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2025 is just around the corner. Let’s get ready!

December activities

For detailed information about these year-end tasks, visit and bookmark the ADP TotalSource Year-End & Quarter Close Guide.

Our Year End Webinars have completed, but if you missed them, you can refer to the session recording: ADP YE Readiness Webinar
Recording password: YearEnd24

Why do employers promote volunteer service?

Many employers consider being socially responsible as not only the right thing to do, but also as a way to help attract applicants, foster greater engagement and satisfaction among employees, promote teamwork, and generate good will in the community.

Here’s what you need to know about the Massachusetts Health Insurance Responsibility Disclosure filing

It is almost time for the Massachusetts Health Insurance Responsibility Disclosure (HIRD) filing. Massachusetts law requires employers to file a HIRD form on an annual basis containing information about employer sponsored insurance.

Let’s take a look at your November activities to ensure a smooth Year End!

We just have a couple of months left till the end of the year, so it’s important for you to know the detailed information about these Year-End tasks, visit and bookmark the ADP TotalSource Year-End & Quarter Close Guide.

9 Mistakes to Avoid with Exempt Employees

The federal Fair Labor Standards Act (FLSA) requires employers to pay most employees overtime pay for all hours worked in excess of 40 hours in a workweek (some states require overtime in additional situations). The FLSA allows for exemptions from the overtime requirement for certain employees who work in administrative, professional, and executive jobs (known as "exempt" employees).

ADP + American Heart Association team up for “World Restart a Heart Day”

ADP TotalSource® is a proud supporter of the American Heart Association’s (AHA) Nation of Lifesavers initiative. To mark “World Restart a Heart Day” on Oct. 16, you and your U.S.-based employees can join the AHA’s Nation of Lifesavers and learn about CPR in the ADP Mobile app by watching a 60-second video and completing a 4-item assessment to receive a Nation of Lifesavers badge.

The ACA Reporting final countdown is on. Act now!

Wow! It is almost that time again! Your 2024 ACA Reporting will be ready to review in December. We are reaching out remind you to review your ACA Compliance Dashboard.

Don’t forget about pay for waiting time & on-call time

The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee has waiting time or on-call time during the workweek. To help you navigate these situations, here’s a summary of the federal rules and guidance.

Probationary Periods- FAQs & Common Misconceptions

Employers sometimes use "probationary periods" when hiring new employees or promoting employees into a new position. The probationary period is used as a time to assess whether the new hire or newly promoted employee is a good fit for the position. Typically, probationary periods range from three to six months.

New Overtime Exemption Rule- FAQs

In April 2024, the United States Department of Labor (DOL) released a final rule that will increase the minimum salary amount required to be paid to certain employees in order for these employees to be considered exempt from the Fair Labor Standards Act (FLSA) overtime pay requirements. As a result of the final rule, the minimum salary required for certain employees to be classified as exempt from overtime under federal law increased on July 1, 2024 and will increase again on Jan. 1, 2025

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Regional Alerts

Compliance-Corner-, State-Compliance-Update, Washington,-D.C.

The District of Columbia has enacted an emergency ordinance that requires employers with 50-499 employees to provide paid leave to employees impacted by COVID-19. The emergency ordinance takes effect immediately and expires on July 9, 2020.