As a recession looms on the horizon of the new year, many HR experts are wondering how to best utilize benefits and compensation packages. 80% of employees say that it’s essential that their companies meet the needs of workers across all stages of life and the diversity spectrum. And, beyond adapting benefits to meet the needs the workforce, employers have lots to gain: holistically healthy employees are 53% more likely to be productive and 74% more likely to be satisfied with their job.
As the new year quickly approaches, let’s look back at HR Daily Advisor‘s best benefits and compensation content of 2022.
David Wudyka, Managing Principal and Founder of Westminster Associates, joins HR Works to discuss some of the unique challenges facing HR leaders in 2022 and takes a closer look at the changes in compensating workforces that are increasingly becoming distributed and independent.
43% of employees are concerned about the effect their job has on their mental health and wellbeing. Dr. Meisha-Ann Martin, Senior Director of People Analytics and Research at Workhuman, joins HR Work Break to discuss the importance of check-ins, appreciation, and psychological safety for employee mental health.
Dr. Kristal Walker, Vice President of Employee Wellbeing at Sweetwater, joins to share how wellness goes beyond simply finding work-life balance and how mental health is one of five elements that can build an effective employee wellbeing program. Kristal shares her key wellness components and explains why the employee experience need to be a top priority for leadership teams in this era of the modern workforce.
When employers provide essential family-forming benefits, such as lactation support solutions, they often see a 94% return-from-leave retention rate. Amy VanHaren, Founder and CEO of pumpspotting, joins to discuss the challenges of balancing child feeding, parenthood, and work, as well as how employers can provide support for working parents.
The majority of people leaving their jobs are upgrading their careers by fundamentally changing how they work, where they work, how they are compensated, and how they balance their jobs with their personal lives. Companies need to rethink the benefits they offer if they aim to attract and retain the best talent.
“Bespoke perks” are benefits that are individually crafted for individual employee as opposed to blanket policies covering an entire workforce. The future of employee benefits may be personalized or “bespoke” benefits packages that are closely tailored to the needs of individual employees.
63% of full-time workers at large to midsize companies have at least one of three kinds of unsecured debt: credit card, medical, or personal loan debt. While retirement savings accounts and health insurance benefits are common offerings for full-time employees at large companies, and many employers have begun offering student loan repayment support in recent years, few workplaces provide help with managing other forms of debt.
In the wake of COVID-19 and the Great Resignation, employers have had to rethink how they support their employees. The first step is to listen with empathy. Gauging employees’ feelings on existing resources can serve as a compass when trying to understand if they are getting the value that’s intended and help ensure your organization is putting the most supportive programs in place.
We looked at a recent question from an HRDA subscriber regarding the limitations and eligibility of the federal Family and Medical Leave Act (FMLA) coverage when providing care to adult children.
In September 2019, the U.S. Department of Labor (DOL) expanded the Fair Labor Standards Act’s (FLSA) overtime coverage to more than one million workers. In response, employers everywhere readied themselves for a potentially seismic shift. Calls to legal counsel, workforce audits, and wage adjustments ensued to make sure workers were properly classified. Soon, it may be time to do it all again.