Engage PEO delivers comprehensive HR solutions to small and medium-sized businesses, sharpening their competitive advantage. Comprised of the industry’s most respected veteran professional employer organization executives, certified HR professionals and attorneys, Engage PEO provides hands-on, expert HR services and counsel to help clients minimize cost and maximize efficiency for stronger business performance. The company’s superior service offering includes a full range of health and workers' compensation insurance products, payroll technology and tax administration, risk management services and advanced technology as part of an extensive suite of HR services. Engage is a national PEO, certified by the IRS (CPEO) and the Employer Services Assurance Corporation (ESAC). Engage has also been named to Inc. magazine’s list of the 5000 fastest-growing companies in America 7 times since 2016. Want to improve your business? Start here: https://www.engagepeo.com/contact-us Want to be part of our team and learn about our career opportunities? Visit our website and choose "Careers" to view current job openings.
External link for Engage PEO
4000 Hollywood Blvd.
Fort Lauderdale, FL 33021, US
3001 Executive Dr
Suite 340
St Petersburg, Florida 33762, US
16479 Dallas Pkwy
Suite 240
Addison, Texas 75001, US
Happy Holidays from our Tampa team! ❄️🌴❄️ We’re thrilled to be celebrating in our brand new office. 🎁 🏢 It's been an incredible year of growth and collaboration, and we're excited to start 2025 with our clients, new clients, and partners. ✨ #Teamwork #Tampa #HolidayCheer
Employers should expect legal shifts that could reshape HR compliance. Here's how to stay ahead and turn compliance into a competitive edge. 🛑In 2025, small and mid-sized employers face growing risks as employment laws become harder to navigate, especially after the Supreme Court overturned the Chevron doctrine. Now, companies must follow the courts' stricter interpretations of ambiguous laws—a significant shift for HR practices. 📚 What’s at stake? • Wage rules: Misclassifications can cost $$$ thousands in fines. • Anti-discrimination laws: Missteps can lead to lawsuits or reputational damage. • Family leave & safety: FMLA and OSHA violations are costly and erode employee trust. 💡 The solution? PEOs act as compliance partners. For example: We saved a client $100K+ by fixing wage misclassifications. We helped another client avoid $200K in potential ADA litigation by navigating a complex termination amicably. 🔑 And it’s not just about avoiding penalties. It’s about attracting top talent, fostering inclusion, and driving growth. Partner with us to ensure your clients turn HR challenges into opportunities. 🚀 Learn more in the article by Alex Pisani, Chief Legal Officer of Engage PEO, for the National Association of Professional Insurance Agents.
New Jersey Employers: Are you ready for the legal changes coming to Job Postings and protections for Remote Workers? ⚖️ Starting June 1, 2025, NJ employers with 10 or more employees must disclose salary, hourly wages, benefits, and other compensation in all job ads—internal and external, including transfer opportunities. Here’s what to know: Salary Transparency: Pay and benefits must be clearly stated in ads. 📑 Promotion Opportunities: Must be posted internally or externally before decisions are made and when changes in job title include increases in compensation. 📢 Penalties: Employers could face fines up to $600 for violations. 💰 For Remote Workers: NJ’s anti-discrimination laws also now cover all employees, including those working remotely, regardless of location. 📍 👉 Employers, ensure your HR team is prepared and compliant! #NewJerseyEmploymentLaw #PEO #WorkplaceUpdates #HRCompliance
🚨 Employers: Are you ready for Massachusetts’ new Pay Transparency law? 💼 MA’s new Salary Range Transparency Act will require all employers with 25+ employees to disclose pay ranges in job postings. Here's what you need to know to stay compliant and avoid penalties. Job Posting Requirements: Salary info must be included on job boards, HRIS, recruiter platforms, and social media, by July 31, 2025. 💼 Wage Data Reporting: Employers with 100+ employees must submit annual pay data reports starting February 1, 2025. 📊 Public Transparency: Data will be published on the state’s Department of Labor website, fostering accountability. 🌐 Impact: Strengthening wage equity, this law brings MA in line with other states like NY and CT. 🏛️ 👉 Employers, review your policies and make sure you're ready for the changes ahead! #MassachusettsEmploymentLaw #PEO #WorkplaceUpdates #HRCompliance
Did you know your 2025 health benefits just got a boost? 💰 New higher contribution limits for Flexible Spending Accounts and Health Savings Accounts are here to help you save more on healthcare costs. For 2025: ➡️ FSA: Contribute up to $3,300 to a health FSA – up from $3,200 in 2024 ➡️ HSA: ▸ Contribute up to $4,300 to an individual HSA – up from $4,150 in 2024 ▸ Contribute up to $8,550 to a family HSA – up from $8,300 in 2024 ▸ Make contributions until April 15, 2026 Thanks to Inspira Financial for partnering with us to offer these valuable benefits! #employeebenefits #healthcare #HSA #FSA #financialliteracy
🎉 The holidays bring joy—and a few HR challenges. From religious expression to PTO requests, thoughtful planning is key. Here’s how to support your team this season: 🔹 Know Your Workforce: Tailor celebrations to your team’s needs. A younger crew? Rethink the open bar. A diverse team? Celebrate cultural traditions. 🔹 Aim for Inclusion: Skip activities that demand extra time or money. Cater a lunch or offer “leave early” passes for personal errands. 🔹 Be Respectful: Allow decor but set limits (no flashing lights, glitter, or space intrusions) to avoid conflict. 🔹 Stay Consistent with PTO: Stick to your existing process for time-off approvals to maintain trust. As Meredith Dinkins, assistant general counsel and HR consultant, explains, “Respect and appreciation... may be the best and most important gift an employer can give.” Thoughtful actions now will boost morale and loyalty. Which tip will you try first? ⬇️ Read the article: https://lnkd.in/eCqVHTQY
Big changes are coming to Connecticut’s sick leave laws, aligning it with neighboring states like New York and New Jersey. Don't get caught unprepared—here’s a quick guide to the changes. 🩺 Starting January 1, 2025: ➡️ Most employees are eligible, with exceptions for seasonal workers and certain construction trades. ➡️ More employers must comply: 25+ employees in 2025; 11+ in 2026; all employers in 2027. ➡️ Increased accrual to 1 hour per 30 hours worked. Employers can provide 40 hours upfront. ➡️ Employees can carry over up to 40 hours annually. ➡️ New uses include public health closures, quarantine risks, and mental health wellness days. 🏢 What employers should do: Update policies; track accruals, usage, and balances for each employee; include balances on pay stubs; and prepare to comply based on company size. Are you ready to comply? 💼 #ConnecticutEmploymentLaw #PEO #WorkplaceUpdates #HRCompliance
There’s a reason why small and mid-sized businesses decide to partner with a PEO. Pure and simple, it’s because PEOs are highly proficient at streamlining HR, reducing costs and managing risks. Here's how a PEO can provide a strategic advantage for your clients: ⚖️ Expertise in Compliance: Ensure compliance with complex regulations and reduce legal risks. 💰 Cost Savings: Reduce administrative costs and access more affordable benefits. ⚕️ Comprehensive Benefits: Offer competitive benefits to attract and retain top talent. 🎯 Focus on Core Business: Concentrate on strategic initiatives and drive growth. 🛡️ Risk Mitigation: Reduce operational and compliance risks. 🔄 Scalability and Flexibility: Adapt to changing business needs and scale with ease. 😊 Enhanced Employee Experience: Create a positive and supportive work culture. 📊 Strategic HR Insights: Gain valuable insights to make data-driven decisions. Let's discuss how we can work together to achieve your clients’ business goals. 🤝 Read the article: https://lnkd.in/enQg-th6
🔍 What happens when a business spends valuable resources to train an employee only for the employee to leave? Colorado employers that have Training Repayment Agreements in place must comply with new regulations. Here are the new employee protections: ✅ Employers can ask employees to repay the reasonable costs of specialized training. ⏳ Repayment amounts decrease over 2 years, based on how long the employee stays. 🚨 Protections ensure repayment demands are fair and transparent. ⚖️ Reminder: The law went into effect on August 7, 2024. 🎯 Action: Ensure your clients’ agreements comply with this law to avoid legal risks! Need help breaking this down? Let’s connect.