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; “As the youngest set of employees, Gen Z workers have the least experience navigating their benefits,” said Missy Plohr-Memming, the head of group benefits national accounts at insurance and benefits provider MetLife.

Incentivize CEOs to set the organization up for success when they’re gone.

For instance, if it’s critical to attract highly specialized or executive-level talent, you can intentionally set compensation packages near the upper quartile of industry benchmarks to more clearly communicate your company’s commitment to securing top talent.

So far, four states (California, Minnesota, North Dakota and Oklahoma) have banned the agreements for all workers, and others have set income levels that essentially bar them from a large portion of the working population.

Although rapid growth doesn’t always provide a quick increase in corporate revenue, it does set the stage for greater profitability.

Employers contribute a set amount per month toward an eligible employee’s student loan balance, up to a lifetime cap.; ;Student loan retirement matching contributions.

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Many modern banking apps categorize transactions, highlight spending trends, and let users set savings and spending goals.

Additionally, organizations are also paying attention to a key set of new and emerging financial interests as they design benefits strategy, the survey reported.

When survey respondents were asked how they would pay for a costly and unplanned medical bill: ;48% said they would set up a payment plan; ;31% would use general savings; ;28% would rely on credit cards; ;12% would take a hardship withdrawal from their retirement account, with millennials (20%) and Gen Z (16%) more likely to do so than Gen X (6%) or Baby Boomers (3%); Other key findings from Equitable’s survey include: ;37% of Gen Z respondents use platforms like TikTok, Instagram, Reddit and YouTube for benefits information — more than any other generation.