California’s final CalSavers compliance deadline is approaching for small employers. If your business has even one W-2 employee, you must either register for the CalSavers Retirement Savings Program or file for an exemption if you already offer a qualified plan.
What is CalSavers? CalSavers is a state-mandated retirement program offering Roth or Traditional IRAs funded via automatic payroll deductions. It’s designed for employees without access to a workplace retirement plan. Employers do not contribute or manage funds — but they are responsible for registration and ongoing compliance.
Who Must Act by December 31, 2025?
All California employers with 1–4 employees (W-2) who were not covered by earlier compliance deadlines.
Businesses that do not already offer a qualified plan (e.g., 401(k), SEP IRA, SIMPLE IRA).
Employers with a plan still need to certify exemption to remain compliant.
Penalties for Non-Compliance
$250 per eligible employee after 90 days of non-action
$500 per employee if still non-compliant after 180 days
What Employers Need to Do Next
If you already offer a retirement plan: You must certify your exemption through the CalSavers portal to avoid penalties. This involves confirming your plan type and submitting a short electronic form.
If you do not offer a plan: You must register your business with CalSavers and begin the onboarding process before the December 31, 2025 deadline.
Need Help Navigating the Requirements? Duffy Kruspodin’s HR Services team helps employers stay compliant with state mandates like CalSavers and supports exemption filing and policy updates. We can help you:
Understand CalSavers applicability to your business
Navigate exemption filing
Evaluate retirement plan options that may better suit your workforce
Essential year-end HR tasks for small business owners: payroll audits, W-2 distribution, policy updates, and compliance deadlines. Start 2026 prepared.
Leave of absence management has become increasingly complex for small and mid-sized businesses, with a growing patchwork of federal, state, and local laws creating compliance challenges. Post-pandemic, leave requests have surged as employees become more aware of their rights and open about mental health needs, making proper leave management critical for legal compliance and employee retention. Mishandled leaves can expose businesses to legal risks, employee dissatisfaction, and operational disruptions that impact your bottom line. The solution lies in clear policies, proactive planning, and expert HR support to navigate the evolving landscape of FMLA, ADA, state-specific regulations, and emerging leave requirements.
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Leave of absence management has become increasingly complex for small and mid-sized businesses, with a growing patchwork of federal, state, and local laws creating compliance challenges. Post-pandemic, leave requests have surged as employees become more aware of their rights and open about mental health needs, making proper leave management critical for legal compliance and employee retention. Mishandled leaves can expose businesses to legal risks, employee dissatisfaction, and operational disruptions that impact your bottom line. The solution lies in clear policies, proactive planning, and expert HR support to navigate the evolving landscape of FMLA, ADA, state-specific regulations, and emerging leave requirements.
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