Did you know? Baby boomers born in the latter years of the baby boom held an average of 12.9 jobs from age 18 to age 58, with over 40% of these jobs held from ages 18 to 24.  These  baby boomers held an average of 5.6 jobs while ages 18 to 24. The average fell to 4.5 jobs from ages 25 to 34; to 2.9 jobs from ages 35 to 44; to 2.2 jobs from ages 45 to 54; and to 1.3 jobs from ages 55 to 58. Sounds familiar to other generations?  Source:  U.S. Census 8/26/25

Salary budgets are flat for 2026: Planned salary budgets for 2026 are looking a lot like actual salary budgets this year.  That’s according to recent research by British insurance brokerage Willis Towers Watson. Across a survey of 1,557 organizations that are either headquartered or have operations in the U.S., the median salary budget for 2026 is expected to increase by 3.5%. Notably, that’s the same level of actual salary budget increases in 2025. As finance chiefs know, budgets can and do often change for any number of reasons, so it’s an open question whether that 3.5% increase will even come through in 2026. Consider the fact that, in WTW’s same survey at the end of 2024, U.S. participants projected a salary budget increase of 3.9%. And that came after an actual budget increase of 4% in 2024. With the labor market feeling stress with growing unemployment, it will likely be a buyer’s market.  There are also less employees switching jobs.  Source: CFO 7/18/25

Prescription drug costs burden employees: Two-thirds of Americans who filled a prescription in 2024 described the cost of their medication as a burden, according to recent research from GoodRx. In addition, the survey found that more people are skipping doses, cutting back on essentials, or turning to workarounds to continue their prescribed treatment. Nearly four in 10 Americans reported concerns about affording their medications in 2025, up from 27% in 2024. While 33% said medication costs were not a burden, a combined 68% described them as a minor to catastrophic burden. Prescription drugs now rank higher than housing, food, or transportation as a financial concern for many. 46% of Americans made lifestyle or financial changes in 2025 to afford treatment, compared to 37% the year prior. Common actions included cutting back on leisure (30%) and essentials like food or clothing (28%), dipping into savings (16%), selling belongings (9%), or working more (15%). Some also incurred debt. 25% used credit cards and 18% borrowed from family or friends. 42% of respondents altered how they used prescriptions due to cost in 2025, up from 34% in 2024. These changes included delaying refills (16%), rationing doses (20%), and stopping medication altogether (13%).  Source: GoodRX 7/18/25

Are you getting traction with AI usage in the organization? Employees generally face a massive learning curve when translating AI’s capabilities into actual workplace functions, and it will be up to HR departments to articulate a vision to bridge that gap. Progress has been slow by some measures, with a March report by Jobs for the Future showing that just 31% of workers had access to AI training even though 35% said they used AI tools for work. Complicating matters, HR teams also face a generational divide on the use, and even basic awareness of, AI tools. For example, Pew Research Center survey data published in June found that 38% of adults under 30 had used OpenAI’s ChatGPT for work, compared to 30% of those ages 30 to 49 and just 18% of those ages 50 and above. And while most adults in Pew’s survey had heard of the platform, older adults were less likely to know much, if anything about ChatGPT.  Young professionals are leading the charge.  In a survey of 41 AI tutors in the U.S., every tutor said tools such as ChatGPT have made them more productive, including 63% reporting “extreme” improvement. However, they also voiced concerns: 80% said they expect AI will increase the spread of misinformation and more than half said stronger government oversight is needed.  Source: HR Dive 8/27/25, 8/12/25

Does your workplace culture align with workers’ values? Deloitte Global’s 14th annual Gen Z and Millennial Survey explored these perspectives across 44 countries. Drawing insights from 23,482 respondents, the study revealed a generational shift of professionals who are questioning traditional workplace expectations, moving away from outdated structures and seeking careers that align with their values and sense of purpose. Gen Z is more focused on work/life balance than climbing the corporate ladder: Only 6% of Gen Z respondents said their primary career goal is to reach a senior leadership position. Most Gen Z respondents (57%) and Millennials (56%) reported using GenAI in their daily work, and most view it positively. Respondents said the technology improves the quality of their work, allows more time for strategic tasks and supports better work/life balance.  Respondents also emphasized the need for training to help them adapt and thrive alongside AI. Leaders who communicate clearly about AI’s role in job transformation and link it to long-term career growth can build greater trust and readiness across their teams.  In addition, more than 80% of Gen Z and Millennial respondents said developing soft skills, like empathy and leadership, is even more important for career advancement than honing technical skills.  Source: Planadviser 6/17/25

Rhode Island  first state to require accommodations for menopause:  On June 24, 2025, Rhode Island Governor Daniel McKee signed into law House Bill No. 6161, making Rhode Island the first state in the nation to expressly require employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions unless the employer can demonstrate that the accommodation would pose an undue hardship on the employer’s business operations. This groundbreaking legislation amends the section of the Rhode Island Fair Employment Practices Act requiring employers to provide a reasonable accommodation for an applicant’s or employee’s condition related to pregnancy, childbirth, and related medical conditions to require accommodation of menopause and related medical conditions, effective as of June 24, 2025. The law amends the definition of “related conditions” to include “the need to manage the effects of vasomotor symptoms” which are commonly referred to as “hot flashes” and “night sweats.” Notably, however, the drafters of the law did not amend the definition of “reasonably accommodate,” which remains focused on accommodations related to pregnancy, childbirth, and related medical conditions. At this time, it is unclear whether the definition of “reasonably accommodate” will be amended to list potential accommodations for menopause and related conditions.  Source: Littler 7/21/25