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.; Additionally, the study provided function-specific priorities, including: ;80% of future-of-work leaders are focused on redesigning work for AI.; ;68% of CHROs identify AI-related workforce initiatives as their top priority.; ;65% of talent acquisition leaders plan to implement AI technologies in hiring.; ;59% of chief learning and talent officers are prioritizing enterprise-wide upskilling.; “The architecture of work itself is being rewritten,” said i4cp founder Kevin Oakes.

However, those figures do not include a one-time cost of $60 million to $80 million to pay out severance and other benefits to impacted workers.

What Workers Want Percentage Who Want It A centralized digital tool to track prescriptions, dosages and refill dates 80% Real-time updates on the status of prior authorization requests Note: Only 41% of survey respondents said they had been informed by their doctor of prior authorization requirements, and 23% didn’t find out until they tried to fill their prescription at the pharmacy. 80% The ability to know their exact out-of-pocket prescription costs — before they pick up their medications Note: 54% had run into unexpected medication costs, and 26% went without a prescription they needed in the past year because it was too expensive. 78% Automatic refill reminders 77% Clearer explanations of their pharmacy benefits and cost structure 71% Challenges Slowing Momentum While some pharmacy chains and pharmacy benefit managers (PBMs) offer apps, the lack of ubiquitous solutions partially stems from the technological complexity they require, said Cody Midlam

So, when they looked at the client’s employees who were falling below the minimum of their salary range, 80% of them were women because they couldn’t give them enough of an increase to get them over the minimum of the range.

Reilly: Most respondents — approximately 80% for chief executive officers (CEOs), 90% for CEO direct reports and 98% for other employees — plan to provide salary increases for 2026, with average projections ranging from 3.3% to 3.4% across various employee categories.

.; ;Despite 80% of survey respondents saying it’s important to have a financial advisor when selecting and managing benefits, only 20% actually consult one during open enrollment.; ;40% of employees lack confidence in their understanding of voluntary benefits.

;Student loan debt repayment assistance is offered by 13% of 2022 respondents (vs. 4% in 2016) while tuition reimbursement is offered by 80% of organizations in 2022 (vs. 87% in 2016).; Meantime, employers are also working to maximize return on rewards investment by regularly evaluating their rewards mix and looking for ways to build employee choice into rewards packages.

For companies that were initially planning on a 3% budget, a 5.4% budget represents an 80% hike.

Best Practices for Employers With 80% of large companies offering HSA-eligible plans, including this option in your benefits is a competitive advantage for businesses, Domaszewicz said.

Sample Findings: 86% of organizations made pay equity adjustments in 2021, which was up from 80% in 2020.;75% of organizations offered unpaid, job-protected time off to care for or bond with a new child (beyond legal requirements, if applicable, and beyond any paid parental leave an organization may offer), which was up significantly from 56% in 2020.;46% of organizations offered identify theft insurance to their employees in 2021, up from 34% in 2020.