Searching Employment Law on page 71

The 2025 European Employer Survey Report by employment law firm Littler also found 79% of those with U.S. operations are facing challenges in managing the divergent approaches to DEI in the U.S. and Europe.;70: The percentage of higher-educations institutions that reported they employ at least one professional residing out of state (up from 63% in 2021-2022), suggesting they may be increasingly open to employing professionals living in another state.

Services Fuel Private-Sector Job Growth; Annual Pay Up 4.4% U.S. private-sector employment increased by 41,000 jobs in December, according to the latest ADP National Employment Report , released Wednesday, Jan. 7.

The study used a methodology that offered several options that had similar after-tax costs to employers.

According to Hill, compliance can come in two ways: doing what is necessary to comply with the law or believing that pay inequities are unfair and doing everything in their power to correct them.

It shows that the most frequent way of doing this was by carrying out a gender pay gap report (44%), which large British employers are required to do by law.

Beyond inclusive benefits — which are important — LGBTQ+ candidates are looking for employers who openly articulate support.

However, they may be surprised — even alarmed — to learn that 40% of turnover occurs within the first year of employment, according to the 2025 Retention Report from Work Institute, a workforce data and services firm.

As a result, we are an equal opportunity employer and do not discriminate on the basis of race, color, religion, national origin, ancestry, pregnancy status, sex, age, marital status, disability, medical condition, sexual orientation, gender identity or any other characteristics protected by law.

Based on a survey of 3,000 U.S. working women between the ages of 35 and 54, “The Menopause Report: 2025 Statistics and Trends” found: ;Only 11% of respondents were aware of formal menopause benefits available through their employer;; ;64% said such benefits are non-existent through their employer;; ;78% of those with access to related benefits said these offerings positively impact their perception of their employer; and,; ;23% of those without access said a lack of these offerings negatively impacts their perception of their employer.; The top three menopause support options sought by respondents included: ;Health insurance coverage for treatment (51%); ;Flexible scheduling (38%); ;Temperature-controlled workspaces (34%); The report recommends that employers consider those as part of a multifaceted approach that incorporates educational resources, empathy training, health benefits, reasonable accommodations and increased access to effective care.

While employers purchase stop-loss coverage to reduce that risk, the practice of “lasering” within that coverage can shift a major portion of that liability back to the employer.