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The traditional model of ensuring only the physical well-being of employees has been challenged and companies are now looking to provide well-being programs that help “[build] a culture of holistic well-being, including physical, emotional, financial, social, career, community and purpose,” according to Forbes.

.; The Unlocking Benefits for Independent Workers Act , sponsored by Cassidy (chair of the Senate’s Health, Education, Labor and Pensions committee), would: ;Establish a safe harbor under federal law for employers that would like to voluntarily provide benefits;; ;Apply to any benefit or protection commonly provided to full-time employees, such as retirement and healthcare benefits; and,; ;Apply to emerging models where firms may pay into portable accounts, or any combination of those arrangements.; The Independent Retirement Fairness Act , also sponsored by Cassidy, would allow independent workers to participate in certain retirement plans (e.g., pooled employer plans and single employee pension individual retirement accounts) that are already available under federal law.

Here’s What the Research Says;Executive Decisions: The Impacts (and Incentives) of a Co-CEO Model; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Experience; ;Employee Recognition; ;People Analytics; ;Total Rewards; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

It also works when stock prices only go up, as was the case with Microsoft in the 1990s, which created many millionaires and, thus, role models to be copied by others.

For example, Lawver says this type of holographic technology brings the models out of the screen and provides users the ability to engage and interact more intuitively with design data.

This kind of flexibility has evolved from an older model, she noted, which viewed flexibility as a perk or accommodation granted only to certain employees — most often as remote work.

Check out the rest of Workspan Magazine’s April-May 2026 issue: Eye-Opener: Don’t Hit the Snooze Button on Culture;Roused and Recharged: How to Boost the Power of a Culture Audit;Motivation Can’t Be Bought: Rethinking the Employee Experience;Giving ‘Co’ a Go: Gensler Extends Joint-Leadership Model to CHRO Role;Are Your Job Descriptions a Misaligned Mess?

To improve pay levels (as well as benefits packages), rewards and people professionals need to find ways to help their organization boost employee productivity, such as conducting reviews of the business employment and organizational models.

Workforce Future Scenario Modeler.

“WHO Healthy Workplace Framework and Model: Background and Supporting Literature and Practices.”