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Regardless of whether they offer a formal program, some employers have work-related programs to help pre-retirees transition including flexible work schedules and arrangements (44%), the ability to reduce hours and shift from full-time to part-time (36%), and the ability to take on less stressful or demanding jobs (34%).

And shortly before the release of the executive order, the Securities and Exchange Commission (SEC) indicated it would no longer cap private-fund investments at 15% in retail closed-end funds, indicating the types of policy and oversight shifts that may continue to emerge.

What Workers Want Percentage Who Want It A centralized digital tool to track prescriptions, dosages and refill dates 80% Real-time updates on the status of prior authorization requests Note: Only 41% of survey respondents said they had been informed by their doctor of prior authorization requirements, and 23% didn’t find out until they tried to fill their prescription at the pharmacy. 80% The ability to know their exact out-of-pocket prescription costs — before they pick up their medications Note: 54% had run into unexpected medication costs, and 26% went without a prescription they needed in the past year because it was too expensive. 78% Automatic refill reminders 77% Clearer explanations of their pharmacy benefits and cost structure 71% Challenges Slowing Momentum While some pharmacy chains and pharmacy benefit managers (PBMs) offer apps, the lack of ubiquitous solutions partially stems from the technological complexity they require, said Cody Midlam

Almost half (46%) of those polled are evaluating vendor performance, and 36% have taken medical plans out to bid, with another 50% planning to do so.

WTW’s 2025 Absence, Disability and Medical Leave Survey found organizations are expanding multiple forms of time-away benefits to better meet workforce needs: ;More than 80% of surveyed employers offer parental leave, and 16% expect to enrich those programs.; ;18% of employers plan to expand bereavement leave by increasing duration or broadening eligibility.; ;Caregiver leave is expected to nearly double — from 22% to 39% — over the next two years.; Employers cite improving the employee experience (67%) and strengthening attraction and retention (60%) as the top drivers behind these planned enhancements.

Most pertinent for HR and total rewards (TR) professionals in the 36-page Revenue Procedure document are adjustments to: ;Cafeteria plans — flexible spending accounts (FSAs); ;Qualified transportation fringe benefits; ;Medical savings accounts (MSAs); ;Smaller employers’ employee health insurance expenses; ;Qualified small employer health reimbursement arrangements (QSEHRAs); Flexible Spending Accounts The IRS placed the limit on voluntary employee salary reductions for contributions to health-related FSAs at $3,400 for 2026, compared to $3,300 for 2025 and $3,200 for 2024.

Types of Salary Structures Whether looking at the data by industry or by organization size, the use of market-based structures has only grown since the 2019 survey (increasing 10 percentage points to 65%).

“We had almost 1,000 respondents and the information is broken down by organization size, type and industry.

.; The results: In the Deloitte survey, respondents from high-performing teams are significantly more likely to use AI tools in their work (78% vs. 54%) and more likely to say their experience working with AI was “very high quality” in supporting core work (36% vs. 18%).

;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.