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For WorldatWork Members ;Health Insurance Selection Checklist for Employees , Workspan Daily Plus+ article; ;Considerations to Manage the Costs of GLP-1 Coverage , Workspan Daily Plus+ article; ;Checklist: Evaluating Benefits for Chronic Health Conditions , Workspan Daily Plus+ article; ;Benefits Strategy Guide , tool; ;Respect-Centered Global Benefits Audit , tool; For Everyone ;Business Group on Health Predicts 9% Higher Healthcare Costs in 2026 , Workspan Daily article; ;Mercer: Health Benefit Cost Jump Will Hit 15-Year High in 2026 , Workspan Daily article; ;Rising Healthcare Costs Forcing Employers to Rewrite Their Game Plan , Workspan Daily article; ;Healthcare Cost Projections Necessitate TR Strategy Updates , Workspan Daily article; ;A Prescription for Rising Drug Costs , Workspan Daily article; Global health insurance costs are projected to rise by more than 10% next year, according to WTW’s 2026 Global Medical Trends report .

Workspan Daily Plus+ article;Health Insurance Selection Checklist for Employees , Workspan Daily Plus+ article;Anatomy of a Wellness Program: Ensuring Regulatory Compliance , Workspan Daily Plus+ article; For Everyone Employers Facing Healthcare Cost Containment Challenge for 2025 , Workspan Daily article;Employer Healthcare Costs Projected to Hit 10-Year High in 2025 , Workspan Daily article;Employers Showing ‘Growing Appetite for Disruptive’ Benefits Solutions , Workspan Daily article;As Health Costs Spike, Total Rewards and CFO Collaboration Is Crucial , Workspan Daily article;Employers Look to Balance Rising Health Costs, Benefit Upgrades in 2025 , Workspan Daily article;The Future of Direct Care in Employee Benefits , on-demand webinar; Healthcare costs in 2026 are expected to continue to trend upward within employer-provided coverage plans, according to recent reports from consulting firms PwC and Mercer.

If the CEO is paid 400 times as much as the average employee (not uncommon in the U.S. today), that may project an image that does not appeal to many people, especially those who occupy lower-paid positions.

Greene: Our survey revealed that 97% of executive benefits decision-makers are concerned about the economy.

Other highlights from the Mercer report include: Survey respondents within the high tech and life sciences industry sectors project merit-based salary budget increases of 3.5%, above the 3.3% average, while the healthcare services, retail and wholesale, and consumer goods sectors project lower-than-average increases of 3%, 3.1% and 3.2%, respectively.

For WorldatWork Members How TR Pros Can Help Workers Financially Prepare for Retirement , Workspan Daily Plus+ article;FAQs to Help You Navigate Employee Retirement Discussions , Workspan Daily Plus+ article;Checklist: Questions and Resources to Prep Employees for Retirement , Workspan Daily Plus+ article;Retirement Booster , Workspan Magazine article; For Everyone Take 3 Actions to Help Workers Turn Savings into Retirement Income , Workspan Daily article;Financial Planning Tips Can Help Older Workers Budget for Retirement , Workspan Daily article;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income , Workspan Daily article;The Critical Role of Retirement Income Projections in DC Plans , Workspan Daily article;Retirement Plans: Design Considerations & Administration , course; Retirees’ out-of-pocket medical costs are some of the most significant — and arguably most critical — expenses in post-retirement life.

The new report, which pulls data from a survey of 2,002 U.S. organizations, showed these employers are projecting 3.7% salary increase budgets for 2025, just under the 3.8% average increase budget in 2024.

Projection at 3.8% , Workspan Daily article;Report: Employers Taking More Conservative Approach to Salary Budgets , Workspan Daily article;Payscale: U.S.

Across all income levels, Gen Z and millennials are projected to be better prepared for retirement than Baby Boomers and Gen X, due to broader DC plan access and stronger plan design.

Driving the sweet bread company's business approach is a model with five pillars, including success, value, health, potential and capability.