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According to FlexJobs’ survey: ;42% of surveyed workers have accrued PTO, earning time off incrementally; ;18% report having no PTO at all; ;17% have a fixed number of days off; ;12% follow a use-it-or-lose-it policy, where days expire annually; ;11% have unlimited PTO; The top reasons employees avoid taking time off included: ;43% of surveyed respondents said their workload is too heavy to justify time away; ;34% don’t have enough accrued PTO; ;30% fear falling behind; ;29% feel guilty or pressured to appear committed; ;19% said their employer doesn’t clearly support taking time off; “When people can completely unplug and disconnect from their job, they return to work more focused, productive and engaged,” said Toni Frana, a career expert at FlexJobs.

The big rise in the minimum wage comes as the Bank of England warns that the current pace of wage growth in the broader economy, which reached around 8% earlier this year, would make it hard to return inflation to its 2% target, Reuters noted.

[Conversely, 53% were at Level 1 and 27% were at Level 2.]

Another Mercer study — Inside Employees’ Minds (IEM) — revealed just 1 in 2 U.S. women (53%) felt their career goals could be met by their current employer, lower than prior years.

Notably, 66% of employers said the growing use of GLP-1 medications are impacting their approach to well-being programs such as fitness challenges and weight management, although only 2% plan to reduce or eliminate programs as a result.; ;Financial health , with educational opportunities and tools to support financial decisions offered by 92% of employers.; ;Lifestyle savings accounts and well-being incentives , averaging $600 per employee across surveyed organizations.

During that same period, though, fully on-site work and fully remote work each increased by 2%, according to the same research.

.; Scenario 2: Planning for a Hiring Increase An uptick in hiring may arise from business expansion, new product launches or favorable market conditions.

That said, this type of award is most effective for: ;Companies undergoing strategic transformation.

Models 2 and 4 show how the effects of recognition change according to organizational justice.

Journal of Management 30: 749–778.