A new generation of women is stepping up to take control of their financial futures, but some still face barriers to saving enough for a secure retirement. Employers have a vital role to play in providing the tools and resources women need to close the retirement savings gap.
Americans are feeling more confident about their finances and retirement readiness, according to new data on 401(k) and health savings account (HSA) balances. Supported by greater savings rates and positive market performance, average account balances grew significantly from 2023 to 2024.
Job seekers nowadays have endless options if they're looking to switch jobs. With such a tight labor market, they can afford to be selective. As employers compete for top talent, one aspect increasingly coming under scrutiny is paid time off (PTO).
As another year has kicked off, employers have many areas of focus regarding their benefit programs. It can also be challenging to achieve all goals in a single year, so decision-makers must prioritize their efforts based on their unique circumstances.
The U.S. Department of Labor (DOL) recently withdrew a 2021 tipped-wage rule vacated by a federal appeals court in August 2024, officially reinstating the pre-2021 regulation for tipped employees under the Fair Labor Standards Act (FLSA).
While no one knows what 2025 will bring from an economic point of view and there are several factors that are beyond the control of organizations, they can implement various strategies to man- age a major expense, namely healthcare.
Compensation budgets are holding steady for 2025, even as concerns over talent attraction and retention ease. Employers plan to allocate similar salary increases as in 2024, according to expert projections.
Most employees feel good about their retirement savings, but rising day-to-day expenses can create enough stress to affect workplace productivity. To attract and retain top talent, employers should consider these financial challenges when updating benefits for 2025.
The Employee Benefits Security Administration (EBSA) recently released its annual enforcement report on the Mental Health Parity and Addiction Equity Act (MHPAEA). EBSA is an agency within the U.S. Department of Labor (DOL). According to EBSA, MHPAEA compliance remains one of its top enforcement priorities.
A troubling new study reveals that the majority of employees are not using all of their paid time off (PTO), costing them and their employers.
