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As we shall now see, both types of intervention have a positive impact.

Whether candidates are viewed — fairly or not — as lacking in ambition or insufficiently skilled, those with resume gaps suffer a 45% lower chance of job interviewing than those who have held onto work.

Less than half of companies (45%) are sticking with the pay budgets they set at the start of the year.

Businessolver found that 45% of employees opted into receiving text messages about their benefits, and when workers received personalized reminders or nudges about benefits that were relevant to them, activation of those rewards increased by 18%.

.; ;45% said they often extend lunches to take advantage of the warm weather.; ;40% said they sometimes call in sick when they’re not really sick to take an extra-long weekend or attend social events.; ;34% said they sometimes use company messaging apps to make it look like they’re working, even when they’re not.; ;34% said they sometimes or often leave work early on a Friday without telling their manager.; Still, Dayforce’s research found the number of employees who said they disconnect from work completely while on vacation declined again, from 47% in 2023, to 39% in 2024, to just 37% this year.

The credit, governed by Internal Revenue Code Section 45S , can be worth up to 25% of the wages paid to employees on leave (or a percentage of paid family leave insurance premiums) under a compliant policy.

While most serial acquirers deploy the same Corp Dev teams across deal phases and types, the most acquisitive companies tend to prefer specialization, with dedicated teams focusing on due diligence and deal negotiation versus integration and harmonization, or focusing on acquisitions versus divestures and joint ventures.

Traditional job architectures are often inspired by or directly based on frameworks from compensation survey companies, categorizing work into defined “career streams” to distinguish between types of work and common career paths like “support,” “professional” or “management.”

Presenting this type of policy with crystal clear expectations and data can serve as a motivator for workers, said Sara Hillenmeyer, the vice president of AI and data science at compensation software and data company Payscale.

Rather than just a general story that the company is paying market-competitive rates, organizations should provide information on the type of peers they want to compare themselves with, as well as the underlying rationale.