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This might include the cost of certifications or subscription services used for online learning, seminar attendance fees, or the average investment per employee of internal training programs they attended.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Compensation; ;Employee Recognition; ;Total Rewards; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Qualifying life status changes, such as marriage or birth, that occur after open enrollment or during the plan year must be allowed under either special enrollment rights or per the plan design, depending on the event.

Review rates at least once per year against market data, Venkateswara said — and pay quickly, ideally within 15 to 30 days.

Adoption Gaps Per the Dayforce report, executives are sprinting ahead, with 87% of them already using AI at work compared to just 27% of employees.

Provides eligible employees with up to 12 weeks of unpaid, job-protected leave per 12-month period for pregnancy-related incapacity, prenatal care, or the birth and bonding of a child.; ;State laws.

It’s no wonder research from consulting firm Mercer found average per-employee costs for health insurance rose 6% in 2025 and are projected to increase another 6.7% in 2026 — making it the highest jump in 15 years.

Building a workforce with market-leading revenue per employee requires deliberate, wise investments.

.; Workers would be able to take leave for up to 12 weeks per year for any combination of covered needs.

The latest offer from the Los Angeles school district on Monday included a 23% recurring pay increase, plus a 3% cash-in-hand bonus, $20 per hour minimum wage and full healthcare benefits for those working at least four hours a day.

. ; ; Mercer: ‘A Tough Balancing Act’ According to preliminary responses from 1,800 U.S. employers in Mercer’s 2024 National Survey of Employer-Sponsored Health Plans , total health benefit cost per employee is expected to rise 5.8% on average in 2025.