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It appears many employees would welcome this type of help: More than 25% of employees who participated in the survey would switch jobs for employer-sponsored housing benefits.

The WorldatWork study found that, among surveyed employers: ;36% were paying living wages;; ;36% were not considering paying living wages;; ;16% were evaluating/implementing policies; and,; ;12% were unsure of their stance.; WorldatWork’s research also pointed to five main structural challenges to implementing living wages: ;29% of respondents said budgets limit living wage initiatives;; ;29% said market pressures prevent transition;; ;18% said unequal pay by location generated issues;; ;15% cited the complexity of determining a living wage; and,; ;14% said they were unclear about living wage benefits and processes.; Gender and Racial Wage Gaps Widen The data in the new Dayforce report reflects a growing divide, particularly in gender and race.

The following list illustrates some of the most common bonus types that can be applied strategically to the general workforce.

However, some caution is necessary here since it is not known whether basic pay or bonuses gave rise to this type of outcome or what type of performance (individual, team or companywide) produced the outcomes described.

These types of incentives could also attract remote gig workers, as these independent contractors “are not tied to a single company, and similarly could benefit from the community connections,” Jennings added.

In McKinsey & Co.’s latest American Opportunity Survey completed in spring 2022, 36% of respondents identified as independent workers, up from 27% in 2016.

Among them, 36% said healthcare is a big factor in job decisions, with another 44% citing it as a contributor.; ;Remote-first networks should better meet key care needs. 63% of remote workers said their health plans haven’t adapted to remote work realities, especially when it comes to accessing specialists and mental healthcare — two of the most underserved areas reported.; ;Remote workers are open to change if it means better care. 76% of workers between the ages of 18 and 44 said they would consider switching to a remote-optimized health plan if it offered better provider access, even if it came with higher premiums.; Remote Job Postings Rose in Q4; Strategic Roles Drove Growth In the fourth quarter of 2025, remote job postings increased by 3%, marking a shift away from the cooling remote job market earlier in the year.

Flextime, long a popular option, is found in 72% of organizations, matching the pre-pandemic average.

So, the question now becomes, what types of programs can an organization create as part of its total rewards package that will enable employees to develop those types of skills?

The four-part survey provides a sweeping overview of approaches to incentive pay, including types of STI plans; annual incentive plan (AIP) measures, eligibility, targets, and payout frequency; long-term incentive (LTI) prevalence; incentive plan budgets (actual and estimated); and more.