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The survey of 1,000 U.S. workers found that 1 in 9 respondents had quit a job due to excessive monitoring, and 90% of all participants shared strict reporting negatively affects the workplace, leading to burnout (18%), job dissatisfaction (22%) and a culture of fear (22%).

For example, an engagement and retention report conducted by Achievers found 72% of employees would rather work somewhere they feel valued, even if it means taking a lower salary.

And, research from benefit services provider Alight found most Gen Z employees find value in virtual mental health appointments (70%) and mental and emotional health apps (72%).

In Figure 1, most organizations have not yet taken action, with 45% of global organizations (37% U.S.) adopting a wait-and-see approach and 29% actively reviewing their programs (33% U.S.) as the regulatory environment unfolds.

According to WorldatWork’s 2023 “ Compensation Structure Policies & Practices ” study, produced with support from Deloitte Consulting LLP, more than a third (36%) of survey respondents reported modifying their compensation structures due to significant changes in market rates.

See the infographic See the infographic 57% very familiar with living wage 36% currently paying living wages 29% cite budgets as challenge in implementing living wage 73% cite "attracting talent" as a key motivation for providing a living wage Thank You for Being a Member Get the most from your membership today!

The total of 36 hours per week makes them full-time employees, entitled to an array of benefits, most notably health insurance — medical, vision and dental, according to LancasterOnline .

.; ;60% of organizations saw time-to-hire increase, while only 1 in 9 managed to hire faster.; ;Fraudulent or AI-assisted candidates are now the No. 1 anticipated hiring challenge in 2026, surpassing lack of qualified talent.; The report suggests TA teams that rely on manual coordination (and attempt to keep pace with growth by adding hiring headcount) are falling behind, while those that redesign hiring around AI-enabled systems are pulling ahead.

State Current Hourly Minimum Wage Hourly Minimum Wage Starting Jan. 1, 2026 Arizona $14.70 $15.15 California $16.50 $16.90 Colorado $14.81 $15.16 Connecticut $16.35 $16.94 Hawaii $14.00 $16.00 Maine $14.65 $15.10 Michigan $12.48 $13.73 Minnesota $11.13 $11.41 Missouri $13.75 $15.00 Montana $10.55 $10.85 New Jersey $15.49 $15.92 New York $15.50 $16.50 Ohio $10.70 $11.00 Rhode Island $15.00 $16.00 Vermont $14.01 $14.42 Virginia $12.41 $12.77 Washington $16.66 $17.13 Additionally, several cities and counties will increase their minimum wage rates on Jan. 1.

., H.R. 1, “no tax on overtime,” “no tax on tips,” the Fair Labor Standards Act); ;Pay transparency and pay equity (e.g., the European Union Pay Transparency Directive); ;The need to upgrade the function in a dynamic environment (e.g., be more agile, deliver more value); ;Career development and workforce readiness (e.g., soft skills, hard skills); ;How to adopt/embrace artificial intelligence (AI); Those needs and articles dovetailed with prominent themes from 2025, including: ;The challenge of retaining top talent amid a tightening U.S.