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What’s Next In a period with little to no wage movement as a result of the COVID-19 pandemic, the gap remains relatively unchanged from the numbers we published in our inaugural report in 2020.

Companies also need to determine how many ESG metrics to incorporate and how to weigh them relative to the other metrics within the plan.

Along those lines, KPMG recently introduced back-up eldercare services as a benefit that employees can use if they have a short-term, unexpected need to help care for an elder relative — which could include an older employee’s spouse.

This bridge-building ability is relatively new for many HR professionals, who may have previously focused only on stating policy.

Assessing Skill Sets Employers should conduct talent assessments of employees’ skill sets relative to the jobs they have today — and the job changes anticipated for tomorrow, said Julia Lamm, a workforce transformation partner at consulting firm PwC.

So, in summary, usage of such tools is relatively high, but satisfaction is often low.

To get there, start by answering, “Where do we want to pay relative to market?”

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That percentage has stayed on those levels since, and while the term fringe benefits is still widely used today, these expenses are clearly no longer marginal relative to salaries.

The legislation around pay transparency is relatively new and still shifting: In 2023, for instance, California law requiring salary and wage disclosures is restricted to employers with more than 15 employees.