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Almost 40% of employees don’t know where to get information about picking the right health plan — and 44% regret a healthcare decision they made because they took bad advice, jumped too quickly into treatment, or didn’t check costs or find out if a provider was in-network, according to Alight’s 2023 International Workforce and Well-being Mindset Study .

Besides generally keeping pay increases above the 3% range (to remain competitive and in line with recent years’ outlays), they have taken steps to more strongly support workers by: ;Improving the employee experience (47%); ;Enhancing health and wellness benefits (43%); ;Increasing training opportunities (40%); “As employers navigate continued economic uncertainty, ongoing increases in labor costs and the changing needs and expectations of employees, they are positioning themselves for what is to come and making investments in their workforces that go beyond pay raises,” said Lori Wisper, WTW’s managing director for work and rewards.

More than half of both generations live paycheck-to-paycheck, and 40% are concerned about their ability to retire comfortably .; ;Just 52% of Gen Zs and 57% of millennials reported good mental health.

However, overtime is still due for any hours worked over 40 in a week, and recordkeeping requirements (time in/time out, hours worked each day, etc.) remain the same, so little ease is usually achieved.

More than 40% of survey respondents said they won’t even apply for a role if pay isn’t posted.

When corporate employees were asked if they would prefer a pay increase or a four-day, 40-hour workweek (with the same responsibilities), they were willing to trade off $830/annually in exchange for the reduced work week.

To wit: 40% of surveyed employees consider LTC solutions to be very important, but 20% also consider it an “unmet” employee benefit.

The most striking increase in the use of social metrics in the coming three to five years are in the areas of customer satisfaction (8% to 42%) and employee satisfaction (26% to 40%).

The law prohibits employees from working more than eight hours on that additional day and states hourly compensation on that day would include regular wages plus a 40% overtime premium.

In the release, Acting Secretary Julie Su laid out the bottom line for workers and employers: “This rule will restore the promise to [certain] workers that if you work more than 40 hours in a week, you should be paid more for that time.