| Date/Link |
Covered Topics |
| March 26, 2026 |
ExponentHR Features:
- Administrative control to restrict an employee from changing their W-4 elections (ex. if an IRS W-4 Lock-in letter is received)
- Option to delete existing/designated "Other Beneficiaries" of a benefit plan
- Audit report to view all changes to an employee record and who made the change
- SOC (Standard Occupational Classification) code management and reporting
- Managing commuter benefits via self-service enrollment within ExponentHR
ExponentHR WEX Preferred Partner Program:
- ExponentHR is pleased to announce our new preferred partner program with WEX
- WEX assists with the administration and compliance for COBRA, FSA, HSA, and commuter benefits
- As a preferred partner, integration is streamlined and establishing any file feeds
- Preferred pricing with ExponentHR, FSA, HSA, and commuter benefits
- WEX offers employees a comprehensive app to:
- Manage FSA, HSA & commuter benefits via a single card
- Load your card into the app so that Apple Pay may be used to make payments and have funds intuitively deducted from respective account type
- Manage account balances and payments
- Scan items to immediately determine if IRS approved as HSA expense eligible
- COBRA has its own marketplace (potential cost savings)
Compliance Items:
- California CRD Pay Data Reporting due May 13, 2026
- 2025 data (due in 2026) template changed to include additional fields. Existing report offered by ExponentHR has been updated ot match the new template.
- 2026 data (due in 2027) will switch from using EEO codes to SOC codes. Employers will need to ensure each job title has a value in the existing SOC code field prior to filing in 2027 (employers may start on this now via Company Codes)
- ACA 1095-C Deadline reminders (if not using ExponentHR to prepare/file forms):
- March 31 - file form information to IRS
- Company Bank Contacts - Please ensure your bank account information is current within Company Configuration (required for upcoming bank changes)
Recent Enhancements:
- California CRD Pay Data report updated to match new template (reporting 2025 data in 2026), which now includes fields for FLSA Status, Employment Type, and total annual weeks worked
|
| February 26, 2026 |
ExponentHR Features:
- When SSN is used for new user authentication via First Time User Login, dashes are optional
- Displaying a position's unique key when viewing the organizational tree (OSM)
- When enhancement ideas are suggested via Canny, option to see date stamps on posts and comments
- Monitoring compliance items regarding I-9 Section 2 completion
- Available options to personalize a default offer letter before sending to candidate
ExponentHR ATS Feature:
- ExponentATS feature utilizes centralized data set model and embedded applicant tracking functionality empowered by HiringThing
- A single source to manage the complete applicant life cycle from job posting to hiring a candidate
- Some key features include:
- Easy to create a job posting
- AI availability to help build a job description
- Built-in compliance feature (ensuring items are conditionally displayed, like pay transparency for localities where required in a job posting)
- Choose which job boards to publish a job posting (free boards and/or paid boards)
- Multiple career sites can be created, to separate job postings by company, location, or other preferred separation
- Advanced administrative control to refine manager's rights to specific career sites and/or action capabilities
- AI availability to create a resume analysis:
- Looks for specified key words or items like license/certifications
- Automatically compares resume to job description to identify match compatibility
- Option to automatically have a applicable rejection letter sent when certain "knock out" conditions are met during applicant process
- Convenient way to rank applicants to help prioritize/sort administrator view
- Calendar sharing integration to give candidate visibility to when you are available when invited to schedule an interview
- Customized offer letters based on job template
- Integrated with ExponentHR Onboarding feature, for cohesive and complete hiring process.
- Personalized service and short timeline to establish ExponentHR ATS for your and migrate any data
- Walk-through of setting up job position and managing an applicant demonstrated
Compliance Items:
- California CRD Pay Data Reporting: New reporting requirements announced for 2025 and 2026 data:
- 2025 data due May 13, 2026 with additional fields now needed. (Associated report presently being updated in ExponentHR to match new template)
- 2026 data (due in 2027) will switch from using EEO codes to SOC codes. Employers will need to ensure each job title has a value in the existing SOC code field prior to filing in 2027 (employers may start on this now via Company Codes)
- ACA 1095-C Deadline reminders (if not using ExponentHR to prepare/file forms):
- March 3 - provide forms to employees
- March 31 - file form information to IRS
- Company Bank Contacts - Please ensure your bank account information is current within Company Configuration (required for upcoming bank changes)
Recent Enhancements:
- Option to update Alternate Seniority Date via Job Change EAN
- Automatic removal from employee view an EAN when it is cancelled/deleted
- Enhanced employee and manager view of paid leave transactions for prior years
- Retirement contribution limits now displayed on retirement election/summary page
|
| December 11, 2025 |
ExponentHR Features:
- Designating which dependents are required to be enrolled in medical coverage per a court order (QMCSO - Qualified Medical Child Support Order)
- Directly within a hiring EAN, management visibility to preview the respective candidate's offer letter
- System-generated notifications for leave (time off) requests and reminders delivered to time supervisors (additional users can be made aware via a scheduled custom report)
- Ability to bulk post/remove misc. adjustments (ex. bonuses) via the Time Clock Import batch feature
- Obtaining form W-3 and 1096 information via ExponentHR reporting options
- Obtaining a GAP letter for SOC reporting
ExponentHR Year-End Preparation Features:
- Year-end checklist of items to complete is available in the Service & Technology Bulletin
- Overview of key approval deadlines at the federal and state levels
- Upcoming webinar session walking through the S&T Bulletin and best practices
- Strategic use of Employee Notification Options. examples:
- Ability to send employees text messages (ex. office closed due to weather) via Message Center functionality
- Sending notices to employees to check/confirm their mailing address, retirement elections, text messaging enrollment status, etc.
- Strategic QuickList reporting to see items such as:
- who has not yet opted in to receive text message
- who has elected to receive a paper copy of their year-end forms
- which former employees do not have extended/temporary website access to retrieve their year-end forms
- Year-End Information Utility:
- Ability to preview/generate W-2 information at any time, including prior to the end of year
- Proactively see which tax items need to be resolved (ex. missing state tax registration) prior to end of the year
- All year-end forms (W-2/1099) are accessible online to individuals upon employer review/approval of the forms
- Employee option to receive a printed/mailed year-end form in addition to a virtual copy
- Forms are automatically printed/mailed to former employees (based on mailing address)
Compliance Items:
- SECURE Act 2.0 - Beginning 1/1/2026, all retirement catch-up contributions will be required to be made on a ROTH (after-tax basis) for employees whose calendar year 2025 FICA wages exceed the annual limit (see 9/26 S&T Bulletin for more information).
- Note: the annual limit has increased to $150,000 since the 9/26 S&T Bulletin
- One Big Beautify Bill Act (OBBBA) - ExponentHR is proactively acting upon guidance and instructions as they are announced by the government (qualified tips & overtime reporting guidance to be provided by ExponentHR later this month via S&T Bulletin)
- Oregon Sick Leave Usage - Effective January 2, 2026, employees can use sick leave to donate blood to approved programs.
- Oregon Wage Statement - Employer requirement to discuss payroll codes and pay rate information to all new hires and re-communicate to all annually (effective 1/1/2026).
- Paid Leave Program Updates:
- DE - Paid Family & Medical Leave Insurance program starts providing benefits effective January 1, 2026
- MD - Paid Family & Medical leave program will now start in 2028 (was previously set to start 2026)
- ME - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
- MN - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
Recent Enhancements:
- Custom Reporting: Notification of delivered results now contains the file size, which may be used to determine when the scheduled results are blank (no data to review)
- FUTA Tax Credit for CA & US Virgin Islands: A tax adjustment in these jurisdictions was recently issued on all 2025 wages that are subject to unemployment insurance. This was due to the retroactive increase of amount now owed.
|
| October 30, 2025 |
ExponentHR Features:
- Ability to display job descriptions to employees.
- Managers can personalize their view of employee personnel records by selecting which fields to have displayed by default at the top of all records.
- Option to bypass the approval process of leave requests that are entered late (choose whether late requests are auto-approved or still require management review/approval)
- Option to post multiple benefit guides to the employee's enrollment page (ex. publish one in English and Spanish)
- Using the Batch Inquiry report or the Batch Pay Register report to simultaneously view MTD, QTD, and YTD amounts of each payroll code
ExponentHR Incident Tracking Feature:
- Incident Tracking utility is used to record work-related injuries and illnesses (for OSHA reporting)
- Configure items tracked in each incident case:
- Option to create and include within each case up to five additional fields, which may be uniquely beneficial or applicable for your organization/industry
- Customize the case's drop-down lists of items tracked by OSHA (work area where the injury occurred, part of body inured, cause of injury, equipment being used) so that items applicable to your company are available for selection
- General walk through of creating/managing an incident case:
- Answering the incident summary questions
- Describe the incident details
- Enter the healthcare treatment provided
- Option to add documents/images related to the injury
- Entering additional notes to the case as more information is determined
- Change history log within ticket tracks as items are added/updated to the case
- Within the case, option to generate Form 301
- Reporting Options:
- Incident Analysis Report: provides list of all job-related injuries/illnesses reported in the Incident Tracking utility.
- OSHA Reports: Pre-populated forms that maybe used for OSHA reporting requirements (ex. Form 300 log, 300A Summary, 301 Incident Report, and more)
Compliance Items:
- SECURE Act 2.0 - Beginning 1/1/2026, all retirement catch-up contributions will be required to be made on a ROTH (after-tax basis) for employees whose calendar year 2025 FICA wages exceed the annual limit (see 9/26 S&T Bulletin for more information).
- Note: the annual limit has increased to $150,000 since the 9/26 S&T Bulletin
- One Big Beautify Bill Act (OBBBA) - ExponentHR is proactively acting upon guidance and instructions as they are announced by the government.
- Oregon Wage Statement - Employer requirement to discuss payroll codes and pay rate information to all new hires and re-communicate to all annually (effective 1/1/2026).
- Paid Leave Program Updates:
- DE - Paid Family & Medical Leave Insurance program starts providing benefits effective January 1, 2026
- MD - Paid Family & Medical leave program will now start in 2028 (was previously set to start 2026)
- ME - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
- MN - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
Recent Enhancements:
- Option to bypass the approval process of leave requests that are entered late (choose whether late requests are auto-approved or still require management review/approval)
- Optional "Late Entry" leave approval workflow (choosing whether leave entries that are entered retroactively should follow standard review process or bypass review process).
- Option to reinstate a former employee's paid leave balance upon their rehire or reset their balance zero hours upon rehire.
- Option to retrieve a specific EAN by entering the EAN number on the EAN Summary page.
|
| September 25, 2025 |
ExponentHR Features:
- Employee options to customize their own personal view dashboard.
- Option to have an employee's performance review overall score be systematically calculated or be manually calculated/entered by the reviewer.
- The automatic rule enforcement by ExponentHR of garnishment rules and limits.
- Viewing a manager's employment information (ex. job title) when viewing their grant access rights.
- Communication tools and options to inform/remind employees regarding open enrollment.
ExponentHR Open Enrollment & EDI Feature:
- General walk through of the open enrollment process
- Consultation with ExponentHR benefit specialist
- Review plan/rate changes and associated timelines
- Review and approval of updated benefit grid
- Period to test/mitigate changes via an available test website
- Notify employees of open enrollment period
- Employees submit their benefit elections
- Management review of open enrollment progress via dashboard widget and available reports
- Submitted elections approved by benefit administrators
- ExponentHR EDI Team works directly with benefit carriers to confirm file feed setup and any changes
- Elections for the new year communicated to respective benefit carriers
Compliance Items:
- Nebraska - New paid sick leave law (effective 10/1/2025)
- SECURE Act 2.0 (effective 2026)
- One Big Beautify Bill Act (OBBBA)
- Oregon Wage Statement - Employer requirement to discuss payroll codes and pay rate information to all new hires and re-communicate to all annually (effective 1/1/2026)
Recent Enhancements:
- Optional "Late Entry" leave approval workflow (choosing whether leave entries that are entered retroactively should follow standard review process or bypass review process).
- Option to reinstate a former employee's paid leave balance upon their rehire or reset their balance zero hours upon rehire.
- Option to retrieve a specific EAN by entering the EAN number on the EAN Summary page.
|
| August 28, 2025 |
ExponentHR Features:
- Employee ability to generate an employee directory report from their personal view of website (if desired, feature may be inactivated by employer).
- Option to access/enter performance journals for an employee via the "My Employees" widget on your manager dashboard.
- Capability to start previewing W-2/1099 form information prior to the conclusion of the payroll year.
- Designating individuals as variable hour employees (for PPACA monitoring) to systematically calculate their full-time equivalency and the ability to have their supervisor notified when the hours worked exceeds the set monitoring threshold.
- Option to make any field on the EAN required via the EAN System Administration feature.
ExponentHR Customer Feedback via Canny Feature:
- ExponentHR Canny:
- View road map of current enhancements queued for development
- Review ideas and feedback submitted by other ExponentHR users
- Vote/comment on ideas submitted by other users
- Submit your own ideas/feedback for ExponentHR development consideration
- Receive notification when there is an update on your submitted/voted items
- Review recaps of previously released enhancements
Compliance Items:
- Nebraska - New paid sick leave law (effective 10/1/2025)
- SECURE Act 2.0 (effective 2026)
- One Big Beautify Bill Act (OBBBA)
Recent Enhancements:
- New Abbreviated EAN View: Option to streamline EAN creation/review process by only having the EAN fields applicable to your company's operations displayed (all fields designated as non-applicable to be hidden by default).
- New EAN Field Requirement Option: Administrator configuration option to designated which fields in an EAN are required to be filled. This may be controlled on an EAN-by-EAN basis or applied across all applicable EANs.
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