2025 Q3 TX Small Business Legal and Action Item Report

2025 Q3 TX Small Business Legal Report

Bear Benefits CEO Briefing: What Small Business Owners Need to Know (2023–2027)

HR & Benefits Law Changes Impacting Texas Small Businesses

 

As your trusted partner, Bear Benefits has reviewed hundreds of pages of legislation to bring you a clear, smart summary of what matters most to your business. Below is your executive snapshot of the key compliance and benefit laws affecting Texas employers with 1–150 employees. Use this guide to stay protected, avoid penalties, and prepare for what’s next.

 

🔹 Quick Highlights (Why This Matters)

• Texas has blocked local labor rules → No more juggling city-specific sick leave or scheduling laws.
• New employee protections → Think: hair-based discrimination, pregnancy accommodations, and lactation rights.
• Workplace posters and procedures → A few new notices (like a violence hotline) and remote hearings now allowed.
• Retirement rules are shifting → Auto-enroll, part-timer eligibility, and catch-up Roth rules are coming.
• Some federal rules have been paused → BOI ownership filings and overtime salary rule are on hold, for now.
• Opportunities: Big tax breaks for retirement plans, optional paid leave coverage, and no franchise tax if under $2.47M.

 

📝 Key Employer Action Areas

1. HR Compliance (2023–2024)- Drop any city-mandated HR rules (like Austin or Dallas sick leave) → HB 2127- Update dress code to allow natural/protective hairstyles → CROWN Act- Provide lactation breaks + space for all nursing employees → PUMP Act- Train supervisors to accommodate pregnant/postpartum workers → PWFA- Remove COVID vaccine mandates (unless you’re a healthcare org) → SB 7- Post the TX DPS workplace violence hotline by March 2024 → HB 915
2. Insurance & Workers’ Comp (2025–2026)- If in a group self-insured workers’ comp plan, switch by Sept. 2025 → SB 264- Expect a new surcharge on workers’ comp premiums in 2026 → SB 1455- Watch for more insurer notices of policy denials (starting 2026) → HB 2067- Consider offering optional paid family leave through insurance → HB 1996
3. Retirement Plan Rules (2024–2027)- Launching a 401(k)? Auto-enroll must start in 2025 if 10+ employees → SECURE 2.0- Track part-time staff hours → 500+ hrs for 2 years = 401(k) eligibility in 2025 - Catch-up 401(k) contributions (age 50+ making $145K+) must be Roth starting 2026 - New federal “Saver’s Match” begins in 2027 → Up to $1,000 match per employee
4. Admin, Taxes & Privacy (Ongoing)- No franchise tax filing if under $2.47M in revenue (2024–2025) → SB 3- Don’t worry about BOI ownership filings if you’re a U.S.-formed entity → Paused in 2025- If you’re applying for a loan, expect demographic questions starting 2026–2027 → CFPB rule- If you handle consumer data: check whether you’re exempt under TX privacy law (you likely are)

 

📊 Top Priorities by Year

 

2024- Remove vaccine mandates - Post DPS workplace violence poster - Prep for part-timers in 401(k)

2025- Begin auto-enroll for new retirement plans - Workers’ comp video hearings start

2026- Confirm Roth setup for 401(k) catch-ups - Adjust budget for workers’ comp surcharge

2027- Promote new Saver’s Match to employees - Watch for final phase of loan demographic rules

 

⚠️ Final Thought

 

Keeping your HR policies, benefit plans, and compliance practices current is no longer optional—it’s risk protection. Fines are getting bigger. Employee expectations are rising. And the smartest businesses are planning ahead.

If you’re unsure where to start, let Bear Benefits help. We specialize in simplifying compliance for growing Texas employers.

 

www.TrustBearBenefits.com| Dallas, TX