (TAM) remains an untapped opportunity to boost competitiveness.
While many employers talk about finding passive candidates, talent communities are providing a low-cost and highly efficient way to build those relationships by connecting with them through social networking.
From Silents and Baby Boomers to Gen Xers and Millennials, each generation brings its own characteristics, experiences, and expectations to a job search.
The ACA presents an unparalleled HR compliance challenge and the soaring cost of employee healthcare benefits can imperil the achievement of key business goals.
Now that Health Care Reform is settled law, it is also your most prominent HR compliance challenge. Did you know that many employers are unprepared and unsure of their ACA responsibilities?
Employers like you need to assess your current state of compliance and take steps to protect your organization and avoid costly litigation.
Use technology and process to integrate HR strategy, including benefits administration, with HR operations to drive strategic business goals for measurable results.
Pay for Talent can help your organization use compensation as a key lever across all talent management processes, including talent assessment, performance management, and succession planning.
Employers must do more than provide good healthcare and other benefits to attract and retain quality workers. Using Web-based self-service technology can improve employee communications and, increase worker satisfaction.
As healthcare costs continue to skyrocket, wellness programs are gaining traction as employers' "next best hope" for improving employee health and reducing benefit-related expenses.
HR managers at midsized and large companies are considering costs, compliance requirements, and the need for integration across benefits areas when making decisions about whether to insource or outsource.
The Department of Labor is enforcing new regulations that shift more responsibilities onto employers. and they need to fix problems before federal inspectors arrive to assess fines and penalties.
Find out how you can manage potential issues to control healthcare costs and ensure compliance with state and federal mandates.
According to a recent survey, the vast majority of HR managers believe that outsourcing at least some benefits administration functions adds real value.
According to a recent survey, professionals involved in human resource management at small and midsized companies see big cost and compliance challenges ahead.
Employers that handle payroll tax reporting and depositing on their own are finding it increasingly difficult to keep up with all the different e-filing and e-payment mandates in order to stay in compliance.
Pre-employment screening is an imperative for all companies. Given the web of regulations surrounding screening, the question is do you handle it in-house or outsource it?
According to a recent survey, professionals involved in human resource management see big cost and compliance challenges ahead, prompting many to seek third-party advice or outsource the HR function..
Faced with low employee engagement and a shortage of candidates to fill critical jobs, consider rewarding top employees with in-demand skills through a Pay for Talent compensation program.
Staying connected with an increasingly mobile and distributed workforce to maximize their productivity and satisfaction is a key challenge. Mobile HR solutions, delivered by smartphones and tablets, are helping to meet this challenge.
You’ll want to learn about the seeming disconnect between how organizations view their overall talent management maturity and how they rate their supporting strategies and performance metrics.
Compliant, complete, and accurate pre-employment screening is a critical part of the hiring process. Senior HR managers have to decide whether to do it in-house or to outsource it.
Compliance burdens on HR managers from federal agencies have increased significantly and enforcement activity is touching many areas of HR management. HR managers must identify areas where they can get into trouble – and act.
MOBILE / TECHNOLOGY
You need to assess whether you have the procedures in place to navigate technology advances and widespread internet use for tax filing and deposits.
A rapid shift to an increasingly mobile and distributed workforce who use smartphones and tablets – and want immediate access to data – is driving this strategic effort.
Employers that have enhanced their benefits communications see improvements in worker satisfaction and productivity by utilizing Web portals and mobile HR applications.
PAYROLL
Employers can minimize compliance risk and exposure to legal action by adopting strict payroll policies and implementing advanced payroll systems that automatically apply complex work and pay rules.
Even with the push to simplify electronic deposit and return requirements, a lack of consistency across agencies is forcing payroll administrators to assess their ability to handle payroll on their own.
New federal enforcement policies are placing the burden on employers to fix violations before federal inspectors arrive. Areas for federal inspection include employment verification rules and workplace discrimination.
Companies that use mobile HR solutions are seeing real business benefits including improved real-time decision-making, productivity, and worker satisfaction.
Pre-employment screening is a critical step toward making a good hire. Inadequate screening can mean fines and penalties from the government and adverse effects that come from making a bad hire.
While benefit cost-sharing has reduced healthcare costs for employers, it appears to be having a negative impact on employee satisfaction. Employers are turning to wellness programs to improve morale.
Many HR managers believe their organizations’ overall talent management maturity is top notch, but they still need to bring supporting strategies, KPIs, and benchmarking up to par.
While cost control and HR compliance remain critical concerns, today’s HR managers are increasing their focus recruitment, workforce productivity, and employee engagement.
TIME & ATTENDANCE
Most wage and hour litigation involves unpaid work time claims, so you need to make sure you accurately deduct for meal breaks, properly round for time worked, and fully account for remote and off-the-clock work.
Gain unique perspectives and insights into human capital management. Types of information include:
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INSIDE THE ECONOMY
South Atlantic and West South Central U.S. Census Bureau Divisions Together Generate Approximately Half of All New U.S. Private Sector Jobs in April
April 2013 / INSIDE THE ECONOMY
Private-sector employment increased by 119,000 from March to April, on a seasonally adjusted basis. (The estimated gain from February to March was revised down to 131,000).
Employment in nonfarm private small business payrolls rose 50,000 in April on a seasonally adjusted basis, accounting for 42% of employment gains across all payroll size groups.
March 2013 / INSIDE THE ECONOMY
Private-sector employment increased by 158,000 from February to March, on a seasonally adjusted basis. (The estimated gain from January to February was revised up by 39,000, to 237,000).
Employment in nonfarm private small business payrolls rose 74,000 in March on a seasonally adjusted basis, accounting for 47% of employment gains across all payroll size groups.
February 2013 / INSIDE THE ECONOMY
Private-sector employment increased by 198,000 from January to February, on a seasonally adjusted basis. (The estimated gain from December to January was revised up by 23,000, to 215,000)
Employment in nonfarm private small business payrolls rose 77,000 in February on a seasonally adjusted basis.
January 2013 / INSIDE THE ECONOMY
Private-sector employment increased by 192,000 from December to January, on a seasonally adjusted basis.
Employment in nonfarm private small business payrolls rose 115,000 in January on a seasonally adjusted basis.
December 2012 / INSIDE THE ECONOMY
Private-sector employment increased by 215,000 from November to December, on a seasonally adjusted basis.
Employment in nonfarm private small business payrolls rose 25,000 in December on a seasonally adjusted basis.
November 2012 / INSIDE THE ECONOMY
Private sector employment rose by 158,000 jobs from Sept to Oct, according to the Oct ADP National Employment Report®, which is produced by ADP in collaboration with Moody’s Analytics.
Employment in nonfarm private small business payrolls rose 19,000 in November on a seasonally adjusted basis.
October 2012 / INSIDE THE ECONOMY
Employment in nonfarm private small business payrolls rose 50,000 in October on a seasonally adjusted basis.
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BENCHMARKS / INDICES
Read this new report to explore retirement trends and how they present a valuable opportunity for employers to help their employees understand how to plan for retirement, while at the same time creating an advantage for their firm in the race to hire and retain the best talent moving forward.
BEST PRACTICES / EXPERT OPINION
With several of the legislation’s coverage and compliance mandates already implemented, and even more taking effect in the coming weeks and months, this paper provides essential information midsized and large businesses need to know about Health Care Reform.
This research brief focuses on the role of benefits and, specifically, employer-provided health insurance, in attracting and retaining the talent needed to build a competitive workforce.
Under the Affordable Care Act (ACA), understanding the relationship between employee income, health insurance premiums, and plan participation is critical, because your employees’ circumstances can potentially create costly tax penalties for you.
With key provisions of the Affordable Care Act (ACA) soon to take effect, developing a high-value health benefits strategy is becoming an even greater challenge.
There is still confusion in the HR industry around employee satisfaction and employee engagement. Too many organizations still view these valuable, yet distinct measurements as one and the same thing.
Over the past several years, media headlines and political debate have focused on the challenges facing businesses in the post-2008 economy and the best path to sustainable recovery. But there has been little discussion about the unique effects of these uncertain economic times on midsized businesses.
As employers continue to grapple with unplanned and extended employee absence nearly two decades after the Family Medical and Leave Act was passed into law, Total Absence Management (TAM) represents a largely untapped opportunity for enhancing workforce productivity and minimizing compliance risk.
Health Care Reform is one of the single biggest HR compliance challenges for your Human Resources team. Controlling healthcare insurance costs is another pressing concern. Everyone is working overtime on their ACA compliance plans – and searching for ways to help minimize the cost of providing employee healthcare.
With wage and hour litigation on the rise in the U.S., employers need to assess time and attendance policies as well as their ability to handle complex payroll calculations to minimize compliance risk and exposure to costly legal action.
Pay for Talent, a new compensation model that recognizes past performance while tying critical skills, future potential, risk of loss, and emerging corporate needs into the overall reward process, can help you retain key talent and better achieve your short and long-term business goals.
Recent changes, including Health Care Reform, are leading many HR managers at midsized and large companies to consider outsourcing benefits administration functions — especially those with heavy compliance requirements.
While Health Care Reform imposes new coverage mandates and tax requirements that can potentially affect every employer-sponsored benefit plan, it also presents an opportunity to rethink the design and delivery of your benefit plans in order to better control healthcare costs and minimize compliance risk.
As employers look for ways to control escalating healthcare costs without compromising employee morale and job satisfaction, many see real value in implementing employee health and wellness programs.
Although HR managers at enterprises with 500+ employees give their organizations high scores for talent management maturity, their ratings for talent management strategies, KPIs, and benchmarking paint a distinctly different picture.
As the transition to all electronic tax filing and deposits at the federal, state and local levels continues to create new tax compliance and administrative challenges, you need to evaluate how you handle payroll tax reporting and deposit functions moving forward.
The DOL and other federal agencies are publishing new rules and regulations that are adding to the compliance burden of employers. Regulatory and enforcement activity has already gone into overdrive.
Employers that offer their workforce technology-driven decision support tools are helping to improve benefits access, understanding, and overall employee engagement.
Although survey results show that more than a third of HR managers in small companies and nearly half in midsized companies consider hiring top talent a strategic priority, many lack confidence in their ability to comply with HR and employment laws and regulations.
As companies increase mobile workforce headcounts, and workers rely on mobile devices for business and personal use, employers are seeing real value in allowing workers to access benefits and other data from their mobile devices.
Effective pre-employment screening can help you mitigate your hiring risks – but your screening procedures have to comply with tough federal and state requirements, such as the Fair Credit Reporting Act (FCRA).
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[WHITEPAPER] 5 key strategies to help navigate the complex change required in this coming year, and beyond. http://t.co/K22qVmkdzh #HCR #ACA
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More and more companies are installing "Workplace Gardens" | Read more about the benefits here http://t.co/G40AZu5THi | via @workforcenews
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ADP Regional Employment Report: South Atlantic - largest job gains in April, driven by FL, GA & VA: http://t.co/6WXNfvkUf8 #ADPRI
ADP Regional Employment Report: April '13 private sector employment increased in 9 U.S. Census Divisions: http://t.co/GRhH8F2iH3
ADP Regional Employment Report: South Atlantic, West South Central Regions Generate 50% jobs in April. http://t.co/iYdcmfKtdt #ADPRI
[BREAKING] @ADP Regional Employment Report: TX, FL, TN, UT and AZ show largest job increases in April. http://t.co/u0D8RZwJgw #ADPRI
[UPDATE] @ADP National Employment Report: April 2013 large businesses added 43,000 jobs: http://t.co/rb1QKwQ8FD
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