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For example, if X number of people perform a certain way (Y), the impact on the compensation budget will be Z.

This ranges from fertility and parenting benefits that may be particularly attractive to Gen Z and millennials, to our mega-backdoor Roth 401(k) that Gen X and baby boomer employees may find especially appealing to save for retirement more aggressively and tax-efficiently.

The accident plan for a family of four might pay $200 for the emergency room visit, $150 for the X-ray and $500 for the fracture, totaling $850 paid directly to the employee.

Generation Z is becoming a larger presence in the workplace, set to take over the more junior roles (initially) from Millennials and Generation X.

“Many Baby Boomers and Gen X [workers] consider good service to be being able to talk to a live human being,” Bremen said.

Additionally, 23% plan to implement a return-to-office (RTO) policy by the end of 2025, while 7% plan to do so in 2026 or later.

So in this era of “work from anywhere” and 24/7 connectivity, how can organizations help workers reduce burnout without sacrificing productivity?

FTC spokesperson Douglas Farrar stated on social media platform X, “The FTC stands by our clear authority, supported by statute and precedent, to issue this rule.

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Just 4% of organizations polled said they do not have pay equity on their radar, compared to 7% saying the same in 2020.