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“The average hospital stay for COVID-19 has cost Delta $50,000 per person.

Quantitative Data Collection: 🗹 Number of PTO requests;; 🗹 Number of PTO approvals;; 🗹 Average PTO accrued per employee;; 🗹 Average PTO used per employee;; 🗹 Reasons for PTO usage (e.g., vacation, personal leave, sick leave);; 🗹 Reasons for PTO not being approved;; 🗹 Employee headcount;; 🗹 Overtime hours worked; Qualitative Data Collection: 🗹 Reasons for not taking leave (e.g., workload, lack of coverage, manager disapproval, accruing for a later purpose);; 🗹 Employee understanding of PTO policies;; 🗹 Employee perceptions of corporate/department culture on taking time off;; 🗹 Employee feedback on improving PTO usage;; 🗹 Manager’s challenges in approving PTO requests (e.g., late requests, holiday weeks, request/approval system, staffing issues);; 🗹 Impact on team/department when employees are absent (high, low, unacceptable, etc.).;; 🗹 Manager feedback on improving PTO usage;; 🗹 Focus group sentiments regarding the effectiveness of PTO policies and practices that impact

The annual salary threshold for white-collar exemptions is now formalized at $35,568 per year ($684 per week).

federal minimum wage has remained at $7.25 per hour since July 2009, 17 states will raise their hourly compensation minimums on Jan. 1, 2026.

And when those claims hit a certain dollar amount per employee that some organizations may find prohibitive, stop-loss insurance takes over .

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Over the prior 12 months, healthcare had added an average of 29,000 jobs per month.

In addition, Frost shared Alight’s client data showed only 51% of employees who are earning under $40,000 per year were enrolled in employer-sponsored health coverage in 2024 (down from 61% in 2022), while employees earning $40,000 to $60,000 per year only had 78% enrollment in 2024 (down from 82% in 2022).

Per the U.S.

Total Compensation = Base Compensation + Incentive Compensation + Total Benefits Total Rewards: People and Talent Metrics Absence Rate Absence Rate = (Number of Days Absent / Total Number of Available Workdays) x 100 Cost Per Hire (CPH) CPH = Total Recruiting Costs / Number of Hires Employee Engagement Index Engagement Index = Sum of Engagement Scores / Number of Respondents Human Capital ROI (HCROI) HCROI = (Revenue - Operating Expenses - (Compensation + Benefits Costs)) / (Compensation + Benefits Costs) Offer Acceptance Rate Offer Acceptance Rate = (# of Offers Accepted / Number of Offers Made) x 100 Offer Decline Rate Offer Decline Rate = (# of Offers Declined / Number of Offers Made) x 100 Revenue Per Employee Revenue Per Employee = Total Revenue / Total Number of Employees Time to Fill Time to Fill = Sum of Total Days to Fill All Roles / Number of Roles Filled Training Investment Per Employee Training Investment Per