6 things startups should know about the latest HR legislation, according to this Houston expert

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When it comes to the SECURE Act 2.0's affect on businesses, here are six areas leaders of startups should consider. Photo via Pexels

In an effort to encourage more workers to save for retirement, the federal government passed the Setting Every Community Up for Retirement Enhancement (SECURE) Act that went into effect in December 2019, benefiting employers that established retirement plans with tax credits and providing employees with an avenue to save for retirement.

To build upon this retirement savings legislation, the U.S. House of Representatives recently passed a bill entitled, Securing a Strong Retirement Act of 2022, by an overwhelming bipartisan majority. This bill has been nicknamed SECURE Act 2.0 because it builds on the original SECURE Act. Although the SECURE Act 2.0 is not yet a law and requires consideration by the U.S. Senate, its powerful appeal in the U.S. House of Representatives is a strong indicator of further developments to retirement savings legislation in the not-so-distant future.

While the SECURE Act 2.0 affects all businesses, it appears that startups and small businesses may have the most to gain from the legislation in its current state. Below are six areas leaders of startups and small businesses should consider.

Boosts primary goals

The SECURE Act 2.0 is designed to boost the initial efforts of phase one by focusing on additional ways to address serious concerns about the adequacy of retirement savings in the U.S workforce. While it has always been critical for employees to take more responsibility for their retirement savings, now is the time to further elevate the conversation by appealing to employers and educating workers about investing early and the power of compound interest.

When more startups and small businesses offer retirement savings plans, it lays a foundation to increase the number of plan participants and improve their financial well-being. If the bill is passed, projections indicate at least a 10 percent increase in overall employee participation, which helps move the needle in a positive direction to advance retirement savings initiatives.

Offers employer incentives

The SECURE Act 2.0 provides significant incentives for startups and small businesses establishing retirement plans by doubling tax credits and number of employees who qualify. For businesses with fewer than 50 employees, the current tax credit is equal to 50 percent of administrative costs, with an annual cap of $5,000, for three years. However, the SECURE Act 2.0 would increase this to 100 percent for companies with up to 50 employees. It also creates a new credit that allows smaller employers to offset what they contribute to the plan, up to $1,000 per participant. This additional credit is available in full to employers with 50 or fewer employees, and a partial credit is available for employers with 51 to 100 employees. Penalties for some reporting mistakes will also be decreased, helping businesses avoid a negative impact on the bottom line.

Simplifies saving for employees

One of the best ways to save for retirement is through automatic payroll deductions that fund retirement accounts on a consistent basis. Many individuals are either uninformed, overlook the enrollment process, feel it is unaffordable or have other priorities. The SECURE Act 2.0 simplifies saving for employees by requiring employers that establish new plans to automatically enroll new hires in the plans at a pretax contribution level of three percent of their pay. The levels would escalate one percent annually up to at least 10 percent; however, they cannot exceed 15 percent of pay. There are some exceptions, including for small businesses with 10 or fewer employees. Although employees have the option to opt out of the program, in theory, it is simpler to remain enrolled, which can lead to increased financial security.

Appeals to multiple generations

With at least four generations currently in the workforce, employees are at different stages on their road to retirement, so the SECURE Act 2.0 takes the various groups into consideration. With older employees remaining in the workforce longer, the bill raises the age for required minimum distributions from 72-75 based on a phased approach. In addition, for employees aged 62-64, the catch-up contributions would be increased to $10,000 starting in 2024. However, starting in 2023, all catch-up contributions – affecting everyone age 50 and older – would have to be made to Roth accounts allowing the money to be taxed sooner. The benefit of Roth accounts is that distributions are tax-free.

The SECURE Act 2.0 provides the statutory basis for employers to match contributions for student loan debts based on employees’ student loan payments, even if employees are not making retirement contributions, which helps younger employees consumed with student loan debt continue to pay off loans, while getting retirement accounts started. It also addresses the influx of more long-term, part-time workers with at least 500 hours of service a year, by reducing the eligibility period for them to participate in a retirement plan from three consecutive years to two years, which is effective in 2023. With a broad appeal, startups and small businesses can rest assured that implementing a retirement plan will make a difference and benefit all workers.

Attracts and retains talent

When startups and small businesses evaluate their employee benefits, more weight is typically placed on providing health care benefits, as opposed to retirement plans, so they lag behind larger companies that offer 401(k) plans. As the competition for talent continues, smaller companies should consider establishing retirement plans to attract and retain top performers and gain a more competitive advantage. Through the SECURE Act 2.0, startups and small businesses would receive incentives to help level the playing field, so now is the time to develop a strategy and be prepared if/when the bill is passed.

Requires professional assistance 

Based on the current timeline, employers have roughly eight months to prepare, so it is vital to take the proper steps for their businesses. Establishing a 401(k) plan can be complicated and overwhelming for leaders at startups and small businesses, especially given their limited time and resources. Leaders should seek professional assistance rather than try it on their own for numerous reasons, including investment selection, fiduciary liability and payroll integration.

While providers such as banks, attorneys, accountants, insurance brokers and investment advisors may suffice, it is likely more efficient and cost effective to enlist a full-service HR provider that seamlessly handles HR administration and payroll processing, employee benefits, retirement services and more for a comprehensive approach to supporting startups and small businesses.

As startups and small businesses look for ways to move their companies forward, they should consider the benefits of establishing a 401(k) plan that not only attracts and retains top talent, but also helps to instill a greater sense of financial responsibility and well-being for the future of American families.

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John Stanton is vice president of retirement services operations with Houston-based Insperity.

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Houston biosciences company opens new sequencing center for drug development

bioscience breakthroughs

Houston-based Avance Biosciences has launched the Next-Generation Sequencing Center of Excellence, designed to enhance the company’s sequencing capabilities for drug development. Specifically, the facility at the company’s main campus in Northwest Houston will pursue breakthroughs in biologics, cell therapy and gene therapy.

In the drug industry, sequencing refers to studying nucleotides in DNA and RNA molecules. Nucleotides are the building blocks of DNA and RNA.

“This is a major milestone for Avance Biosciences as we continue to support the evolving needs of biologics and cell and gene therapy developers,” Xuening “James” Huang, co-founder, CEO and chief technology officer of Avance, said in a news release. “By consolidating state-of-the-art sequencing platforms and scientific talent, we’ve created a highly capable organization ready to solve complex genomic challenges with precision and compliance.”

In 2013, Avance rolled out next-generation sequencing (NGS) that complies with federal guidelines. Since then, Avance “has remained at the forefront of regulated sequencing services,” the company said. “The launch of the (new center) strengthens the company’s ability to deliver accurate, reproducible, and regulatory-aligned sequencing data across a wide array of therapeutic modalities.”

Cal Froberg, senior vice president of sales and marketing at Avance, said pharmaceutical and biotech clients trust the company’s technical capabilities and regulatory compliance.

“With the ever-changing global landscape and increasing scrutiny around international sample shipments, conducting advanced, cost-effective NGS testing domestically is now more feasible than ever,” Froberg said. “Our clients have confidence that their samples will remain in the U.S.”

Avance, founded in 2010, plans to hold an open house at the new facility in September to showcase its capabilities, technology, talent, and services. The company’s services include sequencing, molecular biology, cell-based testing, and bioanalytical testing.

Texas cybersecurity co. expands unique train-to-hire model to Houston

job search

It’s increasingly more difficult to ensure the confidentiality, integrity, and availability of proprietary data and information in the ever-changing, ever-evolving digital world.

Cyberattacks, including malware, phishing, and ransomware, are becoming increasingly common and sophisticated, posing a consistent threat to a company’s sustainability and bottom line.

To combat that trend, Nukudo, a San Antonio-based cybersecurity workforce development company, is expanding its initiative to bridge the global cybersecurity talent gap through immersive training and job placement to Houston.

“We saw that there was a need in the market because there's a shortage of skilled manpower within the cybersecurity industry and other digital domains,” says Dean Gefen, CEO of NukuDo. “So, our initial goal was to take a large pool of people and then make them to be fully operational in cybersecurity in the shortest amount of time.”

The company refers to the plan as the “training-to-employment model,” which focuses on providing structured training to select individuals who then acquire the skills and knowledge necessary to secure and maintain fruitful careers.

The company identifies potential associates through its proprietary aptitude test, which recognizes individuals who possess the innate technical acumen and potential for success in various cybersecurity roles, regardless of their level of education.

“We take in people from all walks of life, meaning the program is purely based on the associate’s potential,” Gefen says. “We have people who were previously aircraft engineers, teachers, graphic designers, lawyers, insurance agents and so forth.”

Once selected, associates are trained by cybersecurity experts while gaining hands-on experience through scenario-based learning, enabling them to be deployed immediately as fully operational cybersecurity professionals.

The program training lasts just six months—all paid—followed by three years of guaranteed employment with NukuDo.

While in training, associates are paid $ 4,000 per month; then, they’re compensated by nearly double that amount over the next three years, ultimately pushing their salaries to well into the six figures after completing the entire commitment.

In addition to fostering a diverse talent pipeline in the cybersecurity field, NukuDo is creating a comprehensive solution to address the growing shortage of technical talent in the global workforce.

And arming people with new marketable skills has a litany of benefits, both professional and personal, Gefen says.

“Sometimes, we have associates who go on to make five times their previous salary,” says Gefen. “Add to that fact that we had someone that had a very difficult life beforehand and we were able to put him on a different path. That really hits home for us that we are making a difference.

Nulkudo currently has partnerships with companies such as Accenture Singapore and Singapore Airlines. Gefen says he and his team plans to have a new class of associates begin training every month by next year and take the model to the Texas Triangle (Houston, Austin and Dallas)—then possibly nationwide.

“The great thing about our program is that we train people above the level of possible threat of replacement by artificial intelligence,” Gefen says. “But what we are also doing, and this is due to requirements that we have received from clients that are already hiring our cyber professionals, is that we are now starting to deliver AI engineers and data scientists in other domains.”

“That means that we have added more programs to our cybersecurity program. So, we're also training people in data science and machine learning,” he continues.

All interested candidates for the program should be aware that a college degree is not required. NukuDo is genuinely interested in talented individuals, regardless of their background.

“The minimum that we are asking for is high school graduates,” Gefen says. “They don't need to have a college degree; they just need to have aptitude. And, of course, they need to be hungry to make this change.”

2 Houston universities declared among world’s best in 2026 rankings

Declaring the Best

Two Houston universities are in a class of their own, earning top spots on a new global ranking of the world's best universities.

Rice University and University of Houston are among the top 1,200 schools included in the QS World University Rankings 2026. Ten more schools across Texas make the list.

QS (Quacquarelli Symonds), a London-based provider of higher education data and analytics, compiles the prestigious list each year; the 2026 edition includes more than 1,500 universities from around the world. Factors used to rank the schools include academic reputation; employer reputation; faculty-student ratio; faculty research; and international research, students, and faculty.

In Texas, University of Texas at Austin lands at No. 1 in the state, No. 20 in the U.S., and No. 68 globally.

Houston's Rice University is close behind as Texas' No. 2 school. It ranks 29th in the U.S. and No. 119 in the world. Unlike UT, which fell two spots globally this year (from No. 66 to 68), Rice climbed up the charts, moving from 141st last year to No. 119.

University of Houston impresses as Texas' 4th highest-ranked school. It lands at No. 80 in the U.S. and No. 556 globally, also climbing about 100 spots up the chart.

Rice and UH are on a roll in regional, national, and international rankings this year.

Rice earned top-15 national rankings by both Niche.com and Forbes last fall. Rice claimed No. 1 and UH ranked No. 8 in Texas in U.S. News & World Report's 2025 rankings. Rice also topped WalletHub's 2025 list of the best colleges and universities in Texas for 2025.

More recently, in April, both UH and Rice made U.S. News' 2025 list of top grad schools.

In all, 192 U.S. universities made the 2026 QS World University Rankings — the most of any country. Topping the global list is the Massachusetts Institute of Technology (MIT).

“The results show that while U.S. higher education remains the global leader, its dominance is increasingly challenged by fast-rising emerging systems,” says the QS World University Rankings report. “A decade ago, 32 American universities [were] featured in the world’s top 100; today, that number has dropped to 26, and only 11 of these institutions have improved their position this year."

The 12 Texas universities that appear in the QS World University Rankings 2026 list are:

  • University of Texas at Austin, No. 20 in the U.S. and No. 68 in the world (down from No. 66 last year).
  • Rice University, No. 29 in the U.S. and No. 119 in the world (up from No. 141 last year).
  • Texas A&M University, No. 32 in the U.S. and No. 144 in the world (up from No. 154 last year).
  • University of Houston, No. 80 in the U.S. and No. 556 in the world (up from 651-660 last year).
  • University of Texas at Dallas, No. 85 in the U.S. and No. 597 in the world (down from 596 last year).
  • Texas Tech University, No. 104 in the U.S. and No. 731-740 in the world (unchanged from last year).
  • University of North Texas, No. 123 in the U.S. and No. 901-950 in the world (up from 1,001-1,200 last year)
  • Baylor University, tied for No. 136 in the U.S. and at No. 1,001-1,200 in the world (unchanged from last year).
  • Southern Methodist University, tied for No. 136 in the U.S. and at 1,001-1,200 in the world (unchanged from last year).
  • University of Texas Arlington, tied for No. 136 in the U.S. and at 1,001-1,200 in the world (unchanged from last year).
  • University of Texas at San Antonio, tied for No. 136 in the U.S. and at 1,001-1,200 in the world (unchanged from last year).
  • University of Texas at El Paso, No. 172 in the U.S. and at 1,201-1,400 in the world (down from 1,001-1,200 last year).
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This article originally appeared on CultureMap.com.

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