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The top 10 industries for average annual wage growth are: Industry Annual Wage Growth Oil, Gas and Consumable Fuels 8.0% Electronic Equipment, Instruments and Components 5.5% Construction and Engineering 5.2% Food and Beverage 3.9% Financial Services 3.8% Education 3.7% Biotechnology and Pharmaceuticals 3.6% Not-for-Profit Organizations 3.6% Healthcare Providers and Services 3.4% Manufacturing 3.4% The top 10 jobs for average annual wage growth are: Job Annual Wage Growth Utilization Review Coordinator 9.9% Public Relations Representative IV 8.8% IT Project Management Specialist 8.5% Inventory Control Planner III 8.0% Computer Operations Manager 7.5% Compensation and Benefits Manager 6.4% Sales Manager — Regional (Division) 5.9% Construction Project Manager III 5.6% Recruiting Coordinator 5.4% Auditor IV — Internal 5.1% “The roles driving the fastest wage growth aren’t just jobs — they’re mission-critical

In the Health Advocate survey, respondents indicated they would find the following services valuable if offered by their employer: ;Access to nurse support (66%); ;Mental and emotional counseling (59%); ;Access to experts for assistance navigating benefits, billing, claims and more (50%); ;Resources to locate care services, facilities and equipment (42%); ;A nurse’s virtual attendance at all provider visits with care recipients (35%); ;Legal and/or financial support (35%); ;Interpretation services at medical appointments (15%); Of those working caregivers surveyed, 90% said these services would improve their quality of life, leading to improved productivity at work and well-being.

The study found similar spending among HSA and PPO enrollees but different use of services based on health condition: Individuals with no health conditions using HSA plans were less likely to use more expensive services — emergency department visits, specialist visits and prescription drug fills — but had more primary care provider visits.

If applicable, tap into global mobility resources whose relocation/housing services, programs and tools help employees temporarily work internationally.; ;Expand mental health benefits and/or arrange online counseling to help workers cope with disaster-related stress and trauma.; ;Promote EAP resources that may be part of a core response package.; ;Promote any benefit concierge services to help align needed offerings or determine benefits that can help.; ;Be clear on retirement hardship withdrawal provisions and make the process as easy as possible for benefit-targeted employees.; Emergency Benefits Additionally, benefits leaders can cultivate strong relationships with supplier partners to understand their disaster response capabilities, said Scott-Wears, and, where possible, establish agreements for expedited support services.

Some organizations now offer employees novel benefits such as baby milk delivery service, onsite climbing walls and beauty salons to attract and retain talent.

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The April data breakdown for jobs showed: ;Among service-providing industries: ;Education/health services, +61,000; ;Trade/transportation/utilities, +25,000; ;Financial activities, +9,000; ;Information, +4,000; ;Leisure/hospitality, +4,000; ;Professional/business services, -8,000; ;Other services, -1,000;; ;Among goods-producing industries: ;Construction, +10,000; ;Natural resources/mining, +3,000; ;Manufacturing, +2,000;; Large employers (those with 500 or more employees) and small employers (less than 50 employees) accounted for nearly all of the job expansion.

Initial steps for employers include identifying those within the organization and among service providers who interact with plan participants and the extent of that interaction.; Employers and service providers may face a higher financial standard – that of a fiduciary – when giving financial information to employees, under a proposed rule from the Department of Labor (DOL).

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By industry, some of the services-related sectors hardest-hit initially by the pandemic saw muted hiring at the end of December.