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“But within the manufacturing segment of that [same] company, I’m taking that job, because not only is it well paid but it also guarantees me employment, and I don’t have to have three jobs to meet my family’s financial needs,” he said.

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With the labor market at a near-full recovery and inflation remaining a concern, attention turns to the Federal Reserve’s efforts to normalize surging price levels.

.; ;Three states (Iowa, Louisiana and Pennsylvania) have noncompete laws that will take effect in the near future.; ;Twenty-five states (plus the District of Columbia) have laws in effect that limit noncompete clauses in some form: California, Colorado, Connecticut, Delaware, Florida, Illinois, Indiana, Kentucky, Maine, Maryland, Massachusetts, Montana, New Hampshire, New Jersey, New Mexico, North Dakota, Oklahoma, Oregon, Rhode Island, South Dakota, Tennessee, Texas, Virginia, Washington and West Virginia.; “States across the country continue to pass new legislation further restricting — and, in some cases, banning — the use of noncompete clauses,” said James Barrett, a lawyer at Ogletree Deakins.

From a more innovative lens, she said Mercer is seeing employers broaden the definition of caregiving to include: ;Petcare , with subsidies to support pet sitting or dog walks while employees are traveling or in the office;; ;Onsite backup care (not meant for full-time care, but drop-in only), creating their own access either through onsite childcare or near-site, dedicated networks; and,; ;Expanded eldercare support, with transportation funding and grocery deliveries.; Izbicki said effective communication of offerings can be done through employee resource groups (ERGs), Slack channels, etc., and through cross-promotions with vendor partners (e.g., fertility, wellness, advocacy).

“A number of teams are also asking remote employees who live near an office to return to a hybrid work schedule in order to bring folks more together in-person.”

“[It] only applies to payments when both the fact of the payment and the amount are within the employer’s discretion until at or near the end of the period to which it corresponds,” Kopplin said.

In the near term, the plan included a renewal hurdle and a growth metric to link pay to churn.

“One major takeaway for me is that hyper-personalization offerings will grow,” said Steve Brink, president, uFlexReward.

A wellness week, she said, “gives me a week to refresh but it doesn’t say what the cause of the burnout is and how I’m addressing my workload.”