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One Big Beautiful Bill Act (H.R. 1) Employer Compliance Resources

The One Big Beautiful Bill Act, also known as OBBBA or H.R. 1, introduces significant changes for employers across payroll, wage and hour, benefits administration, and federal tax compliance. This resource hub provides practical guidance, webinars, and tools to help employers understand their obligations and stay compliant as new requirements take effect.

 

About the One Big Beautiful Bill Act


H.R. 1, better known as the “One Big Beautiful Bill Act” (OBBBA), is reshaping employer compliance across wage and hour, benefits administration, and tax reporting.

It introduces new requirements for pay transparency, leave reporting, and electronic filing, making proactive planning essential for 2026.

Read the OBBBA Payroll Points Blog OverviewSee the Full Act Text (Congress.gov)
OBBBA

Webinar Series: Understanding OBBBA

Catch up on our exclusive three-part webinar series led by CTR’s compliance expert, Anne Lavelle.

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The Big Compliance Advantage™ Toolkit

Your go-to resource for staying compliant with the evolving OBBBA requirements.

Toolkit includes:

  • ✅ Tip Reporting Guidance – Clear breakdowns for accurate payroll reporting

  • ✅ Overtime Pay Rules – How OBBBA impacts your pay calculations

  • ✅ Employer & Employee FAQs – Quick answers to common questions

  • ✅ Audit-Ready Checklists – To verify compliance before key deadlines

Frequently Asked Questions

What is the One Big Beautiful Bill Act (H.R.1)?
The One Big Beautiful Bill Act, commonly referred to as OBBBA or H.R. 1, is a federal law that introduces a wide range of changes impacting employers. The legislation touches payroll, wage and hour rules, tax treatment, and benefits administration, requiring employers to review existing practices and prepare for new compliance obligations.
How does H.R. 1 impact employers?
H.R. 1 affects employers by changing how certain wages, deductions, and benefits are treated for tax and compliance purposes. Employers may need to update payroll processes, review wage and hour practices, adjust reporting, and ensure their policies align with the new requirements. Failing to make these updates could increase the risk of compliance issues, penalties, or audits.
Does the One Big Beautiful Bill Act affect payroll and HR compliance?
Yes. The One Big Beautiful Bill Act has direct implications for payroll and HR compliance. Employers may need to modify payroll configurations, review employee classifications, adjust benefit administration, and stay current with new federal guidance as it is released. Proactive planning and ongoing monitoring are critical to staying compliant as the law continues to evolve.
Who should pay attention to OBBBA compliance requirements?
Any employer processing payroll or managing employee benefits should pay close attention to OBBBA. While the impact may vary by industry and workforce size, the law applies broadly and can affect both small and mid-sized employers as well as multi-state organizations.
How can employers prepare for the One Big Beautiful Bill Act?
Employers should start by reviewing their current payroll, tax, and HR practices to identify where changes may be needed. Staying informed through trusted compliance resources, attending educational webinars, and working with experienced payroll and HR partners can help ensure requirements are addressed correctly and on time.

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