fifth third employee hr direct

HR / Staff. Cincinnati, OH. Posted 19 Days Ago. Personal Banker l - Cincinnati & surrounding areas. R23764. Retail. Kenwood. Posted 30+ Days Ago. Paydays on holidays can wreak havoc on payroll processing and create uncomfortable situations between you and your employees. This is because. Verify Fifth Third Bank Employees Truework allows you to complete employee, employment and income verifications faster. The process is simple and automated.

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Woman Says Scammers Drained Her Account Through Zelle, But Fifth Third Bank Told Her They 'Can’t Pro

: Fifth third employee hr direct

Fifth third employee hr direct
fifth third employee hr direct
APA Visa® Paycard Portal® Sep 28, 2020 · Wisely Pay is a prepaid account associated with a card and mobile app that makes it easy for your employees (even those without a bank account) to receive their pay, with the flexibility for you to pay whenever you need to and for your employees to access the spending power of their wages. 4). Global Cash Card. Reply. Mobile Payroll Services. You will also be able to ®™ ®, ®™. WISELY PAY TERMS OF USE: I understand that if I enroll in the Wisely Pay Program, I am not required to activate or use a Wisely Card to use the Wisely Check to receive my full net pay. Manage Your Money. "Using credit cards in the right way can help you build wealth and get better loan terms. 3 Pay with a single touch anywhere The Wisely Pay® prepaid card and debit VISA or Mastercard are issued from Fifth Third Bank, N. Cash backin’ at the beach – yeah, it’s a thing! Opt-in to cash back rewards on the myWisely app. You most likely only need to know the routing number and account number tied to that wisely card. What do I need to do if I don’t want to receive my pay on the Wisely Pay card, but want to receive my pay using the Wisely Check? You do not need to activate or use the Wisely Pay card to access your pay if you want to be paid with the Wisely Check. 5 Premier Healthcare Services is now Aveanna Healthcare. The Wisely Pay prepaid Manage pay anywhere, anytime with a mobile-first experience that lets employees access electronic pay statements, pay bills, make purchases, and take advantage of the Wisely paycard digital wallet. Wisely Pay card members can quickly activate their card at activate Wisely. secondary cards. 7 Shop and Pay Bills — In stores, by phone, or online, everywhere Visa debit cards are accepted and where Debit Mastercard is accepted. 3 and consumers are mostly dissatisfied. com or the myWisely ® app 2 2. Premier Healthcare Services is now Aveanna Healthcare. Learn More WISELY PAY BY ADPTM CARD ENROLLMENT FORM Wisely Pay by ADP Enrollment Process: 1. We reserve the right, but assume no obligation, to provide a paper (instead of electronic) copy of any required disclosure or communication that you May 14, 2018 · Payroll giant ADP LLC launched its Wisely Pay service Monday, which combines digital accounts and a Visa-branded chip card as ways to pay individuals and for them to access these funds. When I received the notice from ADP of the change from ALINE to Wisely Pay by ADP, I attempted to register for the new website, but it did not recognize my identity info (which continued to work fine on the old website though you cannot transact any new Wisely® Manual Direct Deposit Setup. To request a paper copy (at no cost to you) please mail your request at Wisely, c/o Wisely, P. 5667, or mail to ADP: Attention: Wisely Pay by ADP SBS Enrollment Request 400 Covina Blvd. com or call the number on the back of your card to set your pin. May 14, 2018 · The Wisely payroll card is the latest advancement in the future of pay—powering your response to evolving employee demographics, their pay expectations, and working arrangements. Activate your card at activatewisely. The Wisely Pay by ADP paycard is issued by Fifth Third Bank, N. Please share this information with your payroll manager. J. 95 (subject to card fifth third employee hr direct balance limits. Highly valuable content. Member FDIC, pursuant to a license from Mastercard International or Visa U. Wisely-branded pay cards will not be issued until later in 2020. Wisely by ADP is a suite of worker-focused payment fidelity cash management account direct deposit designed to offer compliance, convenience and administrative ease to employers and freedom, flexibility and financial wellness to workers. Our pay card vendor, ADP, is replacing their existing ALINE pay card with their new Wisely pay card over the coming months. By electing Wisely Pay card as my wage payment choice, I am consenting to provide my personal information to ADP to enroll in and request a Wisely Pay card.Member FDIC, pursuant to a license from Visa U. I confirm my authorization to be paid through the Wisely Card is fully voluntary. You may load $20-$500 in cash on your Wisely card at over 70,000 retail locations nationwide using Reload @ the Register™ or MoneyPak® for a flat rate of $5. The Wisely Pay card is a reloadable prepaid card that provides employers and employees a convenient, low-cost fifth third employee hr direct to paychecks. . level 2. I am currently located outside of the U. Compliance Is your solution compliant in all 50 states? Posted: (1 day ago) The Wisely Pay Visa® card is issued by Fifth Third Bank N. Additional Wisely Card Features. What is wisely Pay by ADP? Wisely™ Pay Paycard is a modern pay solution that helps you move to 100% paperless pay while also providing employees with a flexible paycard or reloadable account pay option. Posted by 6 minutes ago. Bill Pay1 Pay merchants who accept Visa ® or Mastercard ® debit cards directly with your card without a fee. 00, which is refunded 2-3 days later. IMPORTANT INFORMATION Posted: (1 day ago) Wisely Pay is a Payroll account. 730. Payment Calculator. Consumers say: Ongoing problem with Globalcashcard since they merged with Wisely. With the convenience of account access anywhere cardholder have mobile access, managing their account is now easier and more convenient than ever. The intuitive drag&drop user interface allows you to add or move areas. With this transition to ADP Wisely, there are a few points of note: Current issued pay cards will continue to function normally; Direct deposit information that has already been entered will remain the same; Employees will manage their card using the myWisely app or Here’s what you need to know about your Wisely Check. A The Wisely Pay prepaid card can be used everywhere Debit VISA or Mastercard is accepted. Learn more. Prerequisite: You MUST be enrolled in Okta Multifactor Authentication before you can set up a pay card. 4; Fraud protection if card is lost or stolen. START USING YOUR WISELY PAY BY ADP™ CARD IN 3 EASY STEPS 1 ACTIVATE YOUR CARD Visit ActivateWisely. Compatible with your payroll system. com or by call in g 1-866-313-6901. Close. -based ADP’s October 2017 acquisition of Global Cash Card, a digital-payments company. imageslink. Contact the HR Service Center at 412-268-4600 to have your SSN added to your profile in Workday. Sep 28, 2020 · *Note* As of 9/28/2020, Global Cash Card has transitioned to Wisely Pay. Saves you administrative time and money. 1 It’s FREE to sign up, and there’s no credit check to get the Wisely Pay card because it’s not a credit card. It enables users to pay wages electronically, manage paycards allowances and multiple vendors, handle all payroll options, monitor direct deposits and eliminate printing and distribution expenses. is this part of a scam? The Wisely Pay Visa® is pursuant to a license from Visa U. Wisely Pay by ADP® solutions not only help you move closer to 100% electronic pay, it allows you to give your employees more pay options, easy access to their pay and helps support their financial wellness. Only put a small amount on it each pay period to keep it active as an emergency fund. ADP offers Wisely Pay by ADP as part of a suite of wage pa Feb 04, 2020 · Fraud was settled to my benefit. Online Payroll. FasterMoney® Visa® Prepaid Card. S. In some locations, you will be automatically enrolled in ePaystub, once your direct deposit or Wisely Pay Securitas can deposit your weekly pay to a Pay Card that can be issued to you. ADP is a registered ISO www. The Wisely® Direct card is issued by Fifth Third Bank, N. Oct 01, 2021 · Rankings of Best PayCard Services, Best PayCard Companies.Member FDIC or MetaBank, N. activate your Wisely Pay card account. 2 Wisely Pay is not a credit card and does not build credit 3 The number of free ATMs may be limited based on the cardholder fee schedule. Over a million locations. 00 on the card, the transaction will be denied Follow our simple steps to get your Wisely Pay Document well prepared rapidly: Pick the template in the catalogue.Member FDIC, pursuant to licenses from Visa U. Activating your Wisely® card is easy. 3 Pay with a single touch anywhere Wisely Pay can help. See how a big purchase can fit your budget with manageable monthly payments. wisely pay card



Earned wage access can boost workers’ financial security — and company loyalty

For folks struggling to keep up with bills and pay for daily necessities throughout the pandemic, waiting two weeks for a paycheck isn't always an option.

Earned wage access, which allows workers to receive real-time earnings before their scheduled pay date, has become increasingly popular throughout the COVID-19 pandemic as millions of employees were placed under economic strain. According to an exclusive report on earned wage access by Arizent, parent company of Employee Benefit News, some demographics are more eager for this kind of workplace benefit — especially those facing inequities and unbridged gaps among classes such as economic, race, and gender.

Hispanic respondents indicated an increased need for earned wage access, more than anybody else in the workforce. The demographic had the highest use case for buying food with the funds, at 30%, compared to whites at 17%. Thirty percent of white respondents indicated that their primary use of earned wage access would be to balance their cash flow, as opposed to 16% of Hispanic respondents who gave the same answer.

Read More:  Does your payroll need a makeover? How earned wage access can help employees take financial control

This embrace of earned wage access demonstrates its budding importance in a market, and its ability to create some financial flexibility for workers and help them avoid more predatory solutions like payday loans.

“Access to cash is very important, and some of the archaic the valerie solanas processes such as bi-weekly pay can lead to reliance on payday loans, which are just not in the interest of the employees,” says Sanish Mondkar, founder and CEO of Legion, an AI-powered workforce management company. “For employers to be able to offer instant pay for earned wage access, is starting to be viewed as a great perk — and it is something that we believe will increase employee loyalty.”

Read More: Offering CFPB-compliant earned wage access to your employees

Employee loyalty is a coveted quality in a challenging talent market that’s left businesses scrambling for staff and workers. Extending earned wage access support to the most vulnerable populations can not only strengthen workers’ financial security, but boost companies’ bottom lines, as well.

“Frequent employee turnover, or lack of ability to fill open positions, has a direct impact on company productivity and profitability,” says Seth Ross. Ross is the general manager of consumer services at HR software provider Ceridian, where he also manages the company's Dayforce Wallet offering, an on-demand pay solution. “By fundamentally changing the concept of the traditional payday, employers can play an important role in immediately delivering financial support to the employees who need it most, empowering workers to take control of their personal finances while also driving value to the business.”

Read More: Tackle growing healthcare costs with earned wage access

Since launching in May 2020, Ross says Dayforce Wallet has shown promising returns to fifth third employee hr direct clients.

“Our customers are seeing positive impacts, including a 5% increase in recruiting close rates and a 9% reduction in the time it takes to fill an open position,” he says. “Our customers also found 42% lower voluntary turnover among those employees using Dayforce Wallet than non-wallet users. These numbers continue to strengthen and validate the value proposition of earned wage access.”


Fifth Third Bank Pay & Benefits reviews

Overall a great company to work for!

Personal Fifth third employee hr direct I (Former Employee) - Cleveland, OH - August 27, 2021

I have been working for Fifth Third over 8 years non consecutive. Most of the Fifth Third branch employees are wonderful to work with. Management will help you grow if you tell them your goals and interests. The pay is very good manna food bank md plenty of benefits. Although there is a dress code, there are no uniforms, allowing you to wear whatever makes you comfortable. The call expectation is overwhelming and you are expected to make a ton of calls with no consideration for the amount of appointments you have. If you have a great productive day, but you don’t meet your call goal, it can affect your already minimal annual raise. There are frequent issues with IT equipment which is embarrassing with clients. Like many other companies, you are treated as a low class citizen if you are not COVID vaccinated. I overall love this company but upper management that has very little interaction with branches, is very demanding without recognition for a job well done.


Great pay, wonderful employees, schedule


Call goals, unrealistic expectations


Employee Benefits and Perks Statistics - The Ultimate Collection

Back in the day creative and unique employee benefits were something nice to have; a way to stand out in a high-demand marketplace and keep employees around.

Today, employee benefits still serve those basic purposes, but they live in a world with lots of complicating factors and nuance. Keeping up with regulations alone is challenging enough. Good luck staying on top of trends and what inspires people to stay or move.

Access Perks is here to help. We're capturing every relevant piece of information on employee benefits, perks and compensation, and sharing them out here (with links to original sources).

By relevant, we mean released within the past couple years, and primarily geared toward our American and global audiences.

Check them out here:


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We used to keep these statistics on our employee engagement and loyalty stats page, but we feel like benefits are complex enough to merit their own collection. Like each of our stat pages, we'll update this one on a weekly basis.

Have data you'd like to see on these pages? Drop us a link in the comments.

This page is brought to you courtesy of Access Perks, provider of America's best employee discount programs and employee perks. Visit our site to learn more!

Benefits and Employee Engagement/Retention/Recruitment Stats

  • Companies rated highly on compensation and benefits saw 56% lower attrition (LinkedIn)
  • Companies rated highly on employee training saw 53% lower attrition (LinkedIn)
  • Companies rated highly on flexible work arrangements saw 137% higher headcount growth (LinkedIn)
  • 82.39% of employees say a lack of progression would influence the decision to leave their jobs (
  • Employees said the three most contributing factors to quitting their jobs were a lack of career advancement opportunities, low pay, and the absence of a salary pay raise (
  • Of those who had already quit their jobs, 35% would consider returning if they were offered a better salary or walmart eye center west bend wi higher position (
  • 30% of workers have increased confidence in the job market over the past 12 months, while 58% say they feel about the same and 12% report feeling worse (Bankrate)
  • 26% intend to look for a better job in the next 12 months (Bankrate)
  • Households that bring in less than $30,000 a year were most likely to look for a new job over the next 12 months, with nearly two out of five (37%) reporting so (Bankrate)
  • 33% of Millennials reported they were going to kick start their job search over the next 12 months, compared with 21% of Gen X and 20% of Baby Boomers (Bankrate)
  • 32% of workers are looking to change jobs in 2019, citing low pay or a lack of benefits (15%) and poor company culture (10%) as the reasons (CareerBuilder)
  • Most employees would quit their job today if offered a position at a different company with a similar role, pay and benefits (O.C. Tanner)
  • 61% of full-time workers who changed jobs in the past two years said that a 9% pay boost could persuade them to quit their job, while 30% said being underpaid would probably cause them to look for another job (Ajilon)
  • 89% of employers think employees leave because of money, when only 12% actually do (O.C. Tanner)
  • 43% of workers would be willing to leave their companies for a 10% salary increase, and weak company cultures are to blame (TINYpulse)
  • 72% of employees said having more work benefits would increase job satisfaction (Zoro)
  • About two-thirds of workers would trade their work-related data for more customized compensation, benefits and rewards and 61% would do the same for more customized learning and development opportunities (Accenture)
  • 79% of Gen Z and Millennial employees said an increase in recognition rewards would make them more loyal to their employers (daVinci Payments)
  •  70% of Gen Z and Millennial employees would stay at their job for another year if given rewards amounting to only $150 over one year (daVinci Payments)
  • 70% of staff members would be at least somewhat likely to leave their current organizations and take a job with one that is known for investing in employee development and learning (The Harris Poll)
  • 73% of employees say they’d stay at their company if there were more skill-building opportunities (LinkedIn)
  • 36% of Gen Z, 25% of Millennials, 20% of Gen X, and 21% of Baby Boomers view investment in employee training as a top factor when considering a new job (LinkedIn)
  • The top three reasons Millennials left their job were: better compensation and benefits, more advancement and more of a challenge (LinkedIn)
  • The top three reasons Gen X left their job were: more of a challenge, better compensation and benefits, and more advancement (LinkedIn)
  • The top three reasons Baby Boomers left their job were: more of a challenge, better fit for skills and interests, and to make more of an impact (LinkedIn)
  • Among employees who left their previous job, 34% said finding a new job with more career development opportunities spurred them on (The Harris Poll)
  • Career development ranked 2nd to compensation as the reason employees left their organizations (The Harris Poll)
  • Hourly workers prefer to be developed for advancement internally rather than look elsewhere for career growth opportunities (Branch)
  • 36% of workers and nearly half of millennials would consider quitting a job that didn’t provide learning opportunities (Docebo)
  • Top reasons workers left a job were not feeling valued, not being paid enough, and inadequate opportunities for advancement (Reflektive)
  • Slightly more than half of employees ranked opportunities for growth as more important than compensation (Hibob)
  • 25% of employees reported leaving a previous job because they felt underpaid (Hibob)
  • 58% of workers said money is the main driver in choosing their work, followed by benefits and vacation packages (Reflektive)
  • 54.2% of employees would leave their job for a pay raise, career advancement (37.8%) and for better corporate benefits (20.7%) (Achievers)
  • 52% of employees are looking or would consider leaving their company because of compensation, 43% career advancement, and 19% lack of recognition (Achievers)
  • Money remains the top reason workers quit their jobs, but it’s not always what attracts them to a new opportunity (PayScale)
  • 25% of employees cited a bigger paycheck as the top reason for quitting their job, but 27% said the opportunity to do more meaningful work is why they accepted a new position (PayScale)
  • Less than one-fifth of employees said they were unhappy at their current organization, while the same number said increased responsibilities drove them to a new job or that more pay was the key driver for switching jobs (PayScale)
  • Women were 11% more likely than men to say flexible work options drove them to a new job, and millennials were 9% more likely to leave a job for more money than boomers (PayScale)
  • 80% of workers would keep a job with benefits rather than take one that offered more pay and no benefits (AICPA)
  • 72% of workers are satisfied, but 60% are still looking around for a new job with higher wages (Addison Group)
  • 78% of workers would likely remain with their employer because of the benefits it offers, up from 72% in 2016 (WTW)
  • More than 50% of employees said they have left jobs after hearing the siren calls of better benefits elsewhere (Randstad)
  • 55% of employees would be somewhat likely to accept a job with lower compensation but a more robust benefits package (Aflac)
  • More than 35% of 18-34 year olds ranked compensation as the top motivating factor to leave their job (Ceridian)
  • Employees said their top concerns during their job search would be their experience in the hiring process, the number of perks, programs and benefits a company offers to help workers with work-life balance and their connection with a company’s culture and values (Spherion)
  • Retention (72%) and recruiting (58%) were the top reasons for increasing benefits (SHRM)
  • In companies without flexible work options, women are 20% more likely to look for a new job in the next three years and men are commercial property maintenance more likely to do so (BCG)
  • 34% of female employees said their company has a flexible work program in place (BCG)
  • 69% of women with advanced degrees or high-honors undergraduate degrees that had left work would not have done so had their workplace offered more flexible work arrangements (Center for Work-Life Policy)
  • 71% of employees would quit if another employer offered them flexible scheduling in a new job (ExecuSearch)
  • 51% of employees would not consider a job that provides less flexibility than their current job (Alight Solutions)
  • 89% of employers said flexible working options are important when it comes to staff attraction and retention (Hays)
  • 33% of employees said flexible working options were critical to their remaining in employment (Hays)
  • 80% of employees who ranked their benefits satisfaction as extremely or very high also ranked job satisfaction as extremely or very high (EBRI)
  • Nearly two-thirds of employees who ranked benefits satisfaction as extremely or very high ranked their moral as excellent or very good (EBRI)
  • 83% of employees say health insurance is very or extremely important in deciding fifth third employee hr direct to stay in or change jobs (EBRI)
  • It’s to the employer’s advantage, even for small businesses, to offer benefits in the quest to attract top talent and keep their good employees from jumping ship (Clutch)
  • 79% of employees cited a competitive benefits plan as an influencer, and 77% cited cost (Wellable)
  • 45% of employers have raised pay rates in order to stay competitive attracting and retaining talent (SunTrust)
  • 43% of employers increased benefits in order to stay competitive attracting and retaining talent (SunTrust)
  • 36% of employers offered more flexible work arrangements in order to stay competitive attracting and retaining talent (SunTrust)
  • 23% of employers offered additional recognition programs in order to stay competitive attracting and retaining talent (SunTrust)
  • 17% of employers offered college loan repayment and/or college savings programs to combat fifth third employee hr direct talent shortage (SunTrust)
  • To overcome technology gaps, employers said they plan to adopt change management strategies and new technologies to attract specialized or highly skilled talent (75%), find talent that can do the work faster (62%), speed up talent acquisition (57%) and reduce reliance on costly brand-name consulting firms (40%) (Catalant)
  • The top factors cited for job satisfaction were: having the latest digital and technology skills; savings or financial assistance programs and vacation (Randstad)
  • 58% of business leaders said their technology offerings are a factor in candidates’ decisions to work for them and 51% said outdated technology hampers their ability to compete for talent (Harvard Business Review)
  • Over two-thirds of businesses believe they will no longer be competitive if they don’t become “significantly digitized” by 2020 (Gartner)
  • 83% of employers say retaining employees is their top benefits objective (MetLife)
  • 51% of employers plan to leverage benefits as a retention strategy in the next three to five years (MetLife)
  • 83% of employers have changed their benefits strategy within the last three years (Empyrean)
  • 61% of U.S. adults look for career development opportunities when considering employment opportunities (Jobvite)
  • Younger workers are more likely to prefer career development to more money, while the unemployed are slightly less likely to select career growth as a top priority (Jobvite)
  • Development opportunities were a top attraction for 23% of Gen Z vs. 17% of millennials at the same age in 2013 (Gartner)
  • More than 70% of HR professionals believe outmoded work practices, sketchy career paths and limits on advancement, development and mentoring are impacting attrition and 69% identified flexible work schedules, wellness programs, fast-track promotions and other perks as problematic (Allegis Group)
  • 51% of employees would quit their job if training was not offered (Udemy)
  • More than 80% of employees would quit their jobs for better development opportunities (ExecuSearch)
  • Offering career training and development would keep 86% of millennials from leaving their current position (Bridge)
  • If a job lacks growth opportunities and avenues for leadership development, 67% of millennials would leave that position (Bridge)
  • Money is the number one motivator for 67% of job seekers and employees looking elsewhere for career opportunities (Glassdoor)
  • 43% of employees said they would leave their current jobs for another that paid better (Ajilon)
  • Half of employees would sacrifice their salary, as much as 29% of it, to work a job they enjoy (Kforce)
  • 79% of employees would not accept a job with a higher salary from a company that failed to act in response to a report of sexual harassment (The Manifest)
  • 76% of employees wouldn’t join a company offering a higher salary that sells users’ data without users’ knowledge (The Manifest)
  • 54% of employees are willing to accept a higher salary to work for employers that make donations to political candidates they dislike, block labor unions from organizing (39%) and use legal loopholes to minimize their tax liability (38%) (The Manifest)
  • 44% of workers would leave their job for one with better pay (Robert Half)
  • 58% of managers extend counteroffers to workers who say they’re leaving; these workers, on average, leave in less than two years later (Robert Half)
  • 50% of adults would leave their current job for better benefits (Yoh)
  • 42% of adults said they’d jump ship for a flexible work option (Yoh)
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  • 70% of millennials have considered leaving a job for another boasting flexible work options, but just 50% of older workers have felt the same pull (FlexJobs)
  • Almost 80% of millennials said they would be more loyal to an employer offering flexible work options, while just over 70% of older workers said they same (FlexJobs)
  • Roughly one-third of adults would leave their job for a higher-level position, a better company culture or a shorter commute (Yoh)
  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (WTW)
  • Gen Xers are slightly more satisfied with their benefits than millennials (53% vs 52%), and 49% of boomers report they are satisfied with their benefits (LIMRA)
  • 35% of millennials have turned down job offers because they were dissatisfied with the benefits, compared to 27% of all other age categories (Anthem)
  • Employees who are very satisfied w/ benefits are almost 4x more likely to be very satisfied with their jobs (MetLife)
  • One in three millennial workers, and 27% of other employees, has turned down a job offer due to insufficient or lackluster health insurance (Anthem)
  • 76% of millennials reported that benefits customization is important for increasing their loyalty, compared to 67% of baby boomers (MetLife)
  • 55% of employees cited health coverage as the greatest driver of job satisfaction, followed by paid vacation (18%), overtime pay (11%) and retirement plans (10%) (Clutch)
  • Health coverage is the reason 56% of employees remain on their current job (American’s Health Insurance Plans)
  • 68% of employers believe health benefit plans affect their reputations and can raise employee morale and satisfaction (Healthcare Trends Institute)
  • 75% of employers say that retaining and attracting quality employees were important outcomes of benefits (Healthcare Trends Institute)
  • 68% of employers say improving employee morale and satisfaction is an important consideration in employee benefits; 67% cite improving employee health (Healthcare Trends Institute)
  • 43% of employees said annual leave is the work-related benefit that would make them feel most loved at work, followed by public recognition (15%), team drinks (15%), training (10%), professional mentoring (7%), sleeping in once a week (7%), and getting a parking space for a month (2%) (Xexec)
  • 62% of employees under 50 wouldn't consider working for a company that didn't offer voluntary benefits (BenefitsPro)
  • 55% of workers who feel their employer cares about their well-being want to stay at their company for 10 years or more vs. 33% who don’t believe their company cares (Guardian)
  • 73% of U.S. workers said health and wellness programs are a consideration in deciding whether to work for a company (OfficeTeam)
  • 87% of U.S. workers ages 18-34, 70% ages 35-54, and 44% ages 55+ factor in health and wellness offerings in their job decisions (OfficeTeam)
  • 79% of men and 65% of women consider health and wellness in their employment decisions (OfficeTeam)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer and 53% say the same about financial planning programs (MetLife)
  • If offered financial programs at work, 89% of Gen Xers would participate in them (Purchasing Power)
  • Nearly a third of millennials say they’ll be chasing higher salaries at another employer five years from now (Staples)
  • 68% of employees did not choose salary as the most important factor to inform their decisions to take or reject job opportunities (Lexington Law)
  • Reasons employees value their work and are loyal to their employer include the work they perform (55%), salary (50%) and immediate supervisor (39%) (Addison Group)
  • Almost 40% of employees chose interests and passion as the most important factor that informs their decisions how to apply for a credit card uk take or reject job opportunities (Lexington Law)
  • 10% of employees said benefits are the most important how to set up zelle with capital one that informs their decisions to take or reject job opportunities (Lexington Law)
  • 45% of employees said they consider a prospective company’s work-life balance a crucial factor when researching a job (Lexington Law)
  • 50% of employees said they have left a position to escape a bad manager (Lexington Law)
  • 72% of employees say that having the ability to customize their benefits would increase their loyalty to their current employer (MetLife)
  • 66% of employees who receive perks are satisfied with them (Clutch)
  • 47% of people actively looking for new positions say company culture is the main reason (Hays)
  • 60% of employees say they have left jobs, or would consider leaving because they don’t like their supervisors, and 58% say they would leave their job because of negative office politics (Randstad)
  • 80% of employees would take a contract position if it offered more of what they want (Hays)
  • 23% of active job seekers would take a new position without a pay increase (Hays)
  • 41% of Gen X are happy in their role, 51% experience high or very high workplace pressure, and one-third say they are highly likely to consider leaving their current role (Hays)
  • Baby Boomers are most likely to be satisfied in their current role (48%) and least likely to consider leaving (77%) (Hays)
  • 37% of Gen X contemplate leaving to advance their careers, 5% lower than millennials (DDI)
  • 52% of employees who aren’t satisfied with their benefits want more of a benefit they already have (Clutch)
  • 14% of employees want different benefits altogether (Clutch)
  • 32% of employees say that they feel neutral about, or are not satisfied with, the benefits they receive (Clutch)
  • 42% of businesses report that their ability to recruit has been improved by their pension scheme (CBI)
  • 42% of businesses report that pension provision has a positive impact on employee i m living my best life lyrics (CBI)
  • 75% of Gen Z college grads are more likely to work for a company that offers opportunities to work abroad (Graebel)
  • 24% of Gen Xers say the desire for financial stability motivates them to stay in a job (Purchasing Power)
  • 96% of employers reported that personal financial issues affect their employees’ overall job performance (IFEBP)
  • 33% of workers are distracted by personal financial issues, and 46% of those distracted by financial stress say they spend three or more hours each week dealing with related issues at work (PwC)
  • 44% of employees are happy in their current role (Hays)
  • 12% of businesses are happy with current levels of employee engagement (CBI)
  • 55% of businesses think that stronger engagement would improve their ability to either retain, recruit or carry out succession planning (CBI)
  • 44% of businesses think improved employee engagement would lead to them better being able to retain, whilst 36% think it would have a positive impact on recruitment (CBI)
  • 7% of gig economy-only workers (those without access to employer-sponsored benefits) have long-term disability insurance, while 16% have access to a retirement savings account vs. 52% off full-time employees (Prudential)
  • 67% of gig-only millennials reported that they like their current work situation and wouldn’t want to change it, and 75% of workers over the age of 56 reported the same (Prudential)
  • 45% of Gen X gig-only workers reported satisfaction with their work (Prudential)
  • 70% of millennial gig-only workers (or those without a job that provides benefits) have no access to benefits vs. 44% of gig-only workers over the age of 55 (Prudential)
  • 50% of employees cite benefits as an important reason they remain with their current employer (MetLife)
  • At companies where employees are offered no benefits, only 46% of employees would recommend their employers as great places to work (MetLife)
  • 23% of full-time employees do not receive any benefits from their employers (Clutch)
  • At companies offering 1-5 benefits, 53% would recommend their employers as great places to work (MetLife) 
  • At companies offering 11 or more benefits, 66% would recommend their employers as great places to work (MetLife)
  • 41% of employers ranked retention as their top employee benefits objective  (MetLife)
  • Nearly 40% of employees say having a wide selection of benefits would make them feel more loyal to their employer (MetLife)
  • Workers who have a good work-life balance are 10% more likely to stay at their companies than those who don’t (TINYpulse)
  • More than 80% of millennials say they seriously consider how a position will affect their work-life balance, but only 62% of older workers agreed (Flexjobs)
  • Workers who are finding balance between their jobs and personal lives are twice as happy, more productive and show greater loyalty to their employers than those struggling to find balance (Robert Half)
  • Workers said they would rank work-life balance higher than salary when considering a job prospect (FlexJob)
  • 45% of employees said they are very or extremely satisfied with their work-life balance (Spherion)
  • Workers ages 18-35 rank career advancement opportunities (32%) and work-life balance (34%) as most important to them at work (Comparably)
  • 41% of workers older than age 35 said work-life balance was the most important feature (Comparably)
  • 34% of parents felt resentful about their employer’s approach to work-life balance, with more fathers than mothers expressing this sentiment (37% vs. 32%) (Working Families)
  • 46% of millennial fathers feel resentful about their employer’s approach to work-life balance (Working Families)
  • 37% of parents said that changing company culture to make work-life balance more acceptable should be a priority for employers (Working Families)
  • When asked which work benefits they valued most, workers chose work-life balance, only 8% said it was less important than compensation (Comparably)
  • Workers in legal, design and business development picked work-life balance as the second most important work benefit (Comparably)
  • 25% of employees would require at least a 20% increase in salary to justify making a move (West Monroe)
  • 26% of job offers are rejected due to benefits/salary not meeting expectations (MRI Network)
  • 26% of small-business employees would jump ship to a larger company if it meant better benefits offerings (Aflac)
  • 72% of small-business employees say an improvement in their benefits offerings would make them even happier (Aflac)
  • 50% of small-business employees say that having a benefits package is either extremely or very important to their happiness (Aflac)
  • Among small business employees, 33% saying they’re “satisfied” with the benefits they receive, 20% are “disappointed,” 13% are “happy,” 3% are “angry.” (Aflac)
  • 50% of employees are satisfied with their benefits (MetLife) 
  • 87% of employees expect their employer to support them in balancing their life between work and personal commitments (Glassdoor)
  • 41% of employed patients and survivors indicate health insurance is one of the primary reasons they want to work (Cancer and Careers)
  • 42% of employed cancer patients and survivors feel they need to stay at their current workplace because they need health insurance (Cancer and Careers)
  • 35% of employed cancer patients and survivors are afraid to change their work status because it would limit their health insurance options (Cancer and Careers)
  • 53% of employees said that financial planning programs are important for increasing loyalty (MetLife)
  • 53% of employees would like their employers to offer tools that provide suggestions on how they can improve their financial situation (WTW)
  • 60% of employees said they would be more loyal to a company that helped cover prenatal care, family planning and abortion care (NARAL Pro-Choice America)
  •  45% of job seekers said it’s become harder to find a job this year, despite low unemployment numbers (Jobvite)
  • 67% of workers with consistent schedules have been at their current job for three years or more (TSheets)
  • 62% of workers with availability-based schedules and 51% of workers with rotating schedules have been at their current job for three years or more (TSheets)
  • 93% of state and local workers say pensions incentivize public workers to have long public service careers, while 94% say offering a pension is a good tool for attracting and retaining employees (NIRS)
  • 89% of state and local employees plan to stay with their current employer until they are eligible for retirement or can no longer work (NIRS)
  • 58% of state and local employees say that switching them out of a pension into an individual retirement plan would make them more likely to leave their job (NIRS)
  • 73% of state and local employees say they would be more likely to leave their fifth third employee hr direct if their healthcare benefits were cut (NIRS)
  • 92% of state and local employees say eliminating pensions for the public workforce will weaken governments’ ability to attract and retain qualified workers (NIRS)
  • 74% of Millennial state and local employees say a pension benefit is a major reason they chose a public sector job, while 85% say they plan to stay with their current employer until they are eligible for retirement or can no longer work (NIRS)
  • 85% of Millennial state and local employees say they plan to stay with their current employer until they are eligible for retirement or can no longer work (NIRS)
  • 84% of Millennial state and local employees say a pension benefit is a major reason why they stay in their jobs (NIRS)
  • More than half of Millennial state and local employees say switching out a pension would make them more likely to leave their job (NIRS)
  • 74% of Millennial state and local employees say they will stay in their job as long as possible to ensure financial security in retirement (NIRS)
  • 74% of Millennial state and local employees say a pension benefit is a major reason they chose a public sector job (NIRS)

Salary and Base Compensation Stats

  • 29% of workers say their pay didn’t meet their needs when they worked their ideal schedule, 52% said their pay did meet their needs and 19% said their pay exceeded their needs (TSheets)
  • 25% of women and 34% of men are salaried (TSheets)
  • 13% of workers say they’re paid an hourly wage but are not paid for hours worked outside their schedules (TSheets)
  • 65% of workers say they’re paid by the hour, 30% indicate they are salaried, and 6% are compensated in other ways, and 32% are paid a commission (TSheets)
  • Of employees who are actually paid above market, 35% believe they are paid below, 45% equal to and 21% above (PayScale)
  • Of employees who are actually paid at market, 6.4% believe they are paid below, 30% equal to, and 6% above (PayScale)
  • Of employees who are actually paid below market, 83% believe they boney m youtube paid below, 14% equal to, and 3% above (PayScale)
  • Half of U.S. workers haven’t received a pay boost in some form over the past 12 months (Bankrate)
  • Nearly 49% of Americans reported seeing higher pay this year, up from 38% last year and the highest since 2016 (Bankrate)
  • Of the near 49% of employees who did see higher pay over the past 12 months, about 28% received a raise, while 12% found a better paying job and 10% found both (Bankrate)
  • 38% saw extra compensation for their performance, while 31% were promoted or given new responsibilities (Bankrate)
  • The typical “cost-of-living” increase accounted for 26% of workers who reported getting a raise (Bankrate)
  • Half of all baby boomers who got a pay raise received a performance-based boost, compared to 32% of Millennials and 40% of Gen X (Bankrate)
  • 34% of Millennials got a raise by progressing to a higher-level role, compared to 22% of Gen X and 27% of Baby Boomers (Bankrate)
  • 35% of Millennials were more likely than any other generation to leave for a better paying job, compared to 19% of Gen X and 9% of Baby Boomers (Bankrate)
  • 64% of households making less than $30,000 didn’t see any kind of boost to their pay in the past 12 months compared with 52% of those making between $30,000-$49,999, and 43% of those who make between $50,000-$74,999 (Bankrate)
  • 56% of college graduates made more money over the past 12 months, but 45% of those without a college degree experienced those same opportunities over the past year (Bankrate)
  • Women were more likely to report no change in pay with 53% reporting no raise compared with 47% of men (Bankrate)
  • 13% of women found a better-paying job compared to 10% of men (Bankrate)
  • 49% of professionals feel they are paid fairly at their jobs (Robert Half)
  • While employees prefer pay over benefits, most business leaders believe employees want benefits and perks over beefier paychecks (WSU)
  • 32%-35% of employers are reserving variable pay for executives and managers, while 22%-25% are reserving it for lower-level employees (Gallagher)
  • 39% of organizations use variable pay for at least one employee capio partners llc sherman texas (Gallagher)
  • 20% of employers reported using lump sum awards for at least one employee group (Gallagher)
  • The portion of compensation subject to performance rises from 5% for low-level workers to 25% for executives (Gallagher)
  • 26% of employers indicated higher healthcare costs were a primary factor for keeping salary increases in check (Gallagher)
  • Almost 57% of employees would give up any and all offered benefits if it meant their salary increased (Zoro)
  • For a $5,000 salary increase or an extra week of PTO, the majority of employees would happily say goodbye to office birthday celebrations, company memorabilia, free snacks, and even free coffee (Zoro)
  • 41% of employees said a higher salary would improve their job satisfaction (CNBC)
  • 25% of workers say they are very well paid and 48% say they are somewhat well paid (CNBC)
  • 55% of full-time employees rank fair compensation as the first or second most valuable employer attribute, closely followed by fair treatment (54%) and ethical standards (38%) (Clutch)
  • Money is a major pain point for 80% of workers (Ceridian)
  • 80% of North American workers are stressed to some capacity about pay and money issues on a regular basis (Ceridian)
  • 27% of employees believe their employers do not care about their financial wellbeing, and only 25% believe they care very much (Ceridian)
  • 59% of full and part-time employees are currently paid every two weeks but 37% would prefer to be paid weekly (Ceridian)
  • 30% of workers are content with how transparent employers are about pay (Ceridian)
  • About 50% of female workers and 35% of male workers said not earning enough money is the top reason they’re unhappy with their employers (Ceridian)
  • 37% of workers said they aren’t comfortable discussing pay with managers (Ceridian)
  • About 30% of workers said they must turn to credit cards to pay unexpected expenses, and 11% must borrow from relatives (Ceridian)
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  • Employers are on average offering new talent 15% pay increases to come on board, but employees only expect a 10% pay raise when switching employers (Gartner)
  • Organizations with attractive EVPs can reduce the compensation premium needed to attract qualified candidates as well as potentially decrease annual employee turnover by just under 70% (Gartner)
  • Companies using a daily payment benefit were able to fill open positions 52% faster and reduce employee turnover by 41% (DailyPay)
  • Employees are willing to take a 13% reduction in pay in order to receive daily versus weekly pay (DailyPay)
  • 47% of employees feel underpaid, 44% are dissatisfied with benefits and 43% feel unsatisfied with their career path (Addison Group)
  • Nearly half of employees have expressed concerns that their current pay did not line up with that of other employees in similar roles (Paychex)
  • 46% of professionals feel they are underpaid at their jobs (Robert Half)
  • 5% of professionals feel they are overpaid at their jobs (Robert Half)
  • 90% of employees would forgo 23% of their earnings – an average of $21,000 a year – for more meaningful work (Betterup)
  • Male employees said they wanted an average annual salary of $444,958 while women wanted an average annual salary of $278,637 (MidAmerica Nazarene University)
  • Women make about 80 cents for every dollar men earn, which increases to 92 cents when education and occupation are factored in (Georgetown University)
  • When measured by total earnings across the most recent 15 years for all workers who worked in at least one year, women workers’ earnings were 49% of men’s earnings (Georgetown University)
  • 71% of employees won’t tolerate companies paying women and minority employees less than others for doing the same job (The Manifest)
  • Half of all employees received a raise or promotion in the prior year (Board of Governors of the Federal Reserve System)
  • About 70% of HR managers and senior execs expect employee pay raises to stay at 3% or less on average (PayScale)
  • More than 40% of employers gave raises of 10% or more for some jobs within their organization (PayScale)
  • More than 60% of employers plan to raise wages in 2019, with 70% saying increase will range from .5% to 3% (LaSalle)
  • Nearly 60% of Americans would take a job they love over a job they hate, even if the preferred position paid half the amount of salary they would earn at the job they dislike (Lexington Law)
  • Cities with the most workers who feel underpaid: San Diego (62%), Austin (54%), Houston (53%), Nashville (53%) and Philadelphia (52%) (Robert Half)
  • Cities with the fewest professionals who report being underpaid: Miami (33%), Dallas (37%), New York (37%), Los Angeles (39%), San Francisco (39%) (Robert Half)
  • 52% of workers ages 55 and older think they are compensated fairly, 44% ages 18-34 and 51% ages 35-54 feel the same (Robert Half)
  • 31% of U.S. employees don’t believe their employers pay fairly when factoring in age or race, and 48% believe men are paid more than women (Begom)
  • 49% of women were more apt to feel underpaid compared to men (44%) (Robert Half)
  • Men are paid 18% less when they’re viewed as warm, agreeable, caring and sympathetic (Harvard Business Review)
  • Men are more likely to leave for being underpaid compared to women (39% vs. 33%) (Ajilon)
  • Employees with a bachelors degree or higher, as well as those earning more than $100,000 per year were most likely to say they’re being paid fairly (50% and 57%) (Robert Half)
  • U.S. employers project to give exempt, non-management employees average pay increases of 3.1% in 2019, compared to 3% in 2018 (WTW)
  • Average merit salary increases aren’t expected fifth third employee hr direct reach beyond 2.9% in 2019 (Mercer)
  • The average total budget increase, including merit and promotional budgets, is expected to be 3.4% (Mercer)
  • 78% of organizations are concerned with talent retention, 73% with talent attraction and just over half a need to pay for performance (Mercer)
  • 80% of organizations have an annual salary increase budget to stay market competitive and reward individual performance (77%), but less than half do so for talent retention (Mercer)
  • Workers’ wages, in relation to inflation, dropped by 1.8% (Mercer)
  • With the rapidly rising Consumer Walmart eye center fremont ca Index, U.S. workers earned 1.4% less this year than they did in 2017 (Mercer)
  • About half of employers have a separate budget for promotional increase, which rings in at an average of 1.2% of payroll, with an average promotion salary increase at 7.8% of base pay (Mercer)
  • 88% of employers use performance as a driver of base salary adjustments (Mercer)
  • A little less than half of employees would accept a smaller salary to work for an environmentally friendly and socially responsible employer (Swytch)
  • More than 10% of employees would take a salary decrease of $5,000-$10,000 each year and 3% would accept a decrease of more than $10,000 to work at an environmentally friendly and socially responsible employer (Swytch)
  • 52% of organizations reported a need to deliver “pay for performance” (Mercer)
  • Higher pay was the first priority for hourly workers, followed by predictable work schedule, a positive work culture, scheduling flexibility and supportive managers (Branch)
  • Nonexempt hourly employees can expect larger pay increases next year with 3% in 2019 vs. 2.9% in 2018 (WTW)
  • Only 3% of companies plan to freeze salaries next year (WTW)
  • Pay raises have hovered around 3% for the past decade, with 2008 showing the last significant increase in pay at 3.8% (WTW)
  • Star performers receive the highest possible ratings and were granted an average increase of 4.6% in 2018, 70% higher than the 2.7% increase granted to those receiving an average rating (WTW)
  • U.S. workers’ wages grew on average 3% over last year, an increase of $0.80 per hour, raising the average hourly wage to $27.46 (ADP)
  • Wage growth for newcomers to the workforce dipped by .1%, while wages increased by 4.5% for workers age 55 and older (ADP)
  • Job switchers age 55 and older are seeing higher wages, up 6.3% - 1.5% higher than workers ages 35 to 54 (ADP)
  • Wages for full-time workers who switched jobs grew by 4.9% on average year-over-year (ADP)
  • Wage growth for job holders was 4.3% on average year-over-year (ADP)
  • 33% of organizations are offering higher salaries than they were last year (Randstad)
  • Base pay is expected to rise 3.0 percent in 2017, up slightly from 2.8 percent in 2016 (Aon Hewitt)
  • Workers saw a 2.9% raise in base pay in 2017 (Aon)
  • 76% of business leaders plan to raise wages (JPMorgan Chase & Co)
  • 48% of employers reported plans for increasing wages in 2018 compared to 58% in 2017 (LaSalle Network)
  • In 2018, workers are projected to see a 3% increase in base pay (Aon)
  • 51% of senior managers said they expect year-end bonus levels to be at least somewhat higher than 2016 (Robert Half)
  • Employers plan to spend only homes for sale in valencia neighborhood edmond ok of payroll on bonuses, the lowest increase since 2010 (Aon)
  • 70% of decision makers say they plan to offer bonuses in 2017 (Modis)
  • While 63% of entry-level employees wanted extra opportunities to earn more money, only 49% of employees in middle management desired the same (Zoro)
  • 40% of employers are reducing or eliminating pay increases for less-than-stellar performers and 15% are setting performance targets that are more stringent (Aon)
  • 19% of U.S. workers are satisfied with their current salaries (Indeed)
  • 60% of U.S. workers said it would take an extra $6,000 per year to feel comfortable/satisfied with their job (Indeed)
  • 44% of employees believe they are paid at or above market rate (Hays)
  • 90% of employees who believed they were paid below market rate for their jobs were actually paid at market or above market; only 11% of people who capital one high interest savings rate they were underpaid were correct about that belief (PayScale)
  • 75% of people who think they are paid at or above the market rate report being satisfied with their job (PayScale)
  • 59% of workers who believe they are paid below market still report job satisfaction (PayScale)
  • 47% of employees believe fair and market competitive compensation would improve their work situations (Mercer)
  • 28% of HR leaders identified ensuring rewards competitiveness as a top priority (Mercer)
  • 10% of organizations froze salaries in 2016 (Aon Hewitt)
  • US businesses are planning to boost pay by around 3% on average in 2017, the same as 2016 (WorldatWork)
  • Workers’ wages on average rose only 2% in 2016 (Colonial Life)
  • 59% of employers say they do not plan to make any changes to their executive compensation strategies (WTW)
  • 99% of employers plan to give annual wage increases, averaging 3.0%; executives can expect increases averaging 3.1% (WTW)
  • The average 2017 total salary increase budget is 3.0%, the same as it has been for the past 3 years (WorldatWork)
  • Base salary increases are being awarded to 89% of employees in 2017 (WorldatWork)
  • 18.6% of companies plan to award merit increases of up to 2.5% in 2017; 45.1% plan on 2.51% to 5%; 2.1% plan on 5.01% to 10%; 1.6% plan on 10% or greater (BLR)
  • Nearly two-thirds of workers are accepting a promotion without an increase in pay (OfficeTeam)
  • 39% of HR managers said promoting employees without a raise is common in their organization (OfficeTeam)
  • 72% of men and 55% of women said they’re receptive to a promotion without a pay increase (OfficeTeam)
  • 72% of workers ages 18-34 said they’ll take a new title without a pay hike, compared to 61% of workers ages 35-54 and 53% of those 55+ (OfficeTeam)
  • Promotional increases were awarded to 7.9% of employees in 2016 (WorldatWork)
  • Of the promotional increases received, the size of the average pay was 8.4% (WorldatWork)
  • 29.2% of employers did not award merit increases in 2016 (BLR)
  • 49.2% of employers did not offer general increases in 2017 (BLR)
  • 86.9% of employers did not reward employees who failed to meet the requirements of their jobs in 2016, and 57.2% didn’t reward employees needing improvement (BLR)
  • Exempt workers will receive 4.5% on average, or 73% more than the 2.6% raises average performers can expect in 2018; below-average performers can expect increases of about 1.0% (WTW)
  • 63% of employers say they feel they have to pay workers more because the market is getting more competitive for talent (CareerBuilder)
  • 53% of workers say they would prefer a salary increase over any other perk (Teem)
  • 78% of American workers are living paycheck to paycheck (CareerBuilder)
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  • 16% of workers claim their jobs don’t offer them the opportunity to add money to their savings (Bankrate)
  • 38% of U.S. hourly workers who make $20 or less per hour say they’re struggling to make ends meet (Snag)
  • 80% of underemployed workers are willing to work more than one job to earn a living wage, but 74% would prefer having one full-time, decent-paying job (Snag)
  • 54% of underemployed workers are actively looking for a better-paying full-time job (Snag)
  • The average debt-to-salary for 20-30 year olds is 60% to 70% or higher (PayScale)
  • 62% of those in health care/social assistance are concerned with salary and total compensation (Modis)
  • HR salaries flatten after three years (Namely)
  • The average salary for HR professionals is $98,048 (Namely)
  • 79% of workers say they don’t earn their desired salary, with 36% saying they don’t earn anywhere near it and 58% say they don’t think they are better off financially than their parents (CareerBuilder)
  • 8% of workers have current salaries of $100,000 or more and 21% say they feel they need to earn $100,000 or more to be successful (CareerBuilder)
  • 37.3% of employees say it would be very difficult to meet their current financial obligations if their next paycheck were delayed for a week, while 33.78% say it would be somewhat difficult (APA)
  • 59.66% of employees say they are very certain their payroll withholding and net amount of their paycheck are correct each payday, while 27.38% are somewhat certain (APA)
  • 93.74% of employees receive their pay via direct deposit, while 4.3% receive their pay via a paper paycheck; .73% receive it via a payroll card; .53% receive their pay via a prepaid reloadable card; .7% receive pay via another method – most of those say they get paid in cash (APA)
  • 63.13% of employees say higher wages are more important than health benefits, while 36.87% say better health care benefits are more important (APA)
  • Providing simple savings options can help reduce financial stress and boost productivity for lower-wage workers (Common Wealth)
  • 75% of workers earning less than $60,000 a year believe that if their companies offered workplace savings programs at the same time as salary increases, they’d be less stressed and more confident about their finances (Commonwealth)
  • Of employees who have savings, 43% said they had less than $400 set aside (Commonwealth)
  • The probability of employees being able to save increases by 2% for every additional dollar earned, up to a wage of $20/hr (Commonwealth)
  • 57% of workers report they are very or somewhat stressed about their financial situation (Prudential)
  • 59% of employees worry about their future financial state (WTW)
  • 48% of middle-income earners worry about their household’s financial situation at least once a week (Mass Mutual)
  • 37% of employees said they felt “not very” or “not at all” financially secure (Mass Mutual)
  • 50% of global workers often worry about their future financial state, and two-thirds said they felt their future financial state would be worse off relative to that of their parents’ generation (WTW)
  • 55% of employees believe their employer cares about their financial well-being (PwC)
  • 62% of Millennials are more likely to say that their loyalty to their company is influenced by how much the company cares about their financial well-being as compared to Gen X (50%) and baby boomers (36%) (PwC)
  • 72% of millennials and 71% of Gen X are more likely to be attracted to another company that cares more about their financial well-being than baby boomers (45%) (PwC)
  • 71% of workers have accepted a job when they knew their skill set and experience were worth more than what they were getting paid (CareerBuilder)
  • 77% of executives say that wages are the most important job factor for employees, beating out health insurance by nearly 28% (Adecco)
  • 10% of workers earning $100,000 or more live paycheck to paycheck (CareerBuilder)
  • 36% of employees say that “appreciation is best demonstrated with money” (AttaCoin)
  • 44% of workers said they would leave their current job for one that pays more (OfficeTeam)
  • 41% of employees say a significant increase in income is very important to them when considering a new job (Gallup)
  • Top reasons for leaving a job: insufficient pay (44%), limited career paths (43%), lack of challenging work (30%), work-life balance (28%), and lack of recognition (27%) (Randstad)
  • 81% of employees would consider leaving their current role for the right offer (Hays)
  • 60% of current undergrads expect jobs to start at $60,000 annually; 10% expect starting salaries of $100,000 a year (Yello)
  • College seniors expect to earn approximately $53,483 at their first job after college (iCIMS)
  • 54% of college seniors said they expect $50,000+, a 12% increase from 2016; on average, entry-level employees can expect to earn approximately $45,361 (iCIMS)
  • Hospitals employed the largest number of workers making less than $15 an hour (MGH & Perelman School of Medicine)
  • Raising the minimum wage to $15/hr would decrease poverty rates among female health care workers by up to 50%, while increasing U.S. health care costs by 1.5% (MGH & Perelman School of Medicine)
  • The average hourly wage for female healthcare workers is almost 25% lower than the average for men working in health care (MGH & Perelman School of Medicine)
  • About one-third of female healthcare workers make less than $15 per hour, and nearly half of black and Latina women in healthcare earn less than $15 per hour (MGH & Perelman School of Medicine)
  • Black women are paid 38% less than white men and 21% less than white women (Lean In)
  • A third of Americans aren’t aware of the pay disparity between black women and white men, and half of Americans don’t know about the gap between black women and white women (Lean In)
  • The disparity in black women’s wages amounts to $800,000 over the course of a career in lost earnings (Lean In)
  • 40% of people aware of the pay gap still underestimate its magnitude (Lean In)
  • Racism, sexism or both do not affect today’s workplace according to 70% of people who are not black, yet 64% of black women say they’ve faced those forces at some point during their careers (Lean In)
  • 44% of men expect to eventually make $100,000, compared to 20% of women (CareerBuilder)
  • 61% of professional recruiters believe men earn more than women for the same jobs (Jobvite)
  • Men are offered higher salaries than women for the same work 63% of the time (Hire)
  • Companies pay women on average 4% to as much at 45% less than men in the same jobs (Hire)
  • 54% of women found out they were being paid less than a male peer in the same role, compared to 19% of men who learned they were paid less than a colleague (Hire)
  • Employers paid African-American and Hispanic women 90 cents for every dollar they paid white men in the same roles (Hire)
  • Women in education technology received 10% less than men doing similar work, and women in the health and finance industries were paid 7% less than their male peers (Hire)
  • The wage gap between men and women was 8% in the San Francisco Bay area and 11% in Seattle, which had the highest gender gap (Hire)
  • 60% of women feel underpaid (Paysa)
  • 45% of workers said they rarely or never get the money they deserve (Mental Health America)
  • 51% of men say their organization does an adequate job of matching performance to pay, while only 43% of women say the same (Mercer)
  • 48% of younger millennials (ages 26 to 30) said they felt they were fairly paid, compared with 50% of older millennials (ages 31-35) and 54% of Gen Z (ages 18-25) (Comparably)
  • 40% of Gen Z employees think they’ll earn more than $100,000 a year at the peak of their career (InsideOut)
  • 80% of employees would pay to keep co-workers from learning their salaries (UCLA & Harvard Business School)
  • About 50% of employees said they wouldn’t accept $125 in exchange for telling five of their peers what they earn (UCLA & Harvard Business School)
  • 89% of employees said they believe that if they ask coworkers about their salaries, they will get asked about theirs (UCLA & Harvard Business School)
  • 45% of U.S. workers know their colleagues’ pay rates, and 46% admit they shared or talked about their wages with colleagues (Begom)
  • Less than 19% of U.S. workers are comfortable talking about compensation with their managers or supervisors (Begom)
  • When asked what their top priority would be if they became boss, 27% of Gen Z said they would increase employee pay while 35% of Gen Z and 32% of Millennials said they were likely share pay information with coworkers (Comparably)
  • 23% of female workers don’t feel like they are paid fairly compared to their counterparts (Randstad)
  • 40% of employees have discussed salary with a coworker before, and 49% of female workers would leave a job if they learned a male counterpart was making 25% more (Randstad)
  • 25% of workers felt they were adequately paid (Mental Health America)
  • Women working full-time, on average, make 79 cents to the man’s dollar (Prudential)
  • 55% of professionals tried negotiating a higher salary with their last job offer, a 16 point increase from 2018 (Robert Half)
  • 68% of male employees tried negotiating pay, compared to 45% of women (Robert Half)
  • 65% of professionals ages 18-34 asked for higher salaries versus 55% of those ages 35-54 and 38% of those 55+ (Robert Half)
  • 70% of senior managers expected some back and forth negotiating from candidates (Robert Half)
  • 62% of senior managers said they were open to negotiating pay and 59% said they were open to negotiating benefits and perks than they were a year ago (Robert Half)
  • Men (56%) are more comfortable negotiating salary than women (38%) (Jobvite)
  • Women candidates who declined to discuss their past pay history were paid 1.8% less than women who did (PayScale)
  • Men candidates who declined to discuss their past earnings were paid 1.2% higher than men who did (PayScale)
  • The median annual income of women age 65 and older is 42% lower than men (Prudential)
  • More than 21% of men were dissatisfied with their earnings, compared with 16% of women (Indeed)
  • 53.1% of women and 52.9% of men plan to ask for a raise (Indeed)
  • 60% of workers said they want a raise simply because they feel their performance merits one (Indeed)
  • 63% of top-performing companies don’t plan to conduct audits of their pay practices to look for ethnicity and gender gaps (PayScale)
  • A third of women do not believe they are making as much as their male counterparts even though they have similar experience and qualifications; 12% of men feel the same way (CareerBuilder)
  • 35% of women don’t expect to reach a salary over $50,000 during their career, compared to 17% of men, while 47% of men expect to reach a six-figure salary, compared to 22% of women (CareerBuilder)
  • 94% of employers think there should be equality of pay in the U.S. (CareerBuilder)
  • 15% of employers do not believe female workers make the same wage as their male counterparts at their organization (CareerBuilder)
  • 50% of HR managers think that female workers make the same wage as their male counterparts at their organization, and 35% said they would hope they do (CareerBuilder)
  • 82% of employers said there should be transparency of pay in the U.S. (CareerBuilder)
  • 80% of women agree they would switch employers if they felt another company had greater gender equality (Randstad)
  • Women of color are 19% less likely to receive a raise than white men and men of color are 25% less likely (PayScale)
  • 70% of workers received a wage increase with 39% receiving the amount they asked for and 31% receiving less (PayScale)
  • A third of workers reported getting a raise before they requested one (PayScale)
  • The most common justification for not granting workers a raise was budget restraints (49%) (PayScale)
  • Among the employees who were told a budget couldn’t accommodate their pay increase, only 22% believed this rationale (PayScale)
  • 72% of workers didn’t accept the rationale for why they didn’t get a raise, and 71% who received no rationale said they planned to look for a new job within six months (PayScale)
  • As long as workers believe their employer’s rationale for not giving them a raise, 50% had the same level of job satisfaction as employees who received a raise (PayScale)
  • 33% of employees who were denied a raise were provided no rationale (PayScale)
  • Of employees that received some rationale as to why they didn’t get a raise, just over 25% actually believed it and of those who didn’t believe the rationale or didn’t receive one, more than chase branch locations houston said they planned to seek a new job in the next six months (PayScale)
  • 57% of employees who believed the rationale they were given when not getting a raise and 42% of employees who did receive the raise they requested were planning to leave their job (PayScale)
  • In order to receive an immediate 10% annual raise in salary, Americans would give up: dental care for the next five years (40.06%), all social media accounts for the next five years (53.55%), watching Game of Thrones for life (88.61%), exercise for the next five years (43.86%), the right to vote in all elections for life (34.98%), their child’s future or future child’s right to vote in all elections for life (9.13%), all alcoholic beverages for the next five years (73.42%), Social Security benefits for the next two years (17.93%), access to health insurance for the next five years (18.9%), watching movies for the next three years (50.65%), all their vacation days for the next five years (15.27%), and all caffeinated  products for the next two years (47.74%) (Hire)
  • In order to receive an immediate 10% annual raise in salary, Americans would: eat a single tide pod (5.33%), work one day every weekend for the next year (50.4%), work an extra 10 hours per week for life (55.9%), and break up with their partner or significant other (12.2%) (Hire)
  • More than two-thirds of workers said they’d prefer additional benefits over a pay raise, citing healthcare (36%) first, followed by flexible work hours (35%) and yearly holiday leave (34%) (Indeed)
  • 44% of workers said their employers could improve their happiness by awarding a pay raise of 25%, and 33% said their happiness would improve with a 10% raise (One4all)
  • 46% of Millennials have asked for a raise in the last two years (Bank of America)
  • 80% of Millennials who asked for a raise got one (Bank of America)
  • 51% of workers have not asked for a raise (CareerBuilder)
  • 41% of women never ask their current employers for a raise (Paysa)
  • Employers deny women a raise more often than men, at 42% versus 33% (Paysa)
  • Older working women with college degrees are twice as likely as college-educated men to be in low-paying jobs (22% vs 11%) (The New School)
  • 53% of employers offer job candidates less money than they are willing to pay, and of those employers, more than 25% said they low-ball candidates by $5,000 or more (CareerBuilder)
  • 60% of job seekers reported being at least somewhat comfortable negotiating their salary compared to 51% a year ago (Jobvite)
  • 67% of workers were unable to negotiate for their current salary (Monster)
  • For pay negotiations, 41.5% of workers said their company told them what they would make (Monster)
  • 4.4% of workers reported they were offered a pay rate higher than what they’d asked for (Monster)
  • 14.6% of candidates provided a salary range and the employer offered them a salary within that range (Monster)
  • 15.3% of workers said their final salary offer was less than what they requested (Monster)
  • Two in five workers become disinterested in a job offer if an employer won’t negotiate details beyond salary (Robert Half)
  • 21% of workers said they don’t negotiate after receiving a job offer (Robert Half)
  • 98% of CFOs said their organizations are open to negotiating some aspect of job offers with candidates, 63% said pay is negotiable, 52% are prepared to discuss professional development and training reimbursement, 47% benefits and 45% will discuss remote work or scheduling arrangements (Robert Half)
  • 54% have negotiated with their current employer for a higher salary in the past year (Addison Group)
  • 39% of job finalists tried to negotiate a higher salary than the one offered (Robert Half)
  • Employers said they were more comfortable negotiating a higher salary with a new employer (54%) than they were asking for a raise in their current job (49%) (Robert Half)
  • More than half of workers research compensation online to see if they’re competitive in the market (Addison Group)
  • 56% of workers said they don’t negotiate pay (CareerBuilder)
  • 51% of workers don’t negotiate pay because they are uncomfortable asking for more money; 47% fear the employer will rescind the job offer if they do so; and 36% don’t want to appear greedy (CareerBuilder)
  • 45% of workers age 35+ typically negotiate the first offer, which is higher than workers ages 18-34 (42%) (CareerBuilder)
  • 47% of men say they negotiate first offers vs. 42% of women (CareerBuilder)
  • 29% of job seekers negotiated their salary at their current or most recent job (Jobvite)
  • 71% of workers don't ask for more money in their current or most recent jobs (Jobvite)
  • 84% of workers who negotiate a higher wage are successful (Jobvite)
  • 39% of managers said asking for a 5% raise is asking for too much money (Paysa)
  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 60% of hiring managers report job seekers are asking for more money compared to six months ago. In healthcare, this rises to 66% (DHI Group)
  • 72% of candidates want to hear about salary range during job interviews (LinkedIn)
  • 59% of IT professionals feel they’re underpaid; 24% don’t expect a raise of more than 5% in 2017 (Spiceworks)
  • 61% of current tech workers say they are underpaid (Blind)
  • A little over one-third of tech workers said they were paid fairly and 5% said they were overpaid for their position (Blind)
  • 41% of tech employees feel they are paid unfairly (Blind)
  • 60% of tech workers said their current employer discourages talk about salary between co-workers (Blind)
  • 97% of employees want to be recognized and rewarded for contributions beyond the organization’s financial results and activity metrics (Mercer)
  • 44% of workers felt skilled employees were unrecognized for their work (Mental Health America)
  • Almost all HR certifications lead to a pay raise of some sort, with increases ranging from 2.9% to 28% (PayScale)
  • 60% of organizations said they’re very concerned about worker retention in 2018, but 73% expect wage increases to remain at or under 3% as they were in 2017 (PayScale)
  • 67% of managers think employees are fairly paid, while only 21% of employees think their pay is adequate (PayScale)
  • Minimum wage violations are causing affected workers to lose out on an estimated $15 billion in wages (Politico)
  • 41% of the wages states order employers to pay workers aren’t recovered (Politico)
  • One of the most common recruiting methods is offering competitive salaries (43%) (Hays)
  • 75% of executives believe that in the next decade, in order to recruit and retain talent, compensation alone will not be enough (Covestro)
  • 71% of employers raised salaries in 2017; 43% did so by more than 3% (Hays)
  • 62% of managers boosted a salary offer to woo a specific candidate (Hays)
  • 48% of hiring decision makers note salary and compensation is the most influential factor for a candidate decision on where to work (Glassdoor)
  • 45% of hiring decision makers note that salary is the top reason for employees changing jobs (Glassdoor)
  • 77% of Millennials would be willing to take a salary cut in exchange for long-term job security (Qualtrics)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 58% of workers say they’d start a job with a lower salary if that meant working for a great boss (Randstad)
  • 85% of managers claim they know how to explain pay decisions to employees, and only 37% of organizations agree (PayScale)
  • 48% of employers haven’t decided how they’ll communicate the pay ratio to employees, 39% plan to have their organization’s leadership answer employees’ questions, 16% are preparing managers for discussions with workers, 14% have a detailed communication plan to inform workers, and about 14% don’t plan to inform workers at all (WTW)
  • 90% of workers would prefer bonuses or extra time off rather than the company-sponsored event (Randstad)
  • 61% of employers are planning on presenting workers with holiday bonuses (CareerBuilder)
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  • 77% of employees said their favorite type of holiday bonus is cash; 15% said paid time off; and 5% said gift cards (Express Employment Professionals)
  • 62% of workers and 78% of Millennials said they’d accept a pay cut to work for a company with a mission that mirrored their values (Udemy)
  • 71% of employees would take a pay cut for their ideal job (Hays)
  • 21% of employees would take a 10% pay cut to work in a nicer workplace (Staples)
  • 36% of millennial workers plan to take a pay cut to work fewer hours (Working Families and Bright Horizons)
  • Gen Z, manual workers, low-wage earners and workers from densely-populated areas reported experiencing the highest levels of extreme stress (Ginger)
  • 36% of parents are willing to take a pay cut, while 41% of millennial parents intended to downshift to a less stressful job (Working Families)
  • 71% of workers say the ability to provide for themselves and their families is what motivates them to do their job, followed by money (63%), and the ability to make a difference (38%) (CareerBuilder)
  • Millennials’ annual hourly earnings are growing at a rate nearly double the national rate (5.8% vs 3%) (Paychex)
  • The average hourly wage for a female millennial is $20.44, but $23.03 for men (Paychex)
  • Female millennial hourly workers experience a lower annual growth rate in hourly wages at 5.3% vs 6.2% for men (Paychex)
  • 90% of organizations provide severance packages, 38% offer the benefit to all workers (RiseSmart)
  • Among IT professionals who plan to leave, 75% are looking for a higher salary (Spiceworks)
  • Black men’s average hourly earnings were 80% of that of white men’s in 1979. By 2016, the pay gap widened to 70% on the dollar (San Francisco Research)
  • 54% of employees have had a paycheck problem while being paid (Kronos)
  • 29% of hourly and 41% of salaried workers are completely satisfied with pay (Gallup)
  • Salaried workers (65%) are more satisfied than hourly workers (50%) with vacation time (Gallup)
  • Salaried workers (48%) are more satisfied than hourly workers (34%) with their retirement benefits (Gallup)
  • Salaried workers (45%) are more satisfied with opportunities for promotion than hourly workers (35%) (Gallup)
  • Salaried workers (55%) are more satisfied with recognition for accomplishments at work than hourly workers (46%) (Gallup)
  • 15% of salaried workers have been shortchanged on a paycheck; 16% reported being paid late; 23% said they have been paid early (Kronos)
  • 80% of companies are paying salespeople inaccurate commission rates (WorldatWork)
  • 18% of employers don't report commission results to salespeople; 47% are slow to process commission payments, sometimes taking four or more weeks (WorldatWork)
  • 42% of employees said taxes and deductions on their paychecks are confusing to read and understand (Kronos)
  • 45% of employees would feel more engaged with their job if their employer helped them better understand the impact of taxes and deductions (Kronos)
  • 80% of employers say they pay U.S.-born workers and immigrants the same for doing the same job (CareerBuilder)
  • Employers planned to pay high-skilled H-1B visa holders a median salary of $80,000 in 2016, up from $69,000 a decade ago (Pew)
  • The annual media base pay in the U.S. grew only .9% year over year in January 2018 to $51,364 (Glassdoor)
  • 66% of employees said they’d rather receive two tickets to a concert of their choice than three times the value of those tickets paid into their paycheck over the course of a year; 34% of employees chose the money (Xexec)
  • 35% of employees chose a small token gift like cake, ice cream or chocolate, while 65% chose receiving 10 times its monetary value in additional salary (Xexec)
  • The industry with the biggest wage gain was medical technology, in which the median salary rose 4.1% to $54,747 (Glassdoor)
  • The median salary for H-1B visa holders is higher than the median wage for U.S. workers in similar jobs, who earned a median wage of $75,036 in 2016 (Pew)
  • 44% of CIOs say salary demands is the top barrier to securing the best IT job candidates (Robert Half)
  • Cybersecurity professionals of color earn, on average $115,000 a year compared with $122,000 industry average (ICMCP)
  • Whites in cybersecurity are more likely to receive a salary increase in the past year than those of other races and ethnicities (ICMCP)
  • 79% of professionals found a heavy workload to be less stressful than not having enough work to do, and 74% would prefer a heavier workload and more pay to less work and less pay (Korn Ferry)
  • With wage parity, the data reveals companies publishing their pay equity analysis reported a 3% ROE advantage (JUST Capital)
  • 22% of state and local employees say their salaries are very competitive, and 80% say they could earn a higher salary in the private sector (NIRS)
  • 27% of state and local employees say their total compensation is very competitive, but only 19% say it would be competitive if their compensation lacked a pension (NIRS)
  • 80% of Millennial state and local employees say they could earn a higher commercial property for sale near me in the private sector (NIRS)
  • 24% of state and local employees are very satisfied with their salary and another 38% are somewhat satisfied (NIRS)
  • 27% of Millennial state and local employees say a compensation package without a pension is very competitive (NIRS)

Healthcare and Wellness Benefits Stats

  • 58% of organizations report offering general wellness programs in 2019 (SHRM)
  • 31% of organizations offered onsite health screening programs in 2019 (SHRM)
  • 13% of employers offered onsite stress management programs in 2019, 11% offered meditation/mindfulness/contemplative programs designed to help employees manage stress, and 13% offered onsite massage therapy (SHRM)
  • Health-related benefits and wellness benefits saw the greatest increases across employers over the last 12 months, with 20% indicating they increased offerings in those areas (SHRM)
  • Health-related benefits offerings were increased by 20% of employers over the last 12 months, regardless of size, while wellness benefits were more likely to be increased by large employers (SHRM)
  • 25% of employers with 500 or more employees increased wellness benefits since 2018, but only 13% of employers with fewer than 99 employees increased wellness benefits (SHRM)
  • 20% of organizations reported increases to healthcare benefits offerings since 2018 (SHRM)
  • Employers believe that healthcare and retirement benefits are the most important to their workforce (SHRM)
  • 20% of organizations indicated that their health-related benefits have increased in the past twelve months, despite estimated cost of employer-sponsored health care benefits approaching $15,000 per employee next year (SHRM)
  • 86% of employers believe health-related benefits are very important or extremely important to their workforce, and only 3% have reported a decrease in benefits (SHRM)
  • 70% of employers have indicated that their benefits have stayed the same (SHRM)
  • In 2019, 20% of organizations offered one health care plan, while 79% offered two or more types of health care plans (SHRM)
  • 98% of organizations that employ fewer than 100 people provided a health care plan to employees (SHRM)
  • Preferred Provider Organization (PPO) plans continue to be the most popular health care insurance offering, with 85% of employers including a PPO option (SHRM)
  • 59% of employers offered an HDHP linked to a health saving or spending account and 19% offered an HDHP not linked to a health saving or spending account (SHRM)
  • In 2019, 39% of organizations provided an employer contribution to HSAs (SHRM)
  • The percentage of organizations offering HRAs remained steady at about 20% over the past five years (SHRM)
  • 83% of employers share the cost of health insurance premiums with employees (SHRM)
  • 36% of employers report that they share the cost of premiums for part-time employees, and 19% still require they bear the burden in full (SHRM)
  • Organizations with 99 or fewer employees are more likely to cover the cost of health insurance in full for full-time employees than larger organizations (SHRM)
  • Organizations with greater than 100 employees are more likely to share the cost of healthcare benefits with part-time employees than small organizations (SHRM)
  • 67% of organizations have not made changes in wellness benefits in the past year (SHRM)
  • 58% of organizations offer wellness programs (SHRM)
  • Wellness programs focused on particular health conditions (24%) or health screening (31%) have seen declines as insurers have moved into this space, while benefits like quiet rooms (21%), fitness activities (about 30%) and standing desks (60%) have seen increases (SHRM)
  • 83% of employers offer accidental death & dismemberment insurance, 71% offer long-term disability, 61% offer short-term disability, and 27% offer accident insurance (SHRM)
  • Healthcare and flexible spending accounts remain popular, offered by 68% of employers this year (SHRM)
  • 56% of organizations offer Health Savings Accounts (SHRM)
  • 34% of employees feel “extremely satisfied” with the benefit options their employers offer, up from just 22% in 2012 (Connecture)
  • Americans overestimate their benefits’ value thinking they make up on average 40% of their total compensation, while data shows they actually account for an average of 31.7% of total compensation (U.S. Bureau of Labor Statistics)
  • 62% of millennials are generally satisfied with their benefits, and 63% with their company culture (LaSalle)
  • About a third of workers said the most difficult part of making annual benefit elections is keeping track of changes within the plan (Paychex)
  • 28% of workers said it’s challenging evaluating the providers and plan options for benefits (Paychex)
  • More than 40% of employees found dealing with multiple benefits vendors to be confusing (Health Advocate)
  • 78% of employers offered workers live support services to help navigate their benefits (Health Advocate)
  • Employers have cited employee engagement strategies including: intranets and newsletters (78%), events and meetings (67%), and contributions to FSAs/HSAs/HRAs (65%) (Health Advocate)
  • 54% of employers have cited using employee engagement incentives like reduced insurance premiums, cash and gifts (Health Advocate)
  • 73% of full-time employees want and expect to have 24/7 access to their benefits (Health Advocate)
  • About 90% of employees understood all their employer’s benefits when they took their current job, 86% have kept up to date with benefits changes, and 86% know where to get information on how to use their benefits (AICPA)
  • 28% of employees are very confident they’re fully using their benefits (AICPA)
  • When employees were asked which three benefits would help them meet their financial goals, 56% cited a 401(k) match or health insurance, 33% cited paid time off, 21% flexible work hours and 15% working remotely (AICPA)
  • 68% of employers believe their employees have enough options available to help them meet their health care financial obligations, down from 73% last year (Aflac)
  • 81% of employers that offer benefits agree their company’s benefits offerings increase employee satisfaction (Aflac)
  • 61% of employees are satisfied with their benefits compared with 46% in 2011 (Aflac)
  • 67% of millennials, 62% of gen x and 61% of baby boomers believe their employer’s benefit plans are competitive with those offered by other organizations (PwC)
  • 70% of millennials, 71% of gen x and 75% of baby boomers say they review their benefit elections every year and make changes if needed (PwC)
  • 70% of workers say they are comfortable sharing personal health information with their employers in return for personalized guidance in managing south central bank routing number health – a marked difference from the 53% who said that last year (Alight)
  • Millennials are the most comfortable (79%) sharing personal health information with their employers, followed by Gen X (70%) and Baby Boomers (56%) (Alight)
  • Workers are slightly less comfortable, but three in five are still willing to share personal financial information with their employer to allow them to provide personalized financial guidance or planning (Alight)
  • Millennials are the most comfortable sharing personal financial information with their employer (67%), followed by Gen X (59%) and Baby Boomers (44%) (Alight)
  • 15% of employee candidates don’t ask about benefits at all during the interview process (Thomsons Online Benefits)
  • 80% of employees who said they have a good variety of benefits to choose from also said they identified strongly with their organization’s vision and values, as opposed to 40% of those who don’t (Thomsons Online Benefits)
  • Over 50% of employees say they can’t access their benefits in the way they prefer and 21% say they can easily access their benefits (Thomsons Online Benefits)
  • 46% of employees that discuss benefits face-to-face with an employer report being satisfied (Thomsons Online Benefits)
  • 81% of employees who can easily access their benefits said they feel loyal to their employer and 79% say they were proud to work for their organization (Thomsons Online Benefits)
  • 77% of employees who understand their benefits offering said they saw themselves staying at their organization for the foreseeable future (Thomsons Online Benefits)
  • Employee burnout is costly, as burnout is estimated to be attributed to 120,000 deaths per year and $190 billion in healthcare spending (O.C. Tanner)
  • Healthcare coverage was the most important employee benefit followed by retirement savings programs (Randstad)
  • 28% of employers made changes to their healthcare benefits, with 32% adding health insurance and 36% adding other healthcare benefits (Transamerica Center for Health Studies)
  • 59% of small business reps said their company offered healthcare benefits to full and part-time workers, vs. 85% of overall employers (Transamerica Center for Health Studies)
  • 28% of employers cited cost as an obstacle to offering health insurance (Transamerica Center for Health Studies)
  • 16% of employers said they think offering the best health benefits package is the biggest benefit-related priority (Transamerica Center for Health Studies)
  • 1% of employers currently offering health insurance said they won’t be providing it in two-three years (Transamerica Center for Health Studies)
  • 61% of benefits decision-makers said their company is aware of potential healthcare policy changes at the federal level (Transamerica Center for Health Studies)
  • 39% of employers anticipate health insurance quality improving in the next one to three years (Transamerica Center for Health Studies)
  • The cost to provide health benefits could near $15,000 per worker by the beginning of 2019 (NBGH)
  • 39% of employees have a full understanding of their health insurance policy (Aflac)
  • Employees spend just 18 minutes on average enrolling in their benefits (PlanSource)
  • 19% of employees did not feel confident they understood everything they signed up for after their most recent benefits enrollment (Aflac)
  • 93% of employees choose the same benefits each year rather than making changes during open enrollment periods (Aflac)
  • 56% of employees spent less than a half hour researching their benefits options during the last open enrollment, including 19% who didn’t do any research at all (Aflac)
  • 52% of employees say they understand their health benefits and 43% indicate they understand their non-health benefits very/extremely well (EBRI)
  • 35% of employees either know nothing about or don’t fully understand their healthcare coverage, while another 33% don’t understand their medical bills (Maestro Health)
  • 62% of employees said their employer does not act as a resource for healthcare-related questions (Maestro Health)

Wisely is a suite of cost-effective, efficient solutions for diverse payment needs

Attract, engage and retain top talent through the convenience and flexibility of an employee focused payment offering. 100% electronic pay, reduced costs and easy administration can be achieved using Wisely’s innovative technologies and workflows. You can do it all with confidence by partnering with a market leader in payroll innovation.

Are you a Wisely cardholder?Click here to activate, manage, and get support for your card.

Delivering convenience, security and financial wellness

With Wisely® by ADP, workers have a new way to get pay and other sources of income that could help save time and costs, support better management and enable efficient control over their money.  The Wisely suite can address several needs:

Wisely® Pay

With Wisely Pay, employees can choose to opt into a paycard program provided by their employer.

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Wisely® Direct

With Wisely Direct, workers can choose to opt into a reloadable card program provided direct to consumers by ADP.

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myWisely is the companion mobile app for both Wisely Pay and Wisely Direct cardholders. It brings workers the ability to manage, spend or save their money, along with bank-like features and financial wellness tools.

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Wisely has features that take you far beyond pay alone

The world of pay is more complicated than just bi-weekly payroll. With Wisely you can handle many situations with ease.

Compliant, on-demand pay for termination and off-cycle wages

The need to pay employees on an ad hoc basis between regular paydays has grown and Wisely® Now offers an efficient process to handle these payments.


Wisely Now is designed for compliance in all 50 states so you can deliver termination pay with confidence.

Efficiency and ease

Reduce the hassle of coordinating between various departments, managers and payroll resources with a single interface that allows you to manage all your off-cycle pay needs, offering multiple ways to pay your employees in the manner they want.

Easy administration

With either the debit card or instant check option, you can authorize checks, transfer funds instantly to registered debit cards and view account balances so you have complete control over the process.

Managing tips could be easy

Wisely Pay by ADP, in partnership with Gratuity Solutions, LLC*, enables  you to pay tips virtually instantly on the Wisely Pay card to help reduce the amount of cash you need to maintain on hand to pay employee tips — and your enrolled employees get secure access to the tips they’ve earned at the payment frequency you choose.

Streamline and automate gratuity payments

Using the Wisely Pay card, along with Gratuity Solutions’ and POS Sync application to pay tips could help:

  • Reduce time – reduces the hours and effort associated with paying tips to employees
  • Mitigate risk – provides a secure way to pay tips to employees, that reduces the need for cash on hand
  • Improve productivity – enables managers to enroll employees and  fund Wisely cards within seconds,   transferring tips at the end of a shift or at the frequency they choose
  • Enhance employee experience – provides employees quick access to funds for cash or purchases, using their Wisely card.

*A separate agreement with Gratuity Solutions, LLC for the integrated solution is required.

Trend watch: The rise of the unbanked worker

Not everyone uses banks and for many of today’s workers, electronic pay is a top priority.


US households are either unbanked or underbanked 1


of young workers prefer a paycard because they don’t want a bank account 2


of the labor force are young Millennial workers 3

Awards and recognition

2018 American Business Awards Silver Stevie Winner

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People’s Choice Awards – For favorite new products

2018 American Business Awards Silver Stevie Winner

Stevie/ABA Awards 2019- Silver

Payments Solution

2018 American Business Awards Silver Stevie Winner

Stevie/ABA Awards 2019- Silver

FinTech Solution

2018 American Business Awards Silver Stevie Winner

Golden Bridge Awards 2019- Silver

B2B Products – Enterprise

2018 American Business Awards Silver Stevie Winner

Best in Biz Awards 2019 -Silver

App of the Year - myWisely

2018 American Business Awards Silver Stevie Winner

HR Technology Conference 2018- Winner

Awesome New Technology

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1. Source:

2. Source: ADP, Inc., Paycard: “Generational Trends Shaping the Future of Worker Pay", September 2017

3. Source:


The Wisely Pay® prepaid card and debit VISA or Mastercard are issued by Fifth Third Bank, N.A. Member FDIC, pursuant to a license from Mastercard International or Visa U.S.A. Inc. The Wisely Pay® prepaid card can be used everywhere Debit VISA or Mastercard is accepted. The Wisely® Direct card is issued by Fifth Third Bank, N.A. Member FDIC, pursuant to a license from Mastercard International. The Wisely® Direct card can be used everywhere Debit Mastercard is accepted.


Mastercard is a registered trademark, and the circles design is a trademark of Mastercard International Incorporated. Visa and the Visa logo are registered trademarks of Visa International Service Association. Apple, the Apple logo, and Apple Pay are registered trademarks of Apple Inc. App Store is a service mark of Apple Inc., registered in the U.S. and other countries. Google Play and the Google Play logo are trademarks of Google LLC. Samsung Pay is a registered trademark of Samsung Electronics Co., Ltd. Western Union is a registered trademark of Western Union Holdings, Inc. MoneyPak is provided by Green Dot Corporation. Green Dot and MoneyPak are registered trademarks of Green Dot Corporation. Reload @ the Register is a trademark of Green Dot Corporation. Venmo is a registered trademark of PayPal, Inc. MoneyPass is a registered trademark of Genpass, Inc. Wisely and myWisely® are registered trademarks of ADP, Inc. ADP is a registered ISO of Fifth Third Bank, N.A. Copyright © ADP, Inc. All rights reserved.

APA Visa® Paycard Portal® Jun 04, 2019 · ADP Total Pay Card ranks 82 of 195 in Cards category. Activate Your Wisely® Card Enter the card information. A, or MetaBank, N. VIEW RANKINGS FOR BEST COMPANIES BY PRACTICE AREA: Show Me Best Companies For: Small Business Enterprise. Jul 24, 2020 · According to the Wisely FAQ section, you should allow up to 3 weeks for your payment to be loaded to the card after the initial setup of a direct deposit to your card. Wisely Direct and Wisely Pay are not credit cards and do not build credit. Download Forms. Synchrony HOME™ One card. Mail Stop 214 San Dimas, CA 91773 2. Will they hand this to me at work or does it have to be mailed The Wisely Pay MasterCard and Visa cards are issued by Fifth Third Bank, N. Sep 28, 2020 · Wisely Pay is a prepaid account associated with a fulton county ny sheriff and mobile app that makes it easy for your employees (even those without a bank account) to receive their pay, with the flexibility for you to pay whenever you need to and for your employees to access the spending power of their wages. com. 2 The number of fee-free ATM transactions may be limited. Electronic payments have taken on more relevance as Apr 21, 2021 · The most common methods of payroll payments to employees are direct deposit, prepaid debit cards or paper check. To use your SSN to activate your Wisely ADP Paycard, it must be on file with CMU. Check if everything is completed appropriately, without typos or missing blocks. a Wisely card because I can pay securely using Apple Pay ¨, Android Pay ª or Samsung Pay ¨ at my favorite restaurant without exposing my card number. Wisely Pay by ADP™ card today! It’s a reloadable prepaid paycard that’s yours united prairie bank mankato minnesota keep no matter where you work. Geeekus. To get more information about the Wisely services, please contact the company customer care team by phone at (866) 313-****. Ó ÒWith my Wisely card I can save and manage money by not having to pay all those little fees that add up quickly with my checking account. User's recommendation: Investigate the ADP Wisely card (from 5/3 Shopping tips and financing insights to help you save more and spend wisely. Green Dot® Reloadable Prepaid Visa® Card. May 14, 2018 · Wisely Pay provides a variety of ways for employees to receive, spend and manage their money, including peer-to-peer transfers, instant pay and mobile digital wallets from Apple Pay, Samsung Pay and Android Pay. The Wisely Pay card is issued by Fifth Third Bank, N. ADP is a registered ISO of MB Financial Bank, N. Read more about Do I need to be a U. 3; Boost financial wellness with myWisley app. " Fancard Prepaid Mastercard. Wisely Pay by ADP is a reloadable prepaid card that can be yours to keep. Card is serviced first financial bank texas customer service number Global Cash Card, Inc. Question about Wisely Pay Card. ó òwith my wisely card i can save and manage money by not having to pay all those little fees that add up quickly with my checking account. com, fax to 1. Activate. Upgrade your card 1. If you have any questions regarding your Wisely Pay Debit Card, please contact the Payroll Office at 810-538-1610. Posted: (1 day ago) Wisely Pay is a Payroll account. Manage pay anywhere, anytime with a mobile-first experience that lets employees access electronic pay statements, pay bills, make purchases, and take advantage of the Wisely paycard digital wallet. Please see your cardholder agreement and list of all fees for more information. com or by calling 1-866-313-6901. citizen or have a Social Security number to get a Wisely Pay card? Is the the direct deposit process different for Wisely Pay card than into a bank account? Read more about Is the the direct deposit process different for Wisely Pay card than into a bank account? The Wisely Pay Visa® is pursuant to a license from Visa U. You can also go jose ramon nieves rivera my HR, manage pay, and under the "card" section, there should be an option to transfer everything on your pay card to a bank account. Inc. 2; Shop and pay bills in stores, online, in apps or by phone. By electing the Wisely pay card fifth third employee hr direct my wage payment choice, I am consenting to provide my personal information to ADP to enroll in and request a Wisely Pay by ADP Card. ADP is a registered ISO of Fifth Third Bank. Member FDIC, pursuant to licenses from Visa U. 888. It offers the easiest path to electronic pay for most employers. Phone: 770-473-2747