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“Just by doing some back-of-the-envelope calculations, if a worker contributes the maximum for 40 years, earns a 7.5% real return and doesn’t take any withdrawals, they can accumulate $1 million by the time they retire,” Spiegel said.

For WorldatWork Members ;What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article; ;Use This Template to Create Your Paid Family and Medical Leave Policy , Workspan Daily Plus+ article; ;The Organizational Parental Leave Ecosystem , Journal of Total Rewards article; ;Best Practices for Supporting the Parental Leave Transition , Journal of Total Rewards article; ;Parental Leave Isn’t Leave — It’s a Three-Phase Transition , Journal of Total Rewards article; ;Benefits Pulse: A Guide to Listening, Learning, and Leveling Up , tool; For Everyone ;Paid Care Leave Rising in Importance for Workers , Workspan Daily article; ;How Employee Leave Policies Can Support Women’s Health , Workspan Daily article; ;Compliance Compendium: A Primer on the Family and Medical Leave Act , Workspan Daily article; On Jan. 1, Colorado became the first U.S. state to mandate paid leave for parents to care for a newborn who has been admitted in

These proposed rules follow the GHG Protocol and require disclosure of three types: Scope 1 emissions — those produced by the company in its operations;Scope 2 emissions — those produced by direct suppliers, mainly of electricity;Scope 3 emissions — those produced up and down a company’s supply chain (NOTE: the SEC acknowledges that disclosure of Scope 3 emissions is much more difficult to quantify and provides both more time to comply and allows for a materiality standard to determine what has to be disclosed.); Other key aspects of the proposed regulations: Materiality — all of the disclosures in item 1 above are subject to the company’s determination of which climate issues and risks have material impact on the business.

In the past 12 months, TR professionals navigated: ;Executive orders related to diversity, equity and inclusion (DEI) initiatives , H-1B visas and alternative assets in retirement plans ;; ;Shifting regulations around artificial intelligence (AI) use , labor rules and pay transparency ;; ;Ever-rising healthcare and pharmaceutical costs , particularly around glucagon-like peptide-1 (GLP-1) medications ;; ;An increased focus on burnout , mental wellness and holistic well-being ;; ;The unique priorities of millennial and Generation Z workers, and how to address the needs of a multigenerational workforce ; and,; ;Personalized benefits and modular compensation .; But those were just some of the storylines.

Speak to an advisor at 877-951-9191 (United States and Canada), +1-480-951-9191 (outside US and Canada) or email customerexperience@worldatwork.org .

.; ;Less than 1 in 3 workers are confident their organization will guide them on the skills they will need in the future of work.; “Leaders often don’t have all the answers yet, so they hesitate to say anything at all,” said Sara Gutierrez, a chief science officer at people science and technology company SHL.

More than 1 in 3 respondents (38%) delivered increases within that percentage band this year, compared to 25% in 2023.

Mike DeWine signed Senate Bill 1 into law March 28, which bans public university diversity programs and faculty strikes.

Authorized under President Donald Trump’s July 2025 Working Families Tax Cuts Act , the new initiative takes effect July 1.

The report assigns companies to one of five size categories based on revenue: micro ($50 million to $500 million in revenue), small ($500 million to $1 billion in revenue), medium ($1 billion to $2.5 billion in revenue), large ($2.5 billion to $10 billion in revenue) and top 200 (200 largest companies in the S&P 500, based on revenue).