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.; Workers would be able to take leave for up to 12 weeks per year for any combination of covered needs.

Employer-Provided Benefit % That Covered in 2024 % in 2022 % in 2020 % in 2018 Fertility Medications 32% 28% 24% 14% In Vitro Fertilization 32% 30% 24% 17% Genetic Testing to Determine Issue 19% 16% 12% 11% Non-IVF Treatments 19% 17% 11% 11% Egg Harvesting/ Freezing Services 16% 14% 10% 6% Why and How to Consider Implementing These Benefits Offering these benefits may not only serve the needs of a percentage of your workforce, but it also may make strong business sense.

However, the research also found that only 6% of organizations actually involve their employees in a lead or significant role when designing rewards programs, as shown below.

Nearly half (49%) of HR pros surveyed expect AI to make no difference to their headcount in the next 12 months, while 17% expect the use of AI tools to reduce their headcount in the next 12 months.

In 2019, the U.S. infant mortality rate (6 per 1000 live births) was double those in countries where paid leave is available (OECD 2021).

Of the organizations that do not include promotional increases in their salary increase budgets, 62% fund the promotional pay increases via vacancy, salary or other savings, 25% pull it out of the merit increase budget, 21% pull it out of the “other” increase budget and 6% pull it out of the general increase/COLA budget.

Viewed: June 12, 2025.

And, around half of millennials and Generation X workers — and 61% of Gen Z workers — “would never apply” for a job at an organization that doesn’t support DEI.; ;Legal risk.

For U.S. employers anticipating lower budgets for 2026 compared to actuals for 2025, cited reasons include: ;Concern about future economic conditions or business performance (selected by 66% of respondents); ;Prior year increases were higher than usual (32%); ;Reduced competition for labor or labor supply surplus (12%); ;Change in compensation philosophy or competitive positioning (6%); ;Other reasons (15%); For U.S. employers anticipating higher budgets for 2026 compared to actuals for 2025, cited reasons include: ;Change in compensation philosophy or competitive positioning (35%); ;Improved economic conditions or improved business performance (34%); ;Increased competition for labor or labor supply shortage (34%); ;Prior year increases were lower than usual (32%); ;Other reasons (12%); “Pay increases have been tapering year over year as the surge in wage growth and inflation begins to level off, but inflation is starting to creep back up with economic uncertainty mounting and

Only a small percentage of mangers reported across several key disciplines having the talent they need to complete priority projects: ;Legal (1%); ;Marketing and creative (4%); ;Finance and accounting (6%); ;Healthcare (7%); ;Human resources (7%); ;Technology (7%); ;Administrative and customer support (12%); In response, 60% of surveyed hiring managers said they plan to add permanent staff in the first half of 2026, and 55% said they expect to increase contract hiring to support immediate needs.