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We see fertility benefits as part of a modern, equitable total rewards strategy — one that recognizes that building a family is a deeply personal, yet widely shared, human goal.”

The Financial Fluency Imperative for CHROs The modern CHRO must be fluent in: ;Cost of workforce as a percentage of revenue; ;Financial-metric (i.e., earnings before interest, taxes, depreciation and amortization, or EBITDA) sensitivity to compensation decisions; ;Headcount productivity ratios; ;Cash flow implications of incentive accruals; ;Long-term liability modeling; Without this fluency, TR remains tactical.

Organizations should modernize reward program management — building capabilities in AI-driven insights, data infrastructure and decision-making frameworks — to manage increasingly complex, fast-moving compensation environments.

NBC News analyzed what the average travel time and distance would be for women who live in major cities in 21 states where access to abortions is restricted, finding that the average drive time would be four hours to receive care in bordering states where abortion remains legal.

City of Rockford ) that he said intersect with NADOHE v.

Access a related Workspan Daily article on this subject: ;Safe Leave Policies: The Benefits of a Supportive Workplace; Access a bonus Workspan Daily Plus+ article on this subject: ;Supporting Survivors: 3 Models of Safe Leave in Action; ;Sample Document: Organizational Paid Safe Leave Policy; 1) Look into laws in your city, county and state and make sure you’re complying with specific safe leave requirements .

Staff are becoming untethered (in some cases indefinitely) from the city, state and country where their employer is headquartered.”

California’s law follows Colorado, which went into effect in January 2021 , and New York City in that it specifies that employers must provide salary information on the job postings.

Paid time off is a necessity for many, he said, adding that it is required under many state and city sick-leave laws.

She also called attention to a “very clear trend of global cross-pollination of pay-equity laws” in recent years, such as with salary-history bans and pay-scale disclosure laws in California and New York City.