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In 2023 and beyond, employers must take steps to improve the employee experience by redefining their wellness offerings to meet their workforce’s expectations.

Companies should drive benefits communications during the open enrollment period through all-company email blasts, virtual and in-person informative meetings, onsite signage, mobile and digital communications.

In all cases, it would be appropriate to suggest setting up a meeting with the questioning employee so you have time to access their records and knowledgeably discuss their concerns in full.

Crafting RTO Plans to Meet Employees’ Needs According to WTW’s Global Benefit Attitudes Survey : ;53% of surveyed employees that have work that can be done remotely indicated they would look to change jobs within 12 months if their employer mandated a full-time RTO policy.; ;Almost half (48%) of surveyed hybrid and remote workers reported they would be willing to take a pay cut of 8%, on average, in order to have work flexibility.; Because the demand for flexibility and remote work options remains high, said Jennings, organizations should consider evolving their flexible work models to meet these expectations.

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Action Steps for Employers To meet the new requirements, Patton said employers should ensure they fully understand and apply the reporting requirements for remote workers.