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Here’s how employers can guide them on the journey.

A 2024 Aon report found that 50% of employers are leveraging AI in some way to support employees’ health decisions.

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I find the concept of the invisible backpack incredibly helpful when it comes to understanding why and how employers can provide support to the Whole People who work for them.

That said, total rewards and HR professionals will realize that employees who exhibit signs of disengagement from their jobs are sending a clear message to their employers that “it’s not us — it’s you.”

TR offerings that can help fill the gap of day-to-day money struggles include: ;Financial education; ;Access to financial planners; ;Subsidized transportation allowances; ;Assistance with emergency savings; ;Tuition reimbursement; ;Matching employer contributions to a retirement plan when an employee makes student loan payments; ;Employer health savings account contributions; ;Sustainable investment options; “It’s incumbent upon employers, when talking about financial well-being, to not just talk about retirement,” Thomas Conway said.

Employers are not necessarily seeking out the lowest cost benefits.

Within weeks, WorldatWork surveyed its members and customer base to gather insights into how employers planned to respond, or if they planned to take any action at all, if the decision were reversed.

;Employers are aware and interested. 61% of hiring leaders are investing in initiatives to hire neurodiverse candidates as a way to help overcome skills shortages.

Key tactics employers are using to attract frontline workers are sign-on bonuses for candidates and other short-term incentives.