C-Suite

Employee optimism remains high as workers are aware and confident of their market value, yet they also expressed concerns about financial stress along with a strong interest in personal development and growth.

Fifty-two percent of employers said employees' expectations of compensation packages largely impacts their ability to retain employees.

Employers are not immune to employment liability exposures just because some or all employees work remotely.

With employee burnout driving high turnover, a growing number of firms offer paid or partially paid leave, but careful thought needs to go into designing and implementing how health coverage and 401(k)s fit into the picture.

Collectively, people under age 27 now account for more than one-third of all hires — and almost 17% of the total workforce.

Montana and North Dakota workers are the most punctual, tallying just 10 minutes of lateness a week.

Paid parental leave will continue to move the needle for today's top talent and employers need to anticipate this expectation with scalable offerings.

With new provisions in SECURE 2.0 taking effect in 2024, employers have new options they can leverage to engage with employees who want more workplace benefits, such as student loan matching and emergency savings.