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Regardless of whether they offer a formal program, some employers have work-related programs to help pre-retirees transition including flexible work schedules and arrangements (44%), the ability to reduce hours and shift from full-time to part-time (36%), and the ability to take on less stressful or demanding jobs (34%).

“We had almost 1,000 respondents and the information is broken down by organization size, type and industry.

There is continued growth with organizations offering designed telework programs (jobs designed to be performed remotely and may be full- or part-time), rising to 72% this year from 55% in 2019.

Workspan Daily Plus+ article;State Laws Comparison Tool , tool; A growing number of workplaces are offering a range of policies to support employees experiencing domestic violence, sexual assault, stalking or other types of violence.

.; ;72% are likely to recommend HR to others as a career path.; Overall, the state of HR is strong.

.; As costs affiliated with total rewards (TR) rise and 72% of employers look to make changes to their benefit offerings, now is the time for HR and TR professionals to expand their field of vision since a misaligned rewards strategy is not only expensive but can lead to reduced employee engagement, increased absenteeism and turnover, and stalled recruitment.

According to WorldatWork’s 2023 “ Compensation Structure Policies & Practices ” study, produced with support from Deloitte Consulting LLP, more than a third (36%) of survey respondents reported modifying their compensation structures due to significant changes in market rates.

See the infographic See the infographic 57% very familiar with living wage 36% currently paying living wages 29% cite budgets as challenge in implementing living wage 73% cite "attracting talent" as a key motivation for providing a living wage Thank You for Being a Member Get the most from your membership today!

.;; ;When forced to prioritize, employees rank pay (70%), flexibility (60%), benefits (40%), and meaningful work (36%) as the top factors in their decision to stay; meaningful work emerges as the differentiator once baseline expectations for pay and flexibility are met.; The Employee – Manager Perception Gap ;Managers correctly identify competitive pay as the top retention driver for their employees but misjudge the rewards components.

The total of 36 hours per week makes them full-time employees, entitled to an array of benefits, most notably health insurance — medical, vision and dental, according to LancasterOnline .