Employees face not only the ever-changing demands of their professional lives but also the constant challenges of managing their personal finances. In fact, a 2023 survey by professional services network PwC revealed that 57% of full-time employees say finances are the top cause of stress in their lives. The increasing cost of living, unexpected expenses, medical debt and economic uncertainties take a toll on employees’ well-being, impacting their overall productivity and job satisfaction.

Each summer, an influx of individuals join the workforce. Summer employment offers younger workers an opportunity to gain real-life job experience; for others, such as teachers and retirees, seasonal positions give them the chance to earn extra income. In some industries, the summer months can be the busiest and most profitable of the year.

On May 4, 2023, the U.S. Department of Homeland Security (DHS) and the U.S. Immigration and Customs Enforcement (ICE) announced that employers have until Aug. 30, 2023, to complete physical inspection of identity and employment eligibility documents for any employee whose Employment Eligibility Verification form (Form I-9) was completed virtually according to the temporary flexibilities extended during the COVID-19 pandemic.

Employers relentlessly seek innovative approaches to optimize operations and gain a competitive edge in today’s data-driven world. HR departments are crucial in driving organizational success through effective talent management. As the demands on HR professionals continue to grow, the integration of technology has emerged. Predictive analytics, specifically, can revolutionize the way organizational and HR decisions are made.

“Bare Minimum Monday” is one of many recent employment trends to gain popularity on social media. Similar to “quiet quitting,” this trend entails employees prioritizing their work-life balance and mental health by doing the least amount of work possible on Mondays to avoid burnout during the rest of the week. The practice is generally in response to underlying issues, such as lack of engagement and stress. It's essential for employers to understand this trend so they know how to support employees' well-being and, in turn, reap the benefits of a healthy workforce.

Individuals are living longer than previous generations, and, as a result, they’re delaying retirement and continuing to work to support themselves. This change in workforce demographics is leading to increased reported instances of age discrimination in the workplace. Age discrimination occurs when older applicants or employees are treated less favorably because of their age.

It’s becoming clear that pay transparency is not a passing trend. Pay transparency is the practice of an employer openly communicating pay-related information through established methods to current and prospective employees. In 2021, Colorado was the first jurisdiction to enact pay transparency laws. Since then, more states and localities have enacted such laws; by the start of 2023, a fifth of all U.S. workers were covered under pay transparency laws.

At some point, most employers will likely need to adjust a salaried employee’s compensation in a process called proration. This may be necessary when an employee is newly hired or leaves the organization during the middle of a pay period. Prorated salaries can seem complex and difficult at first glance; however, understanding when an employer can prorate a salaried employee’s salary and how to do so can provide peace of mind and help an organization avoid potential compliance issues.

In today's competitive employment landscape, many organizations recognize that employees are their most valuable asset. To attract and retain top talent, employers must go beyond competitive salaries and create holistic and meaningful employee benefits packages that address diverse workforce needs.

Employees are one of an organization’s most valuable assets, but the majority of workers who are looking to grow search for new opportunities outside of their current companies. According to a recent study by the University of Phoenix, more than half of surveyed employees were looking for a new job or expected to be looking for a new job in the next six months. Insufficient growth opportunities and inadequate support were listed as two of the most common reasons employees were searching for new jobs.

Employers continue to struggle with controlling rising health care costs and providing employees with affordable and quality care options. Of particular concern is the high costs associated with specialty drugs. The specialty drug industry has grown from a few available drugs in the 1990s to more than 300 specialty drugs today. For most employer-sponsored health plans, the cost of specialty drugs is their fastest-growing expense. As these treatments become more widely available, employers will likely be forced to address even higher specialty drug costs.

Money is a top stressor for employees, and a looming recession has reinforced that fact. Employers are uniquely poised to help support employees with much-desired financial guidance and resources. When employees experience less financial stress, employers may see greater employee productivity and morale and lower absenteeism.

Providing a transparent framework for employee opportunities can make organizations more appealing to prospective hires and help retain existing employees. Career ladders are one way for employers to provide a clear pathway for career progression, with numerous benefits for both employers and employees. This article explains how organizations can use career ladders and details HR’s role in creating them.

Medicare is a federal health insurance program for individuals ages 65 and over, regardless of income, health status or medical history. Medicare plays a vital role in providing health care and financial security to older Americans. Employers can also help by providing supplemental benefits to Medicare enrollees.

Wildfire season is getting worse, starting earlier and lasting longer. Wildfires are a part of nature’s ecosystem, but when extreme, they can be devastating to people, biodiversity and ecosystems, according to the United Nations Environment Programme. Notably, wildfires can directly impact the health and safety of millions. And, while U.S. wildfires are most common in western states, all regions should prepare for such threats, as wildfires’ impact extends beyond the immediate threat to individuals and communities.

The First Amendment protects Americans’ freedom of expression, but it doesn’t prevent a private employer from setting its own rules or terminating an employee for saying something the organization doesn’t like. Although employees don’t have a constitutional right to free speech at work, employers should still be aware of any laws that protect workers’ speech in certain situations.

Health care costs in the United States are high and rising. In fact, health care costs are outpacing wages. As such, health care coverage is becoming less affordable for many workers, resulting in many employers evaluating strategies to ensure benefits are sustainable and remain affordable.

Ageism refers to the stereotypes, prejudice and discrimination toward individuals based on age. In the workplace, this occurs when an applicant or employee is treated less favorably because of their age. This often includes older workers being terminated or denied employment opportunities, such as job offers or promotions, due to age.

Offboarding is the process of transitioning former employees out of the organization. Similar to employee onboarding, employee offboarding is a crucial time for employers. To offboard employees, organizations must complete a great deal of work in a short time frame, including finalizing payroll, completing tax paperwork and retrieving company property.

Many workers in the United States struggle with medical debt. According to a recent survey of American workers by consumer financial health organization Financial Health Network, 37% of employees have medical debt, and 32% struggled to pay their medical bills last year.