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“Even a well-designed rewards strategy can lose impact before reaching employees if that manager layer is misaligned or strained,” said Annie Lee, who oversaw the WorldatWork study as director of research and insights.

The 121 primarily large employers surveyed by the health- and benefits-focused nonprofit organization between June and July predict 9% median healthcare cost increases for next year, offset to 7.6% with plan design changes.

The EU Pay Transparency Directive expands beyond base salary to cover total remuneration, setting new standards for designing, documenting and explaining sales compensation programs.

Conversational HR/AI Designer.

In response, Genentech also introduced a new resiliency training program from MeQuilibrium , designed to help employees manage stress and maintain productivity, health and well-being.

We guide them in the design and delivery of Total Reward programs with our education and certification; idea exchange; thought leadership; knowledge creation; information sharing; research; advocacy; and networking.

We support the design and delivery of remuneration and incentive programs and capabilities with our education and certifications; idea exchange; thought leadership; knowledge creation; information sharing; research; advocacy; and networking. 

The World Health Organization’s designation of Thursday, Oct. 10, as World Mental Health Day presents an opportunity for organizations to review their current state and approaches to employee mental health.

Access a related Workspan Daily article on this subject: ;Out of Pocket, Out of Touch: Why Workers Are Bypassing Your Benefits; Access a bonus Workspan Daily Plus+ article on this subject: ;One Size Fits None: Designing an Effective Lifestyle Spending Account; To help employees engage with employer-sponsored benefits, HR and rewards professionals should understand what workers actually need in their benefits offerings and tailor options that provide flexibility and accessibility, according to the experts interviewed in this article.

The changes brought about by H.R. 1 expanded the availability of HSAs by: ;Permanently extending the ability to receive telehealth and remote care services before meeting the high-deductible health plan (HDHP) deductible while remaining HSA-eligible;; ;Allowing individuals enrolled in certain direct primary care (DPC) arrangements to contribute to HSAs and use their HSA funds tax-free to pay periodic DPC fees; and,; ;Designating bronze and catastrophic plans available through an Affordable Care Act (ACA) Exchange as HSA-compatible, regardless of whether they satisfy the requirements for HDHPs.; The document includes a “questions and answers” section to help employers and plan participants increase their understanding of the changes.