Searching Employment Law on page 36

In November, both the labor force participation rate (62.5%) and the employment-population ratio (59.6%) changed little from September.

Or, an employer is not devoting enough resources (time and money) to solving the problem.

Beyond these, employers can provide additional financial supports for their employees.

Employers can help lighten the load by providing working caregivers relevant benefits, which may prove crucial for workforce retention, well-being and recruitment — andthe organization’s bottom line.

The proposal, which was published for public comment in the Federal Register on Dec. 4, 2024, would have: ;Prohibited the agency from issuing certificates that allow employers to pay disabled workers less than federal minimum wage (currently $7.45 per hour).; ;Given employers with existing certificates three years to phase out the practice of paying subminimum wages.; In withdrawing the proposal, the DOL stated it “does not have the statutory authority” to end a Congressionally mandated program designed to remove employment barriers for the disabled.

In fact, 78% of employers are taking action to improve health equity (Mercer 2023).

Stacey Chiu, a senior associate in the Labor and Employment Practice Group at law firm Michelman & Robinson, said in light of the changes, employers should consider revising their anti-harassment policies to explicitly include gender identity as a protected characteristic and updating any formal harassment training materials to address gender identity inclusivity .

Employers plan to introduce or increase their health and well-being programs, mental health programs, stress management, flexibility, and healthcare benefits navigation.; With a recent survey revealing that 85% of employees are confused about their benefits, the upcoming open enrollment period presents employers with an opportunity to not only educate workers on the variety of options available to them, but also to boost engagement.

For WorldatWork Members ;Seeing the Unseen: Identifying Gender Bias in Employee Recognition , Workspan Daily Plus+ article; ;Women at Work — Bridging the Global Gap Year , Workspan Magazine article; ;Flexibility Is Vital for Top Leaders and Employees , Workspan Magazine article; ;The Power of Allyship in Facilitating Female Leadership in Healthcare , Workspan Magazine article; ;Returnships Open Doors to Experienced Talent , Workspan Magazine article; For Everyone ;How Employers Can Address Women’s Growing Job Dissatisfaction , Workspan Daily article; ;Recruiting Women Goes Beyond Compensation , Workspan Daily article; ;Research Reveals Need for Improved Promotional Processes with Parity , Workspan Daily article;Total Rewards ’25 , conference; Only 36% of women feel empowered to perform their best at work, according to the 2025 U.S.

To prevent that from happening, employers can work to ensure access to culturally aligned and inclusive providers, NEBGH noted.