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There are also enormous unfunded pension liabilities building up in many entities that must be dealt with somehow in the future.

For U.S. employers anticipating lower budgets for 2026 compared to actuals for 2025, cited reasons include: ;Concern about future economic conditions or business performance (selected by 66% of respondents); ;Prior year increases were higher than usual (32%); ;Reduced competition for labor or labor supply surplus (12%); ;Change in compensation philosophy or competitive positioning (6%); ;Other reasons (15%); For U.S. employers anticipating higher budgets for 2026 compared to actuals for 2025, cited reasons include: ;Change in compensation philosophy or competitive positioning (35%); ;Improved economic conditions or improved business performance (34%); ;Increased competition for labor or labor supply shortage (34%); ;Prior year increases were lower than usual (32%); ;Other reasons (12%); “Pay increases have been tapering year over year as the surge in wage growth and inflation begins to level off, but inflation is starting to creep back up with economic uncertainty mounting and

“You have to know your employees and then come up with a strategy aligned to the organizational outcomes.

.; ;Inclusion of telehealth, remote care services and direct primary care (the latter up to certain amounts) as eligible for HSA reimbursement .; ;Correct coding of employer payments to student loan support to avoid being taxed as wages, since the tax-free benefit is now permanent.; ;Adjusted eligibility rules for paid family and medical leave benefits from one year of employment to six months.; ;Allowing for increased (Achieving a Better Life Experience) ABLE account contribution limits.; For updates to benefits that involve annual adjustments indexed for inflation — such as student loan repayments, “Trump Account” contributions, childcare tax credits, ABLE account contributions and direct primary care HSA distributions — Turba also emphasized the importance of correctly programming those annual adjustments into your systems.

Recruitment Recruitment, a complicated process that has long-term impact, takes up a lot of time and resources within the HR function.

According to PayrollOrg’s 2023 Getting Paid in America survey , 34% of 39,255 U.S. employees said they want access to their wages as they earn them, up 13 percentage points over the previous year.

.; For instance, the notice states that, under an employer’s Trump Account contribution program, the employer may contribute up to $2,500 per year to the account of an employee or the employee’s dependent (which counts against the person’s aggregate $5,000 annual limit).

“On the contrary, they should set up systems that make the most of them and actively encourage managers and colleagues throughout the organization to ‘share the love.’ ” Conceive and Convince Ipsen’s head of total rewards Romain Levi was chosen to lead the company’s recognition transformation.

By gathering all the key executive stakeholders up front to make these strategic and philosophical decisions, the organization creates the foundation for ongoing plan design and administration decisions.

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