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Additional support and learning are expected for them to reach full competency.; ;Low or sub-adequate support for capability to perform essential functions.

As the COVID-19 pandemic wanes, some employees are back at their workplace full-time or part-time, and others are ontinuing remote work.

Torn between their caregiving responsibilities for babies, children and, often, aging parents, many juggle a boundary-blurred home life of full-time remote work and family care.

Industry Industry Group 2025 Actual Increases 2026 Forecast Increases Agencies and consultancies 3.9% 3.7% Arts, entertainment and recreation 3.7% 3.2% Business services 4.0% 4.0% Construction 4.1% 3.7% Education 3.0% 3.1% Energy and utilities 3.7% 3.7% Engineering and science 4.4% 4.2% Finance and insurance 3.9% 3.8% Food, beverage and hospitality 3.0% 3.0% Government 4.2% 4.0% Healthcare and social assistance 3.3% 3.5% Manufacturing 3.4% 3.3% Non-profit 3.5% 3.7% Pharmaceutical and biotechnology 3.2% 3.4% Real estate, rental and leasing 3.6% 3.6% Retail and customer service 3.0% 3.5% Technology (including software) 4.0% 3.5% Telecommunications 2.9% 3.4% Transportation and warehousing 3.3% 3.4% Other 3.6% 3.6% Employer Size Number of Full-Time Employees (FTEs) 2025 Actual Increases 2026 Forecast Increases Less than 25 FTEs 4.3% 4.2% 25 to 49 FTEs

“The Port of Oakland has resumed full operations,” said Danny Wan, the port’s executive director, in a statement.

Despite the end of pandemic-era lockdowns, many employees are reluctant to come back to the office full time.

The full report — covering base salary increases and merit budgets for 22 countries and in-depth salary budget insights for the U.S., Canada, India and the United Kingdom — is also available for purchase.

“But we’re seeing more and more companies requiring employees to be physically present in the office full-time without strong, data-backed arguments articulating why in-person is better.

With healthcare FSAs, employees can access the full amount immediately at the beginning of the year.

., an organization’s full complement of total rewards).; ;It goes deeper by allowing respondents to select preferred levels within those specific attributes (i.e., low- vs. high-deductible health plan, 12 vs. 18 vacation days, or 4% vs. 8% retirement match).; ;It combines those separate elements to create realistic scenarios , rather than evaluating specific benefit programs in a vacuum.