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So, the question now becomes, what types of programs can an organization create as part of its total rewards package that will enable employees to develop those types of skills?

Of those diagnosed with a mental health disorder, 63% have not disclosed it to their employer (Kearney et al. 2019) and almost 60% had not received mental health services in the previous year (NAMI 2021).

If passed into law, ESOP plan fiduciaries would be able to “rely in good faith” on an independent professional expert business appraiser who utilizes valuation practices as described in the Internal Revenue Service’s Revenue Ruling 59-60 .

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The disparity was much greater when segmented for frontline employees, with 71% of employers agreeing with this sentiment versus just 27% of frontline employees.

The “2022 Inventory of Total Rewards Programs and Practices” report found that 27% of the 990 organizations surveyed offered unpaid sabbaticals compared to 18% that offered it in 2016.

[Conversely, 53% were at Level 1 and 27% were at Level 2.]

The number of long-term unemployed (those jobless for 27 weeks or more) increased by 179,000 to 1.8 million.

Next Steps As employers look ahead to future hiring plans, Robert Half’s recent research on job seekers found that a quarter of professionals are already looking or planning to look for a new role in the second half of 2025, but only 19% said their top choice is an in-office setup, while 54% prefer a hybrid option and 27% opt for fully remote.

But should the competitive posture be the same for all types of employees, irrespective of skill set or type of work?