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“Paying attention to Gen Z can reveal gaps in benefit design (e.g., emergency savings , student loan support , mental health access), reward communication and early career pay competitiveness,” he said.

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“The goal is simple: Treat postings as commitments, not placeholders, and design processes that reflect respect for candidates and clarity for internal teams.”

“They must all align on skill priorities, business priorities, workload design and recognition mechanisms, because that will ensure development is a real thing and not just checking a box,” Schawbel said.

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When asked how business has been impacted by growth in health benefit costs over the past two years, CFOs said: ;Reduced spending on other benefits (38%); ;Slower wage growth (36%); ;Increased prices for products/services (26%); ;Reduced hiring/layoffs (22%); ;Reduced investment (19%); When asked what types of cost controls they would like to see in their health programs over the next few years, 45% of CFOs favored a strong emphasis on plan design changes, such as raising deductibles.

The proposal is designed to promote better business practices and ensure uniformity in how the WHD and the courts apply these laws.

In response, employers should take a more purposeful approach in how they design total rewards programs to attract and retain these workers and deliver on the above core tenets.

In short, Whole-Person Workplaces should offer significant PTO, design their policies to encourage use, and make sure that leadership is sending the intended signals.

Learn: Health and Welfare Plans: Strategic Planning and Design Consumers with both types of plans were more likely to make cost-conscious decisions, such as comparing service costs at different facilities before receiving care, in 2023 compared to the year before.