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The first public report , which will be based on pay data from 2026, is due in June 2027 — and many EU employers are already concerned about the changes they’ll need to make: More than 70% of organizations believe the new rules will have repercussions for them, but fewer than 10% say they’re well prepared, according to recent research from Korn Ferry .

The report also found 51% of polled employers have plans to transition employees internally from less-relevant jobs to burgeoning roles, and 70% are looking to hire new workers with new in-demand skills.

For WorldatWork Members ;Skills-Based Mentoring: An Efficient Way to Build Skills , Workspan Daily Plus+ article; ;How Apprenticeships Can Help Organizations Gain Skilled Workers , Workspan Daily Plus+ article; ;A Step-by-Step Guide to One Skills-Based Org Lever TR Can Pull , Workspan Daily Plus+ article; ;Career Curation: How Total Rewards Can Drive Skills Portfolio Building , Workspan Daily Plus+ article; For Everyone Else ;Organizations Are on the Skills Bandwagon; How TR Can Drive It , Workspan Daily article; ;How Total Rewards Can Close the Work Experience/Readiness Gap , Workspan Daily article; Recent reports show that half of HR leaders see skills shortages as a top corporate threat in the coming year, and experts predict 70% of the skills used in most jobs will change by 2030.

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.

The most common voluntary or supplemental benefits, according to that report, include: ;Accident insurance (offered by 75% of surveyed employers); ;Critical illness (70%); ;Hospital indemnity (59%); Other common offerings include: ;Employee perks or discount programs (51%); ;Cancer care insurance (40%); ;Identity theft protection (39%); ;Legal plans (38%); ;Pet insurance (33%); ;Long-term care insurance (28%); Vision and dental insurance are sometimes offered on a voluntary basis as well.

.; ;70% of employers received more mental health-related requests from employees.; Having managers serve as boots-on-the-ground mental health resources can make an impact on workplaces, but only when they are properly trained and equipped .

Rewards can also support happiness and experiential connections outside of work, such as cooking, pottery or other types of classes, or a year’s admission to a museum.

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.

Can employers limit contributions to certain types of loans, such as those for the employee’s own education, or for a particular degree or school?

What You’ll Learn Creating charts, graphs, and tables from various types of data.