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The battle to attract and retain talent in this precarious stage of the pandemic is heating up. In June, 3.9 million people quit their jobs, according to the U.S. Labor Department, while the number of job openings grew to a record high of 10.1 million.
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In 2019, common answers might be unlimited snacks and beautiful office views. Suddenly, those things don’t matter anymore, and employees don’t care about them.
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In the past year, coronavirus has not only disrupted our routines and lifestyles, but has also reminded us how important it is to be proactive in protecting the health of ourselves, our loved ones, and our workplaces.
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For decades, employers routinely accepted a worker taking time away from work if they were physically ill. But what about a mental health day?
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For the longest time, it seemed that whenever wellness was brought up or discussed, the primary topic was focused around your physical health – getting annual exams, offering-up fitness solutions, pushing people to get some sleep.
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HR.com prepares HR leaders to be strategic business leaders by curating and delivering best-in-class products and services so you don’t have to waste time seeking out content on your own.
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As we reconsider how employees can be both productive and happy in this new work environment, businesses need to also reconsider vacation policies and their implications on the company’s financials.
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Here’s how to create a workplace that is mindful of employees’ health and wellness.
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Large employers can avoid the risk of potential penalties under the ACA’s play or pay rules by ensuring that they offer full-time employees at least one minimum value plan option that also is affordable.
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Here are five ways an employee app can support HR teams with open enrollment.
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