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In terms of transgender-inclusive benefits that extend beyond gender reassignment or affirmation surgery, different employers cover different treatments and procedures, with non-surgical benefits that typically include hormone therapy, speech therapy, hair removal, mental health, doctor visits and lab work.

As we enter a new world of work with an increased focus on globalization and hybrid teams, now is the optimal time to invest in strengthening your HR tool kit.

There was a 26% jump between 2019 and 2022 in compensation committees adding these responsibilities, attesting to the growing need to address changes in a post-pandemic workforce.

The team ultimately landed on a holistic model that pays employees for their potential and capabilities rather than performance review scores that are tied to merit increases.

Each federal agency will be expected to produce a document outlining their return-to-office progress, concrete steps they are implementing to encourage workers to return and new implementation steps they plan to take.

At Google, the cuts were a continuation of layoffs that hit teams including its Waze navigation app, new employee recruiting and Google News.

The report noted the within-role difference is mostly flat during this period, so the difference reflects that men are more likely to advance into new roles with higher pay.; ;15: The percentage of U.S. adults who had a combination of high-deductible health plan (HDHP) coverage and a health savings account (HSA) or health reimbursement arrangement (HRA) in 2025, according to new survey data from the Employee Benefit Research Institute and Greenwald Research.

The initial research release, titled “New Workforce Expectations: How Evolving Needs Are Reshaping the Workplace,” focuses on workers’ top concerns and how those concerns are addressed (or not) in current employer benefit offerings.

.; When John Waldron transitioned to the sales compensation team at PepsiCo in 2015, he was tasked with cleaning up the organization’s sales performance management (SPM) process, which lacked transparency, accuracy and ideal automation capabilities.

The study suggested selecting the right roles for automation and AI interventions could, on average, save HR around 15% to 20% in labor time, including up to 35% for HR operations teams, 20% for talent acquisitions teams and 15% for HR business partners.