Searching Personal Assistance 1:3 hourly rate percentage increase 2020 to 2025 on page 4

Save Reuse Permission The IRS recently announced it increased the health savings account (HSA) contribution limit for 2025 to $4,300 for self-only coverage (up from $4,150 in 2024) and $8,550 for family plans (up from $8,300 in 2024).

At the non-executive level, the salary increase is 9.8% and the hourly pay increase is 8.5%.

;WorldatWork: 3.6% mean salary increase budgets for 2026; 3.7% actual mean increase budgets in 2025.; ;WTW: 3.5% average salary increase budgets for 2026; 3.5% actual budgets in 2025.; ;Gallagher: 3.2% to 3.3% average salary increase budgets (job-classification dependent) for 2026; 3.8% to 4.0% actual budgets in 2026.; ;Payscale: 3.5% average salary increase budgets for 2026; 3.6% actual budgets in 2025.; Same Percentage, New Strategies While The Conference Board’s 2026 forecast and 2025 actual outlay figures signify a somewhat status-quo environment for total rewards professionals, the underlying story points to some strategy shifts.

Unit labor costs in the nonfarm business sector increased 5.7% in Q1 2025, reflecting a 4.8% increase in hourly compensation and a 0.8% decrease in productivity.

“Projections for 2025 suggest a continuing contraction of salary increase budgets is expected in 2025.”

Wes Moore signed House Bill 102 (H.B. 102), which: ;Modified the FAMLI program, first established by the Time to Care Act in 2022;; ;Pushed the start of contributions from July 1, 2025, until Jan. 1, 2027;; ;Adjusted the availability of benefits from July 1, 2026, to between Jan. 1, 2027, at the earliest and Jan. 3, 2028, at the latest;; ;Repealed certain requirements for participating self-employed individuals; and,; ;Defined an “anchor date” for the calculation of a covered employee’s average weekly wage and eligibility for increases in weekly benefits.; Once implemented, the program will cover all employers in the state with at least one employee and will be funded by both employer and employee contributions.

TR professionals may wish to: ;Track engagement with the EAP, fitness and nutrition programs, and the overall wellness program.; ;Review GLP-1 prior-authorization approval rates and the percentage of participants meeting any mandated lifestyle program requirements.; ;Utilize pharmacy claims data to evaluate medical adherence rates, including the medical possession ratio (i.e., whether patients are taking the medication as prescribed) and the discontinuation rate (e.g., stop drug usage at three, six or 12 months).; ;Solicit and analyze employee feedback on available resources, positive and negative cultural experiences, and how the program can be improved.; ;Look for trends in the overall reduced frequency of treatments for heart disease, kidney disease, sleep apnea, cholesterol, and other therapies or prescriptions that impact your costs.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access

While the percentage increase from last year to this year might be significant (i.e., 3% to 3.9%), the actual percent change is still modest.

That 45% figure is up 6 percentage points from the 2020 presidential election survey and far exceeds the percentage of respondents who expressed faith in plans purchased in individual markets (18%) or provided by the federal government (18%) or a state government (10%).

Brint Ryan as having a 95% personal approval rate and, most impressively, named him the No. 2 most effective CEO during the COVID pandemic (Stansell 2020).