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Department of Labor’s Bureau of Labor Statistics (BLS) announced Wednesday, Feb. 4, the new release date for the January jobs report.

When we look at profile data in Figure 2 (see “Methodology” at the end of this article for more information on data sources used for this analysis), it looks like supply into the profession hasn’t moved much since 2020, resulting in shortages.

The research report also showed mentions of “layoffs” in Glassdoor reviews fell 7% in March compared to February but are still up 4% year-over-year.

However, fewer respondents said they plan to include promotions (down 4%), external market adjustments (down 3%), and both retention and internal pay equity adjustments (each down 2%) in their approaches.

For WorldatWork Members Voluntary Benefits’ Value Is Based on Integration into TR Package , Workspan Daily Plus+ article;Anatomy of a Wellness Program: Ensuring Regulatory Compliance , Workspan Daily Plus+ article;ERISA Safe Harbor: The 4 Rules for Voluntary Benefits , Workspan Daily Plus+ article;Total Rewards Inventory of Programs & Practices , research;Health Plan Compliance Calendar , tool; While employee dental insurance plans are popular, not all provide adequate value to your workforce.

For WorldatWork Members Guidance on How to Avoid Common FLSA Classification Errors , Workspan Daily Plus+ article;FLSA Research , research;FLSA Implementation Toolkit , tool;State Laws Comparison Tool , tool; House of Representatives Bill 1 (H.R. 1) , also known as the “One Big Beautiful Bill Act”, was signed into law on July 4.

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Week 2: Director Compensation Format: One session, virtual (live), one hour Content: Explore the roles and functions of the board of directors, along with the philosophy and trends that guide director compensation program design.

These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.

Course: Understanding Pay Equity Depending on the specific labor market in which you compete for talent, a 3% to 4% merit increase most likely will not be a strong retention tool for top talent.