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We guide them in the design and delivery of Total Reward programs with our education and certification; idea exchange; thought leadership; knowledge creation; information sharing; research; advocacy; and networking.

Some of the solutions employers are offering include: Emergency savings accounts (ESAs) These “rainy day” accounts allow for automatic deposits through payroll deductions and are designed to encourage healthy saving habits.

For example, companies ranging from Yelp and Uber to Citigroup and Match have implemented policies designed to support their employees’ abortion rights.

She recommended employers immediately review their severance packages and outplacement service design and offered the following action items: Ensure your plan is current.

Sun offered some questions to consider when creating a new geographic-based pay program: Will you design pay programs based entirely on labor costs, or will you factor in the cost of living and inflation?

“Offering broad-based financial well-being programs that are designed to be flexible to meet the needs of your diverse workforce shows support for all employees, not just the highest-paid employees, in making progress on their financial goals and aspirations,” he said.

If you do nothing else, consider whether your employee survey is appropriately focused on workplace culture, with questions designed to provide insight into issues that the workforce truly cares about (e.g., benefits, compensation, career development, recognition, work-life balance).

For example, as of 2015, the city of Emeryville, California, has a local ordinance requiring employers to allow the use of paid sick leave for employees to “provide care for a guide dog, signal dog or service dog of the employee, employee’s family member or the person designated by the employee.”