Michigan unemployment contribution rates: Contribution rates for employers with three or more years of experience will range from 0.06% to 12.2% in 2026. The maximum rate of 12.2% includes an 8.2% maximum chargeable benefit component, a 3.0% maximum account building component, and a 1.0% maximum nonchargeable benefits component. Note that if the employer has submitted no quarterly tax reports, that employer's maximum tax rate will be 12.2%, and the employer also will be assessed a penalty of 3.0%, which is separate from the contribution rate. In addition, the new employer rate remains at 2.7%, plus part of its chargeable benefits component depending on the employer's year of liability, except that new construction employers must pay 5.0% in 2026.

Why a sick call policy is important: An employer did not violate the Family and Medical Leave Act when it refused to grant a fired employee retroactive leave, the 7th U.S. Circuit Court of Appeals held Tuesday (Chitwood v. Ascension Health Alliance.)  The employee, an HR specialist at Ascension Health Alliance, allegedly failed to return to work at the end of continuous leave, despite several warnings to do so. Specifically, she left a voicemail for the employer on the day she was terminated but despite allegedly being familiar with its FMLA procedures, she failed to mention a need for leave. Instead, she requested the retroactive designation the next day. Later, she could not show any reason why she was unable to report the absences on the days they occurred, the 7th Circuit said. The employer declined to do so, and the employee sued, alleging FMLA interference and retaliation. A district court ruled in the employer’s favor, finding that the employee had not reported her absences as soon as practicable, as required by federal regulations and the employer’s policy. On appeal, the 7th Circuit agreed with the lower court.  Source: HR Dive 3/4/26

More workers pulling from their 401(K): Last year, a record 6% of workers in 401(k) plans administered by Vanguard Group took a hardship withdrawal. That is up from 4.8% in 2024 and a prepandemic average of about 2%, according to Vanguard.  The data paints a divergent financial picture of American workers’ finances. While most are faring well, some are experiencing heightened financial stress, according to Vanguard. Workers have been saving more in 401(k)s, and balances have soared to all-time highs along with rising markets. With more people saving in 401(k)s, retirement accounts are an increasingly important lifeline when financial trouble hits. The uptick in hardship withdrawals marks the sixth straight year of increases since 2018, when Congress made it easier to take a hardship distribution by eliminating the requirement to take a 401(k) loan first, according to Vanguard, which administers 401(k)-type accounts for nearly five million people. The top reasons for taking hardship withdrawals last year were avoiding foreclosure and eviction and paying medical expenses, according to Vanguard. The median withdrawal was $1,900.  Yet, a record high 45% of participants increased their savings rate in 2025, with most doing so in an automatic escalation program. That matches the 45% that raised their savings rate in 2024.  Source: Wall Street Journal 3/4/26

Are you a workaholic? The majority of full-time workers in an 800-person survey conducted by Monster said they’re “at least somewhat workaholic,” with at least 45% saying they’re “definitely workaholic.”   Half of respondents (47%) said their company’s culture was a top reason for overworking in Monster’s State of the Workweek 2026 report.  The majority of respondents (80%) said working more than 40 hours a week does not improve the quality of their work. Burnout continues to be an ongoing issue for workers. Remote and hybrid employees, for example, have juggled professional and personal demands during their 9-to-5 schedules, with childcare woes straining their mental health. Stressful conditions have also been pervasive for front-line workers; one report suggested that one-third of front-line workers are more likely to suffer anxiety, and about two-thirds are more likely to suffer from depression. One of the top reasons that overwork happens is company culture, according to about half of Monster survey-takers. A little less than half said that personal ambition and desire for advancement contributed to their overwork, with 31% blaming a lack of boundaries between work and personal life.  Financial reasons and potential layoffs were also factors in respondents’ overworking, with 28% citing financial pressure and a quarter citing fear of job loss.  Source: HR Dive 3/3/26

Need an employee? Consider individuals with disabilities: In 2025, 22.8% people with a disability were employed, the U.S. Bureau of Labor Statistics reported. In contrast, 65.2% of those without a disability were employed, down by 0.3% over the year. The unemployment rate for people with a disability increased by 0.8% point to 8.3% over the year, while the rate for those without a disability increased by 0.3% point to 4.1%.  Findings from the survey include that half of all people with a disability were aged 65 and over, nearly three times larger than the share for those with no disability.  Across all age groups, people with a disability were much less likely to be employed than were those with no disability. The unemployment rate for people with a disability was double the rate for those with no disability. Workers with a disability were nearly twice as likely to work part time as workers with no disability, and workers with a disability were more likely to be self-employed than were those with no disability. Employees with disabilities tend to be better employees, more loyal, and eager to succeed. If any assistance is needed, the State of Michigan can provide free assistance. If you would like a resource for hiring individuals with disabilities, contact Tonia Peterson (LEO) at petersont2@michigan.gov.  Source: BLS 3/3/26