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And, research from benefit services provider Alight found most Gen Z employees find value in virtual mental health appointments (70%) and mental and emotional health apps (72%).

Public services (93%) make up the largest sector applying pay structures, with third sector (charitable employers) next at 72%.

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.

Terrence Campbell, Senior Project Manager of Compensation and Commissions, Elekta Previous Next Total Widgets = 36 Rendered Widgets = 36

In addition to traditional health benefits (72%) and paid time off (63%), the society’s 2024 Career Interest Survey found the next generation of workers want flexible schedules (61%), in-person training (67%), leadership development training (48%) and tuition reimbursement for advanced degrees (41%).

For example, an engagement and retention report conducted by Achievers found 72% of employees would rather work somewhere they feel valued, even if it means taking a lower salary.

Over a third (36%) of employers have taken medical plans out to bid and another 50% are planning or considering such action, according to WTW’s 2025 Best Practices in Healthcare Survey .

In fact, 72% already have core HR applications in the cloud or are in the process of moving them.

According to the poll of 200 CFOs in organizations with a minimum of $1 billion in revenues, 72% said the status of the North American economy will be better in a year.

WTW found: ;72% of organizations do not have plans to modify their long-term incentive plans.; ;67% have no plans to modify their short-term incentive plans.; ;28% would consider discretionary adjustment this year, if needed.; ;19% would consider changes at the end of the performance cycle, if needed.; ;11% have already made a change or are planning one.; How to Strike the Right Balance Where does this leave employers that may be tightening benefit and salary increase budgets during a time when pay expectations and financial concerns are increasing?