Employco Blog

According to a recent survey of employers by the International Foundation of Employee Benefit Plans (IFEBP), U.S. employers estimate a median 8% increase in health care costs for 2025. Catastrophic health claims and rising specialty prescription drug prices drive the projected increase. The latest findings are greater than those of the past two annual surveys, which both projected a 7% rise in health care costs.

Analysis of a separate survey from Aon reveals that the average cost of U.S. employer-sponsored health care coverage is estimated to increase by 9% in 2025. “This projected increase, which assumes employers do not implement employee cost-sharing increases and other cost-saving strategies, is higher than the 6.4 percent increase to health care budgets that employers experienced from 2023 to 2024 after cost-savings strategies.”

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As summer comes to an end and fall begins, employees with school-age children may have increased caregiving responsibilities as their kids begin a new academic year. In addition to other day-to-day challenges, parents are now dealing with school pick-up and drop-off, unexpected sick days, and other occurrences that could affect their work-life balance.

Employees may struggle with balancing these responsibilities with work, possibly causing their workplace performance and well-being to suffer. Employers can support employees during the transition into the school year by acknowledging these changes and offering flexibility. This article explores considerations for supporting working parents and caregivers during the back-to-school season.

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Recent reports have found that most employees are choosing to stay with their employers. As the labor market becomes less worker-friendly, employees are less likely to search for new jobs.

Notably, a report from LinkedIn found that in 2024, employee attrition rates, which measure the percentage of workers that leave an organization, have fallen 26% year over year. This figure is down 37% from its peak during the “Great Reshuffle” in 2022, when employee quits set an all-time record. A recent report from software-as-a-service company Ringover also found that 4 in 5 workers are unlikely to change jobs until 2025. The results of these surveys reinforce the findings of current labor metrics, which show that fewer workers are on the move.

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Election season can be a fraught time for employers, who are often faced with the challenge of fostering a culture of open communication while ensuring a civil work environment and navigating a variety of federal, state, and local laws. Therefore, as the 2024 election approaches, it is critical for employers to understand their legal rights and responsibilities, as well as the steps they can take to prevent and mitigate political tension in the workplace. 

The following resources can support your organization’s strategy and response to political issues within the workplace:

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California Enacts PAGA Reform – On July 1, 2024, Assembly Bill 2288 and Senate Bill 92 were signed into law, significantly reforming California’s Labor Code Private Attorneys General Act of 2024 (PAGA). This reform removes an initiative from the state’s November 2024 ballot to repeal the PAGA law. The reforms apply to PAGA matters filed on or after June 19, 2024.

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