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While only three in 10 organizations have a formal phased retirement program, some have work-related programs to help pre-retirees transition, including flexible work schedules and arrangements (44%) and the ability to reduce hours and shift from full-time to part-time (36%).

Forty-nine percent of surveyed organizations now report targeting base pay above the market median (compared to only 36% in 2018), with mature entities almost three times more likely to do so.

Finally, if unexpected mega orders occur frequently, then adopt a mega-order policy.

For those making changes to their initial budget projections, four primary factors emerged: ;Concerns related to cost management (36%);; ;An anticipated recession or weak financial results (36%);; ;A tight labor market (32%); and,; ;Inflationary pressures (25%).; According to WTW research experts, recent budget consistency reflects underlying changes in how leaders approach workforce planning and compensation decision-making, with many organizations that participated in the survey reporting: ;Stronger governance around compensation decisions;; ;More sophisticated use of market data and segmentation in their preparation and decision-making practices related to pay; and,; ;Increased focus on affordability and maintaining internal equity.; Keeping an Eye on Hiring and Retention While the new report reflected a measure of addressable predictability, it also pointed out a concern area: 24% of participating organizations said they are having trouble attracting and/or retaining employees

The following list illustrates some of the most common bonus types that can be applied strategically to the general workforce.

Offer gender-affirming care and parental benefits for all types of families, and ensure policies are written to explicitly encompass LGBTQ+ employees and their needs.

The order directed federal departments and agencies to notify the working group upon: ;Identifying any regulations and other agency actions that affect the digital assets sector; and,; ;Issuing recommendations for rescinding or modifying those regulations/actions.; The Jan. 23 executive order also revoked the Biden administration’s Digital Assets Executive Order and the Treasury Department’s Framework for International Engagement on Digital Assets , which the Trump administration has stated undermined the country’s global role in digital finance.

These types of incentives could also attract remote gig workers, as these independent contractors “are not tied to a single company, and similarly could benefit from the community connections,” Jennings added.

Over one-third of companies (36%) are disclosing individual pay ranges to employees, but an even larger number (46%) are planning or considering doing so in the future.

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