Product Updates
Product Updates, June 2026
June's product updates are here, and there's a lot to be excited about. We're continuing to build on the foundation we've established across Catalyst and Insights benchmarking, with this month's updates focused on giving users more precision in how they search, prospect, and manage data.
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June 2, 2026

June's product updates are here, and there's a lot to be excited about. We're continuing to build on the foundation we've established across Catalyst and Insights benchmarking, with this month's updates focused on giving users more precision in how they search, prospect, and manage data.

On the Catalyst side, that means expanded AI assistant capabilities, more flexible export controls, and deeper CRM customization. For benchmarking, we've added AI-powered recommendations and made meaningful improvements to the report experience, including how you access completed reports and how data flows through the submission wizard.

Read on for the full details.

Catalyst

  • Proximity-Based Geographic Search — The AI assistant now supports radius-based company searches around a city, so territory prospecting works the way territories actually do — not just by state, city, or zip.
  • Product Line Gap Queries — Ask the AI assistant which product lines — Stop Loss, EAP, Voluntary, TPA — an employer has or is missing. Cross-sell identification now happens in a conversation, not a spreadsheet.
  • Headcount Milestone Flags — The AI assistant can surface employers who've recently crossed key thresholds: 50, 100, 500 employees. Growth signals and compliance triggers, surfaced automatically.
  • Flexible Export Range Selection — When exporting data, users can now choose the current page, a page range, or a specific record count. Providing precise control without bumping into system limits.
  • Experience Mod Data on Account View — Experience Modification data now appears directly on the Company Overview and Commercial P&C tab, so risk context is right there when you need it.
  • Custom CRM Field Mapping — Account admins can now map platform fields to custom CRM fields, including custom schemas. Providing full control over how data flows in without overwriting existing records.
  • Retirement Search: Total Assets Filter — The Retirement Search Assets filter now filters on Total Assets.

 

Insights+

  • AI-Powered Recommendations in Insights+ Users can now access AI-generated recommendations directly within Insights+. The new recommendations tool surfaces actionable guidance across four categories. Highest Impact, Cost Strategy, Coverage Gaps, and Underwriter Notes, giving users a faster path from report data to next steps.
  • Completion Email Links to HTML Report — When your report is ready, the notification email now links directly to the interactive HTML report including Mployer AI and all report tools, instead of a PDF download.
  • Redesigned Chart Layout — Plan Score and Cohort Market Data sections are now clearly differentiated, and Dental and Vision pages consolidate their left-side tables. Easier to read, faster to interpret.
  • Report Opens Without Losing Your Place — Clicking a company name in the Request History Grid now opens the HTML report in a new tab, so your search state stays exactly where you left it.
  • Rate Availability Edits No Longer Clear Rate Data — Adjusting Rate Availability selections mid-wizard no longer wipes Medical, Dental, or Vision rate and contribution data previously entered. No more lost work.
  • Age-Banded Entry Hidden When Not Applicable — When 'Use employee contributions only' is selected, Age-Banded rate entry is no longer shown — cleaner form, fewer distractions.

That's a wrap! Stay tuned for what's coming next month.

Important Holidays
US Employer's Guide to Ascension Day
Ascension Day commemorates the ascension of Jesus Christ into heaven. It is observed 40 days after Easter and signifies the end of Jesus' earthly ministry. While not as widely celebrated as Christmas or Easter, Ascension Day is still an important event in the Christian liturgical calendar.
December 12, 2023

As employers in the United States strive to create inclusive and understanding workplaces, recognizing and respecting the diverse religious observances of employees is crucial. Ascension Day, a significant Christian holiday, holds spiritual importance for many. In this guide, we'll explore Ascension Day, including dates, its level of importance, background, cultural practices, potential dietary considerations, and how US employers can approach this holiday while maintaining legal and compliance standards.

Specific Dates to Keep in Mind

Ascension Day is observed 40 days after Easter Sunday, marking the ascension of Jesus Christ into heaven. As Easter's date changes each year based on the lunar calendar, so does Ascension Day. It typically falls in May.

Level of Importance

Ascension Day holds moderate importance in the Christian faith. While it is a key event in the Christian liturgical calendar, it may not be as widely observed or celebrated as Easter or Christmas. However, its significance varies among denominations and individual believers.

Background on the Holiday

Ascension Day commemorates the biblical account of Jesus Christ ascending into heaven 40 days after his resurrection. According to Christian belief, this event signifies the completion of Jesus' earthly ministry and his return to the divine realm. The holiday is rooted in the New Testament, particularly the books of Acts and Luke.

Specific Cultural Practices

Cultural practices on Ascension Day may include attending church services, processions, and communal gatherings. Some Christian denominations emphasize the importance of prayer and reflection on the significance of Jesus' ascension. While there are no strict rules about attire or dietary restrictions, individuals may choose to wear somber clothing as a sign of respect.

Specific Foods

Ascension Day itself doesn't typically come with specific food traditions. However, in some cultures, individuals may choose to have a festive meal or gather with family and friends for a special dinner. Employers should be mindful of potential dietary restrictions and preferences when planning workplace events or meals during this time.

Celebrating Ascension Day as a US Employer

Creating an inclusive environment during Ascension Day involves acknowledging the religious significance of the day and accommodating employees' needs. Consider the following strategies:

  • Flexible Scheduling: Offer flexibility in work hours or remote work options to accommodate employees observing Ascension Day.
  • Awareness Campaigns: Use internal communication channels to raise awareness about Ascension Day. Share educational materials about the significance of the holiday and its cultural practices.
  • Respectful Environment: Create a respectful and inclusive environment by refraining from scheduling major events or meetings that might conflict with employees' religious observances.

Communicating Ascension Day to Your Teams

Subject: Observing Ascension Day Together

Dear [Team],

As Ascension Day approaches, I want to take a moment to acknowledge the diversity within our team and recognize the importance of this day for some of our colleagues. Ascension Day, observed 40 days after Easter, commemorates the biblical account of Jesus Christ ascending into heaven.

If you observe Ascension Day and have specific customs or practices you'd like to share or if you have any preferences regarding work arrangements on this day, please feel free to communicate with [HR/Management]. Our goal is to ensure that everyone feels supported and respected during this meaningful time.

Wishing you a reflective and blessed Ascension Day.

Warm regards, [Your Company]

Legal and Compliance

  • Time-off Requests: Anticipate potential time-off requests for Ascension Day. Establish clear guidelines for requesting time off and ensure fair and consistent treatment of all employees.
  • Religious Accommodations: Be mindful of potential requests for religious accommodations related to Ascension Day observances. Ensure compliance with anti-discrimination laws and make reasonable accommodations where necessary.
  • Inclusive Policies: Review and update policies to ensure inclusivity. Consider incorporating a diverse range of religious observances in your company's diversity and inclusion initiatives.

Observing and respecting Ascension Day in the workplace aligns with principles of diversity, inclusion, and sensitivity. By being proactive and understanding, employers can create an environment that values the religious diversity of their team members.

Important Holidays
US Employer's Guide to Good Friday
Good Friday is observed during Holy Week, commemorating the crucifixion of Jesus Christ and his death at Calvary. It is a solemn day of reflection, prayer, and often includes church services focused on the Passion of Christ.
December 12, 2023

As leaders in the workplace, fostering an inclusive and respectful environment involves understanding and acknowledging the diverse cultural and religious practices of your team. Good Friday, a significant day in the Christian calendar, holds spiritual importance for many employees. In this guide, we'll explore the specific details of Good Friday, including dates, its level of importance, background, cultural practices, potential dietary considerations, and how US employers can approach this holiday while maintaining legal and compliance standards.

Specific Dates to Keep in Mind

Good Friday falls on the Friday before Easter Sunday, marking the crucifixion of Jesus Christ. As Easter's date changes each year based on the lunar calendar, so does Good Friday. It typically occurs in March or April.

Level of Importance

Good Friday holds high importance in the Christian faith. It is a day of solemn reflection and mourning, remembering the crucifixion and death of Jesus Christ. While the level of importance may vary among individuals and denominations, it is generally considered a significant religious observance.

Background on the Holiday

Good Friday is a solemn day in Christianity, marking the crucifixion of Jesus Christ and his death at Calvary. It is part of Holy Week, a period of intense spiritual reflection leading up to Easter Sunday, which commemorates the resurrection. Christians use Good Friday as a time for prayer, repentance, and contemplation of the sacrifice made by Jesus for humanity's salvation.

Specific Cultural Practices

Cultural practices on Good Friday vary among Christian denominations. Some individuals may attend church services, participate in processions, or engage in quiet and reflective activities. Some traditions include refraining from certain activities, such as not eating meat or observing a fast. In certain cultures, it might be customary to wear somber clothing on this day.

Specific Foods

While not universally observed, some individuals may choose to abstain from meat or have a simple and modest meal on Good Friday. Traditional dishes might include fish or vegetarian options. Employers should be mindful of dietary restrictions and preferences when planning workplace events or meals during this time.

Celebrating Good Friday as a US Employer

Recognizing Good Friday in the workplace involves fostering an environment of understanding and respect. Here are some strategies:

  • Flexible Scheduling: Consider offering flexible work hours or remote work options to accommodate employees observing Good Friday.
  • Open Communication: Encourage open communication about Good Friday observances. Ask employees if they have specific customs or practices they'd like to share, and be receptive to requests for time off.
  • Respectful Environment: Create a respectful and inclusive environment by refraining from scheduling major events or meetings that might conflict with employees' religious observances.

Communicating Good Friday to Your Teams

Subject: Understanding and Observing Good Friday

Dear [Team],

As we approach Good Friday, I want to take a moment to acknowledge the diversity within our team and recognize the significance of this day for some of our colleagues. Good Friday, observed by many Christians, is a day of solemn reflection and remembrance of the crucifixion of Jesus Christ.

We value and respect the various cultural and religious practices within our team. If you observe Good Friday and have specific customs or practices you'd like to share or if you have any preferences regarding work arrangements on this day, please feel free to communicate with [HR/Management]. Our goal is to ensure that everyone feels supported and respected during this important time.

Wishing you a reflective and meaningful Good Friday.

Warm regards, [Your Company]

Legal and Compliance

  • Time-off Requests: Anticipate potential time-off requests for Good Friday. Establish clear guidelines for requesting time off and ensure fair and consistent treatment of all employees.
  • Religious Accommodations: Be mindful of potential requests for religious accommodations related to Good Friday observances. Ensure compliance with anti-discrimination laws and make reasonable accommodations where necessary.
  • Inclusive Policies: Review and update policies to ensure inclusivity. Consider incorporating a diverse range of religious observances in your company's diversity and inclusion initiatives.

Observing and respecting Good Friday in the workplace aligns with principles of diversity, inclusion, and sensitivity. By being proactive and understanding, employers can create an environment that values the religious diversity of their team members.

Important Holidays
US Employers Guide to Easter
Easter is a central holiday in Christianity, commemorating the resurrection of Jesus Christ from the dead. The date of Easter varies each year and is determined by the lunar calendar. Good Friday, which precedes Easter Sunday, remembers the crucifixion of Jesus. Easter is a time of spiritual reflection, worship, and celebration of new life.
December 12, 2023

As the buds of spring begin to bloom, Easter, a significant cultural and religious holiday, comes into focus. For US-based employers, understanding the nuances of Easter is essential for promoting an inclusive and considerate workplace environment. In this guide, we'll delve into specific dates, the level of importance, the holiday's background, cultural practices, traditional foods, and how to navigate legal and compliance aspects related to Easter.

Specific Dates to Keep in Mind

Easter is a movable feast, meaning its date changes each year. It generally falls on the first Sunday after the first full moon following the vernal equinox, placing it between March 22 and April 25. Good Friday, observed the Friday before Easter Sunday, is also significant and may affect employee schedules.

Level of Importance

Easter holds high importance in both religious and cultural contexts. For Christians, it commemorates the resurrection of Jesus Christ, a central event in Christian theology. In the United States, while it is rooted in Christian traditions, Easter has also become a widely celebrated cultural holiday, with many non-religious activities and festivities taking place.

Background on the Holiday

Easter marks the culmination of the Passion of Jesus, his crucifixion, and his resurrection. The holiday carries deep religious significance, symbolizing hope, renewal, and the victory of life over death. Beyond its religious roots, Easter has evolved into a time of joy, egg hunts, and festive gatherings.

Specific Cultural Practices

Cultural practices associated with Easter vary widely. Some families may have specific customs, such as attending sunrise services or refraining from certain activities on Good Friday. In terms of attire, it's common for people to wear pastel colors or even don Easter-themed clothing during celebrations.

Specific Foods

Easter meals often feature a variety of foods, with traditional dishes varying among families and regions. Common foods include ham, lamb, deviled eggs, hot cross buns, and Easter-themed desserts like chocolate eggs and bunny-shaped treats. Be aware of dietary preferences and restrictions when planning workplace events involving food.

Celebrating Easter as a US Employer

Creating an inclusive and respectful workplace during Easter involves acknowledging the diversity of your team. Consider these strategies:

  • Flexible Scheduling: Recognize that employees may have personal or religious commitments during Easter. Offering flexible schedules or remote work options can accommodate diverse needs.  
  • Inclusive Decorations: If decorating the workplace, choose neutral and inclusive themes that capture the essence of spring and renewal without favoring any specific religious or cultural beliefs.
  • Volunteer Opportunities: Encourage employees to engage in community service or volunteer opportunities during the Easter season as a way to give back.

Communicating Easter to Your Teams

Subject: Celebrating Easter Together

Dear [Team],

As Easter approaches, we want to take a moment to recognize the diversity within our team and embrace the upcoming festivities. Easter is a holiday that holds cultural and religious significance for many, symbolizing renewal and hope.

While Easter has Christian origins, it has also become a widely celebrated cultural event. As we approach this time, we encourage everyone to enjoy the holiday in a way that resonates with their beliefs and traditions.

If you have specific customs or practices related to Easter that you'd like to share with the team or if you have any preferences regarding workplace celebrations, please feel free to communicate with [HR/Management]. Our goal is to ensure that everyone feels included and respected during this joyful season.

Wishing you a vibrant and inclusive Easter celebration!

Warm regards, [Your Company]

Legal and Compliance

  • Time-off Requests: Anticipate an increase in time-off requests during the Easter season. Establish clear guidelines for requesting time off and ensure equitable treatment.
  • Religious Accommodations: Be mindful of potential requests for religious accommodations related to Easter observances. Ensure compliance with anti-discrimination laws and make reasonable accommodations where necessary.
  • Inclusive Language: Use inclusive language in communications to recognize Easter as one of many cultural and religious celebrations during this time of year. Avoid assumptions about individual preferences and practices.

Navigating Easter as a US employer involves embracing the cultural and religious diversity of your workforce. By fostering an inclusive environment, you can ensure that everyone feels valued and respected during this meaningful time of year.

Important Holidays
US Employers Guide to Christmas
Christmas is perhaps the most widely celebrated Christian holiday, marking the birth of Jesus Christ. It is observed on December 25th each year in many Christian traditions, although the specific customs and practices may vary. Christmas is a time of joy, gift-giving, festive decorations, and special church services.
December 12, 2023

The holiday season is upon us, and for many, Christmas is a focal point of festivities. As a US-based employer, understanding the nuances of this widely celebrated holiday is essential for fostering an inclusive and respectful workplace environment. In this guide, we'll explore specific dates, the level of importance, background information, cultural practices, and how to navigate legal and compliance considerations related to Christmas.

Specific Dates to Keep in Mind  

Christmas Day, the central celebration, falls on December 25th each year. However, it's important to note that many employees may take time off in the days leading up to Christmas, and some may continue celebrating through New Year's Day. Be mindful of this when planning work schedulDes and projects during December.

Level of Importance

In the United States, Christmas holds high cultural significance. While it is rooted in Christian traditions, it has become a widely embraced cultural and secular holiday. Many Americans, regardless of religious affiliation, participate in Christmas celebrations, making it a high-importance holiday for a vast majority of the population.

Background on the Holiday

Christmas commemorates the birth of Jesus Christ. Beyond its religious origins, it has evolved into a time of joy, gift-giving, and festive decorations. The holiday season officially kicks off with Thanksgiving in late November, and Christmas marks the culmination of the festive period.

Specific Cultural Practices

While Christmas traditions vary among individuals and families, some common practices include decorating homes with Christmas trees and lights, exchanging gifts, and attending church services. Some families may have specific customs, such as not eating past sundown on Christmas Eve or wearing certain colors or festive attire during celebrations.

Specific Foods

Christmas is often associated with special meals and treats. Traditional dishes may include roast turkey or ham, mashed potatoes, stuffing, and a variety of desserts like Christmas cookies and fruitcake. Consideration for dietary restrictions and preferences within your team is essential if planning workplace celebrations involving food.

Celebrating Christmas as a US Employer

Recognizing and respecting the diversity of your workforce is crucial during the holiday season. Consider these inclusive strategies:

  • Flexible Scheduling: Acknowledge that employees may have personal commitments during the holiday season and be open to flexible work arrangements.
  • Inclusive Decorations: If decorating the workplace, opt for neutral and inclusive decorations that represent the holiday spirit without favoring any specific religious or cultural beliefs.
  • Company-wide Celebration: Organize inclusive events that embrace the diversity of your team. Consider a "holiday" celebration that encompasses various cultural festivities observed by employees.

Communicating Christmas to Your Teams

Subject: Celebrating the Holiday Season Together

Dear [Team],

As the holiday season approaches, we want to take a moment to recognize the diversity within our team and celebrate the upcoming festivities. Christmas, a widely observed holiday, is an occasion for joy and togetherness.

While Christmas has Christian origins, it has evolved into a cultural and secular celebration for many. As we approach December, we encourage everyone to embrace the spirit of the season in a way that resonates with their beliefs and traditions.

If you have specific customs or practices related to Christmas that you'd like to share with the team or if you have any preferences regarding workplace celebrations, please feel free to communicate with [HR/Management]. Our goal is to ensure that everyone feels included and respected during this festive time.

Wishing you a joyous and inclusive holiday season!

Warm regards, [Your Company]

Legal and Compliance

  • Time-off Requests: Be prepared for an increase in time-off requests during the holiday season. Establish clear guidelines for requesting time off and ensure fairness in granting time-off requests.
  • Religious Accommodations: Be aware of religious accommodations that employees may request related to Christmas observances. Ensure compliance with anti-discrimination laws and make reasonable accommodations where necessary.
  • Inclusive Language: Use inclusive language in communications and avoid assuming that everyone celebrates Christmas. Consider using phrases like "holiday season" or "end-of-year celebrations" to be more inclusive.

Navigating the holiday season as a US employer requires a delicate balance between celebrating traditions and respecting the diversity within your workforce. By fostering an inclusive and understanding environment, you can ensure that everyone feels valued and appreciated during this festive time.

Compliance & Policy
New Regulations For Workplace Psychological Abuse May Be On The Way
New model legislation seems poised to set a new standard for how employees and employers report, manage, and prevent psychological abuse at work.
November 28, 2023

Psychological abuse in the workplace too often goes unnoticed, unmentioned, and/or unaddressed, but the Workplace Psychological Safety Act - which is model legislation that has seen action in 3 statehouses already - seems poised to become the new template across the country for how psychological abuse is reported, managed, and prevented at work.

One recent survey indicated that nearly 7 out of 10 respondents had been bullied at work at some point in their career. The effects of this abuse were reported to range from depression and anxiety to loss of confidence and worsened health in general. 

When these victims of bullying reported the abuse, however, nearly all claimed that despite raising the issue with HR, management, and/or state agencies, the vast majority found insufficient resolution to their issues and lost wages, incurred medical expenses, and/or left their jobs as a result. 

While there are a number of current laws that address workplace harassment, including some that target bullying specifically, many only provide protections in cases where the abuse is linked to a protected characteristic, which can be difficult to prove and creates another hurdle to clear in seeking protection.

The Workplace Psychological Safety Act, on the other hand, has no such requirement that ties the bullying to protected status. Even though a disproportionate amount of such abuse falls upon women, older workers, and people of color, for example, removing the need to show that the bullying was a result of bias clears the way for an easier path toward ending that behavior. 

In addition to removing those barriers and sources of complaint-fling discouragement, the Act also enables victims of on-the-job psychological abuse to request internal investigations of said abuse by their employers and to circumvent red tape that can sometimes bog down investigations conducted by state agencies. Victims would also be able to sue employers directly under the Act. 

That Workplace Psychological Safety Act places many additional responsibilities for the handling incidents of psychological abuse on management and company leadership, as well, with the Act requiring employers to promptly investigate complaints and implement policies aimed at combating abuse in addition to mandating the quarterly reporting of diversity metrics and abuse data, which will be made available via public search in an effort to increase transparency and incentivize compliance. 

While the Act has yet to be enacted by any state legislature, the momentum is clearly building - having already cleared the Senate in Rhode Island - and with an anticipated imminent introduction in New York and much outward signaling of support inside the Massachusetts statehouse, as well. 

Given the the organization behind this model legislation was founded only about a year ago, and given the support that has been established already since, it may be only a matter of time before a version of the Workplace Psychological Safety Act makes its way to your state. 

And given how much more happy, healthy, and productive a workplace and workforce can be when not distracted by psychological abuse, it may be in almost all parties’ best interest to encourage that adoption of the Workplace Psychological Safety Act in their own states as soon as possible. 

You can read more about this topic here.

Workforce Management
The Top 3 Downsides of Quiet Cutting
Employers would be wise to think again before making quiet cutting a component in their management tool kit given the potential negative repercussions and limited positive upside. 
November 16, 2023

While the term ‘Quiet Quitting’ has been around for less than 2 years since it was first coined, the phenomenon of employees knowingly giving less than their best efforts on the job has been around a lot longer than that. 

The same can be said of ‘Quiet Cutting’-  a term being used for what some have come to consider the managerial counterpart to quiet quitting, in which employers deliberately alter the nature of an employee’s job/role with the unstated intent of causing that employee to quit so as to avoid having to fire them.

While calling it ‘Quiet Cutting’ may be a relatively recent addition to the popular lexicon, not-so-subtly urging underperforming or otherwise unnecessary employees toward the door without forcing them through it is not exactly a modern invention either.

In fact, almost 1 in 4 employers has engaged in quiet cutting behavior - with the vast majority of quit cutters (74%) claiming to do so for the sake of performance management. Further, 13% of surveyed employers intend to make some additional quiet cuts from their staff within the next year.

Even though approximately 8 in 10 employers agree that the more professional approach would be to offer severance to employees whose absence has become more valuable to the company than their presence, it’s understandable why quiet cutting remains an all-too-common practice.  The apparent advantages of indirectly encouraging employees to leave their jobs voluntarily seem obvious, most notably saving on termination-related expenses and avoiding the direct confrontation required to end someone’s employment with your organizations.

As this article in Bizwomen makes clear, however, the many downsides that accompany quiet cutting - which we have summarized and expanded upon below - far outweigh any benefits the practice may provide.

Why ‘Quiet Cutting’ Is Bad For Business

  • Quiet Cutting Is Ineffective: One survey revealed that just under 4 in 10 employees who were ‘quietly cut’ actually ended up leaving the company on their own, while just over one-third of those who had been quietly cut were ultimately fired anyway, and the remaining ~25% presumably still have a job that they don’t want and that the employer doesn’t really want them to be doing, all of which are undesirable outcomes for all involved.
  • Quiet Cutting Can Result In Damage To Your Talent Pipeline: More than half (53%) of quiet cuts happen to entry-level workers, which can not only have negative long term impacts on the development and nurturing of skills and experience internally, but can also damage the company’s reputation externally when that pattern of behavior is reported on by the younger generations who have greater sensitivities for equitable work treatment and fewer reservations about sharing their negative experiences at work in public via social media, etc. 
  • Quiet Cutting Damages Trust Among All Employees: It should go without saying that employees who are being quietly cut instead of fired often experience reduced feelings of trust toward their employer. What may be less straightforward, however, is the demoralizing impact that watching their coworkers be manipulated and discarded via quiet cuts can have on the remaining staff. More than 6 in 10 (62%) of workers who saw a colleague be quietly cut had feelings of negativity toward their employer as a result and half experienced full-on feelings of betrayal even though they had not been personally betrayed. 

Clearly, employers would be wise to tread lightly before making quiet cutting a component in their management tool kit given the potential repercussions and limited upside. 

And these dynamics are especially important to keep in mind in light of the coming compensation discussions that will be happening at companies through the end of the current year and into the beginning of the next, given that passing over employees for promotions and pay raises is the elder cousin to quiet quitting, and given that more than 6 in 10 (63%) of workers plan on asking for a raise next year and about half of the companies that intend to give out raises next year plan to give raises to fewer than half of their employees. 

You can read more about this topic here.