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Check with other business units that may have available talent and evaluate any potential matches to open roles.; ;Invest in technology.

Check out the rest of Workspan Magazine’s April-May 2026 issue: Eye-Opener: Don’t Hit the Snooze Button on Culture;Roused and Recharged: How to Boost the Power of a Culture Audit;Motivation Can’t Be Bought: Rethinking the Employee Experience;Giving ‘Co’ a Go: Gensler Extends Joint-Leadership Model to CHRO Role;Are Your Job Descriptions a Misaligned Mess?

“Employers increasingly demand ‘ready-now’ candidates with specialized skills, but fewer invest in long-term development, exacerbating the gap,” Mathur explained.

We’re at the ROI stage now, so we’re looking at what the claims data looks like as it relates to our well-being portal and continuing to monitor our participation rate.

What Employers Can Do — Now Organizations and their total rewards professionals can help their employees fully consider and plan for retirement healthcare costs by emphasizing these five action steps. 1.

.; Unlike the previous rules and practices, though, starting Jan. 1, 2026, these catch-up contributions now must be made to a Roth 401(k) account , although individual plans can apply a reasonable, good-faith interpretation of the statutory provisions during 2026.

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Key findings from the report include: ;Amazon is now a top destination for HSA holders to buy health and wellness products with their funds.; ;Spending at online and digital-first merchants increased (Hims & Hers, Ro Health, Warby Parker and 1-800 Contacts all saw spikes).; ;A major spending spike occurred with manufacturers and platforms tied to glucagon-like peptide-1 (GLP-1) medications.

“Businesses are under economic pressure, and developing internal talent is far more cost-effective than recruiting and onboarding new hires,” she said, adding that DDI research showed 75% of the surveyed organizations now prioritize internal promotion for leadership.

In addition, 10% of companies now have documents that govern nominations of board directors that specifically mention the consideration of people with disabilities, and 6% have someone who openly identifies as having a disability serving on their company’s corporate board.