This month, we got out from behind our screens and spent time with employers in the western part of the state for our HR roundtables in Pittsfield and Palmer (thank you to our hosts, Hillcrest Education Centers and Palmer Public Library).

These conversations are always one of my favorite ways to hear what’s really happening inside Massachusetts workplaces. And this month, there was no shortage of topics.

PFML is still keeping HR busy

It probably won’t surprise anyone that Paid Family and Medical Leave came up a lot.

Employers had questions about:

• Contacting employees while they are out on PFML.
• Retaliation concerns when employees return from leave.
• When PFML may apply to addiction or mental health issues.
• Employees who cannot seem to disconnect while they are out.

That last point led to an interesting discussion. Sometimes employees continue checking email, answering questions, or trying to stay involved while on leave. Employers shared that they have occasionally had to temporarily shut off system access to help ensure employees truly step away!

We also talked about the upcoming PFML tax changes. Earlier IRS guidance raised concerns that medical leave benefits tied to employer contributions could be treated as taxable wages. Massachusetts legislation enacted this year changes the contribution structure so that, beginning in 2027, employer contributions will no longer fund medical leave benefits.

Effective January 1, 2027, Massachusetts PFML updates include an increase to the maximum weekly benefit amount and a new contribution rate of 0.88%, along with updated rate splits.

• Maximum weekly benefit: Increases to $1,284.61 per week effective January 1, 2027.
• Contribution rate: Increases to 0.88% of eligible employee wages effective January 1, 2027, with updated employer and employee rate splits.

It’s another reminder that PFML continues to evolve and employers need to keep watching.

AI: Employers are experimenting, but cautiously

AI also generated plenty of discussion.

Employers told us they already use AI for recruiting, administrative work, performance reviews, and tools built directly into their HRIS platforms.

At the same time, HR professionals are asking important questions about bias, privacy, discrimination, and how much influence AI should have over employment decisions.

Technology is moving incredibly fast. You don’t need to use every new tool, but employers should understand where AI is already being used within their organization and where human oversight still needs to come in.

Note: AIM HR Solutions is hosting a training called AI in HR – Legal Awareness on October 29.

Cybersecurity isn’t just an IT issue.

In Palmer, our friends at Verizon joined us for a deeper conversation about AI, phishing, and cybersecurity.

One of the most eye-opening parts was seeing how quickly information can be exposed by clicking the wrong link or scanning a fraudulent QR code. That led to a great discussion about personal devices in the workplace, employee awareness, and the role HR plays in protecting company information.

We even heard about employers offering identity-protection services, such as LifeLock, as an additional employee benefit.

Why these conversations matter

What I enjoy most about these roundtables is where the conversation goes. A PFML question turns into a discussion about technology. AI raises employment law concerns. Cybersecurity has become an HR policy issue.

We’ll continue bringing these conversations to employers in person next year. If you’d be interested in hosting a future roundtable or there’s a topic you’d like us to tackle, we’d love to hear from you. You can email me at KPardo@AIMHRSolutions.com.

Become part of our HR Roundtable Season Pass Community! The $300 pass includes 12 virtual sessions and multiple in-person events statewide. Email us at HRInfo@AIMHRSolutions.com to register for 2027 and join us.