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This shift is being driven by a combination of factors: ;Growing regulatory requirements (72%);; ;Corporate values and culture (44%); and,; ;Employee expectations (41%).; Access a related Workspan Daily article on this subject: ;Are You Prepared for Pay Transparency?

WorldatWork HRCI* SHRM** Credits 1 benefits domain-specific 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

It appears many employees would welcome this type of help: More than 25% of employees who participated in the survey would switch jobs for employer-sponsored housing benefits.

And shortly before the release of the executive order, the Securities and Exchange Commission (SEC) indicated it would no longer cap private-fund investments at 15% in retail closed-end funds, indicating the types of policy and oversight shifts that may continue to emerge.

.; ;Just over 1 in 4 workers report mental health concerns, but utilization of support programs remains low — suggesting a gap in awareness, understanding or value.; 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.

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

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

Issue 1: Share Reserve Typically defined as the number of shares requested for post-IPO equity awards, a share reserve is the “bank” of shares upon which the organization draws as it grants equity-based LTI awards (e.g., stock options, restricted shares).

Step 1 in that rule called for covered organizations to ensure all employees who are classified as exempt from overtime make at least $43,888 in annual base salary ($844 per week) beginning on July 1 (up from the previous $35,568 annual [$684 per week] standard outlined in the DOL’s 2019 final rule ).

Department of Labor’s Bureau of Labor Statistics reported that 47% of private-industry workers and 72% of state and local government workers had access to healthcare FSAs in 2024, while 43% of private-industry workers and 66% of government workers had access to dependent care FSAs.; ;The Society for Human Resource Management’s 2023 Employee Benefits Survey showed 62% of polled employers offer medical FSAs and 57% offer dependent care FSAs.; ;A 2023 study by Benepass found 86% of surveyed employers offered health FSAs and 63% offered dependent care FSAs.; FSAs can provide a true win-win for employers and their workers.