Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

Employee Benefits Trends: Shifting from Work-Life Balance to Life-Work Tilt


As many C-suite executives and HR leaders have come to realize, employee retention and hiring are Herculean challenges in 2022. Here’s why. 

National employee turnover has steadily swelled over the past decade. Ten years ago, an average of 2.03 million United States-based employees quit their jobs each month, according to the U.S. Bureau of Labor Statistics (BLS).


Now that number has soared to greater than 4.25 million monthly — more than a 100% jump in just a decade. What’s more, this isn’t a 2022 anomaly; the number is identical to the average turnover for the last six months of 2021. 

As a result, the national turnover rate went from approximately 2.8% in 2012 to 7% in 2022. The number of quits per year has been steadily increasing throughout the past 10 years. This is not just a trend that has been brought on by the pandemic.

This “Great Resignation” has left millions of job openings in its wake. U.S. job openings averaged 3.8 million in 2012. Today, nearly 11.3 million jobs are waiting to be filled. Although estimates vary when it comes to the monetary cost of replacing an employee, research indicates that the cost of replacing someone in a technical role may cost as much as 100-150% of the employee’s salary. Loss of a highly valued C-suite employee is estimated at 213% of salary. 

Some sectors have been especially hard-hit in the aftermath of these resignations. Consequently, increasing competition exists for employers trying to attract and retain talent. 

In 2012, an average of 766,000 professional and business services roles were open, on average, each month. By 2021, this monthly average rose to nearly 1.8 million. And staffing vacancies were more than 2.06 million by Jan. 31, 2022. 

The financial sector witnessed a similar exodus, with more employees leaving their roles. Again, annual monthly averages for job openings steadily rose each year, then dipped in 2020. However, 2021 saw a resurgence of open positions. As a result, there’s been a 118% spike in job openings in the past decade.

The educational and health services sectors were hit even harder, with openings growing to a whopping 214% between January 2012 and January 2022 — from 679,000 openings monthly to nearly 2.13 million.

Therefore, to attract and retain talent in 2022, organizations are becoming more generous and/or more creative with their benefit offerings. These benefits aren’t just designed to achieve work-life balance, but rather a “life-work tilt.”

Why a Life-Work Tilt?

In part, a “life-work tilt” is the result of office closures during the pandemic. Many employees became accustomed to working from home. They enjoyed the flexibility to take part in family activities, revisit hobbies and engage with other interests.

Some employees lost family members to the COVID-19 virus and came to view personal time with loved ones as an even more precious commodity. As many companies call workers back to the office, disrupting the work-life balance they achieved over the last few years, many have opted to change jobs or to leave the workforce altogether.

As The Greatest Generation passes away and Baby Boomers increasingly retire, Millennials are making up the greatest segment of the workforce. After financial compensation, Deloitte found that Millennials value good work-life balance — even ahead of career progression, flexible working arrangements, meaningful work, and making a difference in society. Similarly, Gen Z employees also expect a better work-life balance than their Gen X and Boomer parents. 

In 2022, executives and HR leaders are leading the charge for organizational changes that proactively achieve balance. The corporate “work-life balance” standard must evolve to align with the changing needs and desires of a workforce that increasingly values time to explore personal interests and spend time with loved ones, rather than focus on their career development and professional responsibilities.

These benefits include shifts in organizational culture, such as encouraging employees to disconnect electronically and set boundaries around their time availability, trusting employees to work remotely and offering step-away-from-work options so workers can attend to personal issues.

Flexing … Everything

As many HR benefits leaders have come to realize: “flexible” is key to today’s benefits structure and the definition is broadening in 2022. A recent study supports the idea that flexibility now not only includes flexible workdays, but also flexible work times within the day, flexible workplace options, and even flexible benefits themselves.

A survey of working women found that nearly 90% of their employers offered flexible work schedules. Lack of a flexible work schedule remains one of the top reasons employee turnover rates are high. 

Flex hours especially can support DEI, as many women are the primary child and adult caregivers for their families. Often, these women work after putting a child to bed, before and after taking an aging parent to the doctor, during a child’s naptime, or on weekends. 

The ability to step away from work can provide employees with peace of mind and balance. The flexibility to drive a child to school, take a walk or pick up a few groceries can go a long way to achieving employee work-life balance. The focus is on completing work effectively — rather than having a warm body in a seat or a green glowing light that proves an employee is online.

Since the global pandemic began, employees have developed preferences for where they want to work. Some want to work only in the office; others only want to work remotely. Others prefer a balance of the two. 

Each employer must find a unique blend that will keep workers engaged and productive while meeting company goals. To this end, companies have adopted several models across the spectrum, including office-centric, hybrid, blended, or fully remote options. 

In terms of flexible employee benefit options, benefits professionals are looking at entire packages to ensure that overall benefits packages are equitable. Some employers are even giving employees a stipend to apply to benefit options of their choice.

In this case, employees can choose from a wide range of benefits such as eldercare and childcare support, additional paid vacation time and time off to take part in social justice initiatives. 

Making Room for Family Responsibilities

Family leave without pay is included in the Family and Medical Leave Act (FMLA). However, only one in four employees in the US has access to paid family leave.

The pandemic has brought caregiving issues to the forefront of conversations about employee benefits. Parents have struggled to juggle work, remote education, shifting divisions of labor, and more. Employers are now offering more childcare subsidies through spending accounts and bonuses. 

With the graying of the Baby Boomer generation, adult caregiving is a real and growing issue. Thirty million family caregivers of adults are in the labor force — a surefire reason adult caregiving benefits will only continue to expand.

Overall, 40% of unpaid caregivers for aging or special needs adults dramatically alter their work status and schedule. They drop to part-time, take paid or unpaid leave, take sick days, are absent, quit, or retire early.

In response, proactive 2022 employers are offering one-of-a-kind adult caregiving benefits that focus on the specialized needs of those who are caring for aging or special needs adults. These benefits have been shown to keep employees at work, rather than taking a leave of absence, quitting or retiring early; enhance productivity and workplace satisfaction and provide tailored support to employees, aging loved ones and their families. 

These benefits are especially important to women who shoulder most of the responsibility for child and adult caregiving in the United States. Employers who want to attract and maintain a diverse workforce, including women, are now providing employee caregiving benefits. 

Furthermore, employers who want to distinguish themselves in a competitive hiring market are offering paid leave and caregiving benefits to part-time employees in 2022.

As mentioned previously, part-time employees are often a strategic solution to staffing shortages.

It’s not easy to be an employer right now. As an HR professional, navigating the delicate balancing act between employee needs, staffing, benefits solutions and company budgets can feel like an impossible and never-ending challenge. 

“Employers continue to believe that they’re in control of employment relations, but with the current economic condition, employees are squarely in control. Employees are sellers in a sellers’ market,” said Danny Nelms, president of The Work Institute. 

In this sellers’ market, innovation, creativity, flexibility and a willingness to truly listen to the evolving needs of employees will be key throughout 2022 and beyond. Shifting the focus on work-life balance towards “life-work tilt” will not be a smooth or seamless transition, however. It’s a necessary one to attract and retain top talent in one of the hottest labor markets of the 21st century. Is your organization ready to tilt?

About the Author

Lisa Bomrad.jpg Lisa Bomrad is the vice president of human resources for Homethrive

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.