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Benefit % of Employers Who Classified Benefit as Expected % of Employees Who Classified Benefit as Expected Gap of Greater Employee Expectation Bereavement leave 27% 41% 14% Employer matching contribution on retirement savings plan 33% 45% 12% Long-term disability insurance 36% 47% 11% Dental insurance 70% 80% 10% Vision insurance 66% 76% 10% Short-term disability insurance 42% 51% 9% Accidental death and dismemberment (AD&D) insurance 25% 33% 8% Health savings account (HSA) 33% 41% 8% Company paid leave (beyond state-mandated paid leave) 26% 33% 7% Conversely, this table displays benefits where employer expectations solidly exceeded those of employees.

For example, 7 in 10 workers said flexibility around where and when they do their work would build trust.

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FTC Seeks to Pause Its Appeals of Noncompete Case Rulings The Federal Trade Commission (FTC), chaired by recent Trump pick Andrew Ferguson, on March 7 filed court motions on behalf of the federal government that seek a 120-day pause of the agency’s Biden-era legal challenges to court rulings that invalidated a 2024 final rule on noncompete agreements.

.; EU member states have until June 7, 2026, to implement the directive into their own national laws.

Year-End Bonuses The IRS categorizes bonuses as “supplemental wages” (see IRS Publication 15, Section 7 ) and allows for various income tax withholding methods.

.; Only 7% of organizations report geographic pay policies as ineffective for reducing turnover.

Macy’s Invests Billions in Social Purpose Platform Macy’s Inc. has unveiled an enterprise-wide social purpose platform, known as Mission Every One, that will direct $5 billion of the company’s spend, scaling through 2025, to “the partners, products, people and programs that help create a more equitable and sustainable future,” according to a Macy’s statement announcing the platform’s launch.

Sal DiFonzo, managing director, compensation and rewards consulting at Gallagher, and a member of WorldatWork’s Compensation Advisory Council, said the most salient trend he saw this year was the increase in merit budgets from 3% to now between 4-5%. 

“Where the difference in male and female pay for peers is 5% or more, and the employer cannot explain this objectively, the employer will need to take action to reduce the difference to less than 5%.”