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Nearly 60% of companies now incorporate more than three metrics in their annual bonus plans — up 7 percentage points from five years ago.

Almost 60% of employees that participated in WTW’s “Global Benefits Attitudes Survey” listed financial well-being as their top priority for employer benefits and assistance in the near future, and 43% said they want their employers to help them with growing their savings and wealth, said Jessica Dahl, the company’s director of employee experience.

For example, an employee nearing age 60 can use these tools to evaluate how delaying retirement by two years or withdrawing from taxable accounts first might extend their 401(k) savings.

Employees rate their well-being as high (7.5 out of 10) and employer well-being support as significant (60%), according to a national survey of employers and employees by New York Life Group Benefit Solutions.

., preeclampsia, gestational diabetes, hyperemesis gravidarum) 69% Being overweight or obese 60% Being older than 35 53% Being pregnant with twins or triplets 35% Using in-vitro fertilization (IVF) 18% Serving as a surrogate 9% Only 3.5% of employees correctly identified all of these as risks, and in fact, 6% of workers believed that none of those factors increased pregnancy risk.

For example, the physician could begin treatment upon the bureau’s claim allowance and continue it for 60 days without waiting for the MCO to approve the treatment plan, so long as that treatment fell within the “green” ODG guidelines (formerly the Official Disability Guidelines).

Two cities in Texas — Austin and Houston — had the highest return-to-office rates at above 60%.

For instance, offers of note included: relaxed dress codes (60%), more flexibility on working hours (55%), free or subsidized parking or other commuting assistance (35%), redesigned office space to better suit employee needs (34%) and enhanced office technology (31%).

Employees Still Want Flexible Work Another Robert Half report found 37% of U.S. job seekers are interested in a fully remote position, while 60% would like a hybrid role.

Start a “Medicare readiness” track between the ages of 58 and 60.