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To support action and application , you can download: ;A report highlighting key findings; ;A short quiz designed to spark meaningful Total Rewards goal-setting conversations within your organization; Access the Report Access the Report Download PDF Report Download PDF Report Access the Total Rewards Priorities Quiz Access the 2025 Total Rewards Leaders' Priorities Study 290 Participating Leaders 61% Directors and above 36% Total Rewards Leaders 28% Plan to prioritize speed and innovation in 2026, rapidly adapting products and services to meet evolving customer needs and enhance their competitive edge.

However, some caution is necessary here since it is not known whether basic pay or bonuses gave rise to this type of outcome or what type of performance (individual, team or companywide) produced the outcomes described.

“When evaluating any particular investment type, a plan fiduciary’s decision should consider all relevant facts and circumstances and … necessarily be context specific,” it stated, adding that particular investments or investment strategies should not be singled out for increased or “special” scrutiny.

Forty-nine percent of surveyed organizations now report targeting base pay above the market median (compared to only 36% in 2018), with mature entities almost three times more likely to do so.

In the survey of nearly 2,000 working Americans, 36% of respondents stated they feel burned out and 33% reported feeling more burned out than a year ago.

Pay Transparency Plays a Role Advocates of increasing pay transparency have posited that over time it will level out the playing field and limit the effects of bias — the type that could potentially occur from salary negotiations.

Other key findings include: Grants of restricted stock/restricted stock units remain high, offered by 54% of organizations compared to 56% in 2021 — and much higher than the 36% for 2015-2020.

Benefit % of Employers Who Classified Benefit as Expected % of Employees Who Classified Benefit as Expected Gap of Greater Employee Expectation Bereavement leave 27% 41% 14% Employer matching contribution on retirement savings plan 33% 45% 12% Long-term disability insurance 36% 47% 11% Dental insurance 70% 80% 10% Vision insurance 66% 76% 10% Short-term disability insurance 42% 51% 9% Accidental death and dismemberment (AD&D) insurance 25% 33% 8% Health savings account (HSA) 33% 41% 8% Company paid leave (beyond state-mandated paid leave) 26% 33% 7% Conversely, this table displays benefits where employer expectations solidly exceeded those of employees.

If finalized, the proposed rule would help protect approximately 36 million workers in indoor and outdoor work settings and substantially reduce heat injuries, illnesses and deaths in the workplace.

As such, 36% of HSA-eligible health plan enrollees were 25 to 44 years old, compared to 32% of all commercial enrollees.; Career Development Is Key to Reduce Burnout, Disengagement The fifth annual Career Optimism Index study from the University of Phoenix Career Institute revealed American workers are facing a crisis of autonomy.