The BULL

In this Newsletter:

• Minimum Wage Increases. Is your Business Ready?

• Open Enrollment 2025: Rising Costs, Tough Choices

• Remote Work: A Perk, a Right, or Just a Headache?

Minimum Wage Increases. Is your Business Ready?

Beginning October 1, 2025, minimum wages will rise in several states where our clients operate. If you haven’t reviewed your compensation structure or updated your internal systems yet, now is the time to do so.

Skip the guesswork. We’ve rounded up all the state-by-state changes so you can stay ahead, stay compliant, and not get caught with your pants down.

 Click here to View Wage Updates

Open Enrollment 2025: Rising Costs, Tough Choices

This year’s open enrollment season is coming in hot, with 8–15% increases across major carriers. Yeah, you read that right. Budgets are getting squeezed, and the fallout can hit your people, your retention, and your bottom line.

Feeling the pressure? You’re not the only one.
The upside? Starting early gives you options and leverage. And that’s where we come in. We’re already working with clients to:

• Negotiate smarter renewals that lock in better rates

• Explore level-funded and self-funded plans that reduce long-term costs

• Reevaluate plan design and contributions to strike the right balance

• Communicate benefits more clearly, so employees see the value and make better choices

If you’d like for our team to review your current plan, send us an email at [email protected] to schedule a meeting.

A reminder that organizations should plan, ideally at least 30 days before opening the Enrollment Selection window, to have plans built and tested in the various systems, avoid rush fees, and have the ability to send employee selections to carriers to prevent any benefit disruptions.

READ WORTHY NEWS:

Remote Work: A Perk, a Right, or Just a Headache?

The CDC recently tried to shut down remote work as a disability accommodation and then backpedaled real fast after unions and public backlash lit up the internet. While this doesn’t directly hit most private employers, it’s a flashing neon sign for anyone paying attention.

Why should you care?
Because this isn’t just about the CDC. It’s about where the future of work is heading, and how unprepared policies can blow up in your face.

Here’s what this mess highlights:

• It reflects ongoing legal battles over remote work as a right, not a perk

• Your accommodation policies better be crystal clear (and legally sound)

• Employee trust is fragile—one misstep can tank morale fast

As more employees seek flexible arrangements, and more employers try to pull people back into physical offices, the rights of remote workers are becoming a frontline issue. Employers should be prepared to justify in-person requirements and consider how remote work fits into long-term talent, inclusion, and compliance strategies.  

Audax helps teams navigate this minefield, strategically, legally, and with both eyes open. Need a gut check on your policy? Reach out at [email protected]

Read The Full Article Here.