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Among them, 36% said healthcare is a big factor in job decisions, with another 44% citing it as a contributor.; ;Remote-first networks should better meet key care needs. 63% of remote workers said their health plans haven’t adapted to remote work realities, especially when it comes to accessing specialists and mental healthcare — two of the most underserved areas reported.; ;Remote workers are open to change if it means better care. 76% of workers between the ages of 18 and 44 said they would consider switching to a remote-optimized health plan if it offered better provider access, even if it came with higher premiums.; Remote Job Postings Rose in Q4; Strategic Roles Drove Growth In the fourth quarter of 2025, remote job postings increased by 3%, marking a shift away from the cooling remote job market earlier in the year.

Morgan asked men to take a “30-5-1” pledge because the company was not retaining and promoting enough women.

Types of Bonuses When base salaries are more constrained due to the state of the economy, companies sometimes give out performance-based bonuses to help make up for those tighter salary budgets in order to remain competitive.

The following list illustrates some of the most common bonus types that can be applied strategically to the general workforce.

WorldatWork HRCI* SHRM** Credits 1 benefits domain-specific 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

In addition to traditional health benefits (72%) and paid time off (63%), the society’s “2024 Career Interest Survey” found the next generation of workers want flexible schedules (61%), in-person training (67%), leadership development training (48%) and tuition reimbursement for advanced degrees (41%).

The DOL’s proposed rule is expected to curtail the types of investments and investment advice currently available to plans and participants.

Workspan Daily Plus+ article;State Laws Comparison Tool , tool; A growing number of workplaces are offering a range of policies to support employees experiencing domestic violence, sexual assault, stalking or other types of violence.

Among those who did, only 36% described their savings plan as “on track.”

.; ;Just over 1 in 4 workers report mental health concerns, but utilization of support programs remains low — suggesting a gap in awareness, understanding or value.; As costs affiliated with total rewards (TR) rise and 72% of employers look to make changes to their benefit offerings, now is the time for HR and TR professionals to expand their field of vision since a misaligned rewards strategy is not only expensive but can lead to reduced employee engagement, increased absenteeism and turnover, and stalled recruitment.