During this webinar, chief economist Dr. Nela Richardson, head of ADP Research Institute Labor Market and Julie Arzonico, ADP’s Senior Director of Market Insights, will review the state of the economy for small business and will deliver findings from our latest Small Business Pulse Survey. Questions that will be discussed, include:

• How have rising labor costs and inflation affected small business?
• How are companies attracting and retaining workers?
• What other challenges are small businesses currently facing?

ADP remains at the forefront of helping employers understand the complex compliance, financial, and strategic issues surrounding workforce management. Tap into our expertise to ensure you’re in the best shape possible for future workplace changes that may come about along the way.

More than four million American workers held both a full-time job and a part-time job at the same time in 2022, according to the Department of Labor's Bureau of Labor Statistics. A few hundred thousand more workers held two two-full-time jobs at the same time in 2022. When employees have a second job in addition to their full-time job, it is often referred to as moonlighting.

Berkeley, CA has enacted an ordinance that will require employers in certain industries to follow specific scheduling practices beginning Jan. 1, 2024.

The City of Los Angeles has enacted an ordinance that will require large employers in the retail sector to follow certain scheduling practices. The ordinance takes effect April 1, 2023.

Illinois has enacted legislation (Senate Bill 208) that will require employers to provide employees with up to 40 hours of paid leave that they may use for any reason. Senate Bill 208 takes effect Jan. 1, 2024.

Michigan has enacted legislation (Senate Bill 4) that will amend the Elliott-Larsen Civil Rights Act (ELCRA) to expressly prohibit discrimination in employment based on sexual orientation or gender identity or expression. Senate Bill 4 takes effect June 14, 2023.

New York has enacted legislation (Assembly Bill 6328) that prohibits employers from discriminating against employees based on citizenship or immigration status. Assembly Bill 6328 is effective immediately.

New York has enacted legislation (Assembly Bill 999) that amends employer salary transparency requirements.   The originally enacted Sept. 17, 2023, effective date remains unchanged by the amendment.