Compensation growth slowed slightly in the third quarter of the year, signaling that the white-hot labor market is cooling off.

Wellness programs aim to improve employee health and well-being. But many miss the mark on inclusivity, potentially doing more harm than good by alienating swaths of the workforce. Experts say now is the time for employers to take a hard look at their offerings to ensure programs nurture all employees.

American workers continue to report alarmingly low levels of overall well-being, according to the latest research. Just one-third say they are doing well when their physical health, mental health, and financial stability are taken into account.

Federal regulators are moving to classify earned wage access programs as consumer loans, signaling a major shift for this rapidly growing employee benefit. The Consumer Financial Protection Bureau's proposed rule could reshape how companies like Walmart, Bath & Body Works and McDonald's offer early access to earned wages.

A significant generational shift in retirement planning is reshaping how employers need to think about their benefits packages. While older generations have traditionally viewed Social Security as their primary source of retirement income, younger workers are increasingly putting their faith—and their money—into personal retirement accounts.

U.S. employers are rapidly expanding their family-building benefits, with fertility and adoption support emerging as key offerings in the competitive talent marketplace. New research shows companies are investing heavily in these benefits to attract and retain employees while supporting diverse paths to parenthood.

Employers should prepare for a major increase in healthcare costs in 2025, with new projections showing rises of 8-9 percent or more over this year's spending.

Despite the importance of open enrollment, most employees lack enthusiasm when asked to review health insurance and other benefits forms annually.

There are many advantages to selecting an HDHP/HSA option at open enrollment time—for example, HSAs have three levels of tax savings and HDHPs typically have lower monthly premiums.