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;Offering sellers choices on several types of plan elements (quota size, paylines, reward mechanism) to truly customize the plan to suit their needs.

When considering the structure of a GBS, businesses should also have a handle on the types of employees they are looking to attract.

“These types of evaluations can pay significant dividends from an attraction and retention perspective,” he said, “[and] ensure appropriate cost management of these programs and compliance with the myriad of leave laws in existence today.”

While these types of modification ideas are offered with best intentions in mind, they too often result in program tinkering.

.; Workplace safety and employee morale are likely boosted when a business is proactive about addressing all types of workplace violence — not just briefly condemning violence in a handbook or holding active-shooter trainings.

A separate Mercer survey found more than one-third of large employers will offer some type of non-traditional plan in 2026.

The payroll tax rate of an employee is about half that of an independent contractor; the worker would be eligible for any fringe benefits provided employees, including health insurance mandated for employees who work 30 or more hours as required by the Patient Protection and Affordable Care Act (PPACA); the worker has lower legal risk exposure; and perhaps most important, the feeling of job security and/or unemployment benefits if the worker loses their job.

“You’d have to go back 30 or 40 years to find very many organizations that had a single salary structure for the entire country,” said Mark Englizian, an independent HR advisor and former CHRO at Walgreens.

.; Contrary to what some other people may think, we do not need to wait 20 or 30 years for the future; it is here, and we are building and living it, right now.

Across industries, employee benefits account for more than 30% of the total employment cost in the United States (U.S.