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According to Mercer’s 2024 Absence and Disability Management survey , employers offered flexible/unlimited PTO to: ;10% of executives (compared to 8% in 2021);11% of executive and exempt employees (compared to 8% in 2021);11% of all employees (compared to 4% in 2021); Rich Fuerstenberg, a senior partner in Mercer’s health and benefits practice, said, as those numbers show, the biggest change has been shifting the benefit’s recipient base beyond simply executives.

Since 2021, this usage has decreased by 4%, and by nearly 10% from pre-pandemic levels.

.; and,; ;Professor Nicholas Broom at Stanford University, which highlighted that hybrid work boosted productivity by 3% to 4%.; The 11% productivity boost is driven by lower commutes, with employees benefiting from increased focus time and fewer distractions, ultimately spending up to 40% of time saved from traveling on additional work.

Additional data from Mental Health America is even more eye-opening —98% of midsize to large American companies offer EAPs but only about 4% of employees use them each year.

Access additional Workspan Daily articles from this series: Planning for Healthcare in Retirement: Why Employers Must Step Up ;Take 3 Actions to Help Workers Turn Savings into Retirement Income ;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income ;Financial Planning Tips Can Help Older Workers Budget for Retirement ; Phased Retirement and Bridge Employment: A Strategic Middle Ground Many employers and employees are rethinking the concept of a “hard stop” retirement.

Access a bonus Workspan Daily Plus+ article on this subject: Two TR Leaders Provide a Personal Take on Their 2026 Priorities; WorldatWork’s 2026 findings are based on the survey responses (from Oct. 27 through Nov. 21) of 290 TR leaders, including: ;Directors or senior directors (37%); ;Managers or senior managers (27%); ;Vice presidents (senior or assistant) (15%); ;Consultants/analysts/specialists (11%); ;Chiefs or heads (6%); ;Other titles (3%); Respondents represented a diversity of: ;Organization sizes ;500 to 2,499 employees (29%); ;2,500 to 9,999 (27%); ;20 to 499 (18%); ;20,000 or more (16%); ;10,000 to 19,999 (8%); ;Less than 20 (3%);; ;And, geographic regions;;United States (41%); ;Canada (14%); ;Europe (excluding the United Kingdom) (8%); ;U.K. (8%); ;India (8%); ;Asia (excluding India) (7%); ;Latin America and the Caribbean (6%); ;Middle East (4%); ;Africa (2%); ;Oceania (2%);; “TR leaders recognize that rewards programs must directly support organizational

I allow those I’ve hired to be leaders to be leaders.” 4) Understand the true meaning of success.

Figures 4 and 5 show individual answers represented by blue dots.

Our calculation of which classification is beneficial from a multilateral tax perspective depends on a number of factors: family status, as illustrated by the differences across columns in Table 4; the benefits offered by the employer, as illustrated by the change between Table 3 and Table 4; and the magnitude of business expenses — as those expenses increase (as in the case of Uber drivers), the ability of a contractor to deduct those expenses, which an employee cannot do, increases the tax benefit of contractor status.

In December 2021, the Society of Human Resource Management projected that labor shortages would continue through 2022, with wage growth topping 4%.