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Additionally, more than half of Americans are unsure of exactly how much they will take home at the end of each year when considering their compensation, rewards and benefits, with less than half (48%) of employees claiming to know their total compensation for the year.

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The higher predicted 3.3% average suggested that a portion of respondents were anticipating notably higher increase budgets going forward, perhaps as they expected to compensate for pay increases that were delayed or deferred in prior years and to address increasing labor market pressure.

The law prohibits employees from working more than eight hours on that additional day and states hourly compensation on that day would include regular wages plus a 40% overtime premium.

In the two separate polls, the Transamerica Institute surveyed nearly 1,900 executives who make decisions about employee benefits, with a separate poll garnering responses from more than 5,400 employed adults.

Using a computational simulation model, the researchers found burnout costs: ;$3,999 for an hourly non-manager;; ;$4,257 for a salaried non-manager;; ;$10,824 for a manager; and,; ;$20,683 for an executive.; “Companies should view [these findings] less as a cost and more of a need for investment,” said Bruce Y.

As such, compensation and benefit changes should be rooted in data, such as employee sentiment (gathered through focus groups, pulse surveys, interviews or TR optimizations) and benefits claims data, Dahl explained.