Core Insights - Nearly 73% of U.S. employers plan to enhance their leave programs in the next two years, driven by the need to improve employee experience and strengthen attraction and retention [1][3] Leave Program Enhancements - Over 80% of employers currently offer parental leave, with 16% planning to enrich these programs [2] - 18% of employers intend to expand bereavement leave by increasing duration or broadening eligibility [2] - Caregiver leave is expected to see the most significant growth, nearly doubling from 22% to 39% over the next two years [2] Strategic Importance of Leave Programs - Leave programs are becoming a strategic differentiator for employers in the talent competition, with enhancements seen as a cost-effective way to improve well-being and strengthen company culture [3] Challenges in Leave Administration - Nearly 49% of employers cite program administration as their biggest challenge, followed by integration of leave systems (39%) and managing workforce availability amid rising leave incidence (38%) [3] Trends in Paid Time Off - Interest in unlimited paid time off (PTO) is increasing, with 15% of employers currently offering it, up from 12% two years ago, and 18% expecting to offer it within the next two years [4] Outsourcing Leave Administration - 72% of employers currently outsource State and Federal Family and Medical Leave administration, an increase from 64% in 2023, with 82% expecting to outsource within two years [5] - Outsourcing of Americans with Disabilities Act (ADA) functions is projected to rise from 27% to 46% within two years [5] Role of Artificial Intelligence - Two-thirds of employers are uncertain about current AI applications in leave management, but nearly 70% are open to using AI for routine case-management tasks, indicating potential for future innovation [6] Compliance and Modernization - Compliance requirements are becoming increasingly complex, especially for multi-state employers, and organizations that modernize their leave programs are better positioned to meet employee expectations and manage risks [7] Survey Overview - The survey included 585 employers, representing a combined workforce of 8 million employees, conducted from late October to mid-November 2025 [7]

Core Insights - U.S. investors are increasingly focusing on ESG policies that enhance sustainable business practices and shareholder value, leading companies to refine executive incentive plans with quality metrics centered on human capital [1][6] Group 1: ESG Metrics in Executive Incentive Plans - 76% of S&P 500 companies reported incorporating at least one ESG metric in their executive incentive plans, marking a 1% decline from the previous year [2] - Globally, 80% of companies included at least one ESG metric in their executive incentive plans, with 75% using ESG measures in short-term incentive plans and 32% in long-term incentive plans [3] Group 2: Diversity, Equity, and Inclusion (DEI) Metrics - The prevalence of DEI metrics in the U.S. has significantly decreased due to recent Court rulings and policy changes, with only 34% of S&P 500 companies using these metrics in executive incentives, down from 55% the previous year [4] - 23 companies (5%) of the S&P 500 disclosed plans to remove DEI metrics from their executive incentive plans for the current year, indicating a continuing trend away from these metrics [4] Group 3: Human Capital Metrics - Human capital metrics remain a priority, with 71% of North American companies and 81% of European companies including at least one people-related metric in their executive incentive plans [5] - Common people-related metrics include employee engagement, succession planning, culture, and employee retention, reflecting a focus on governance of people risks and opportunities [6] Group 4: Study Overview - The WTW 2025 ESG Incentive Metrics Study analyzed 1,070 public company disclosures across major stock exchange indices in 18 markets, covering fiscal years ending between May 2024 and May 2025 [7]

Core Viewpoint - WTW has appointed Sheila Nordquist as the new Health and Benefits leader for North America, effective January 12, 2026, to drive growth strategy in the region [1][2]. Group 1: Appointment Details - Sheila Nordquist's appointment is aimed at enhancing the growth strategy for WTW's Health and Benefits segment in North America [1]. - Nordquist has been with WTW since 2013, starting as a client advocate and progressing through various leadership roles, including North Central market leader and U.S. Growth co-leader [2]. Group 2: Leadership Perspective - Anne Pullum, the global leader of Health and Benefits, expressed confidence in Nordquist's innovative market outlook and her commitment to client needs, which are expected to facilitate significant breakthroughs for the company [2]. Group 3: Company Overview - WTW provides data-driven, insight-led solutions in people, risk, and capital across 140 countries, focusing on enhancing organizational resilience and maximizing performance [3].

Core Insights - Nearly half of organizations believe that optimizing performance management could boost productivity by at least 10% [2] - A significant number of organizations are integrating AI and skills into their performance management processes to enhance effectiveness [4][5] Performance Management Optimization - 39% of organizations report that their performance management processes effectively meet employee expectations for clear goals, regular feedback, and fair ratings [2] - Only 20% of organizations find managers effective in providing coaching and feedback, highlighting a gap in managerial capabilities [3] AI Integration - 37% of organizations are currently using AI in performance management, with goal setting (44%) and development plans (40%) being the most common applications [4] - A similar percentage of organizations are considering the adoption of AI to improve performance management processes [4] Skills Integration - 54% of organizations have incorporated skills into their performance management, primarily for learning and development (78%) and goal setting (40%) [5] - Only 18% of organizations utilize skills for pay decisions, indicating a potential area for growth [5] Performance Ratings - Approximately 45% of organizations use a five-point rating scale, with over half either having changed or considering changes to their rating scales [6] - Organizations are seeking simplification and fairness in performance ratings to enhance differentiation [6] Pay for Performance - High-performing employees receive merit increases that are more than twice as large compared to average performers at one-third of organizations [8] - The primary reasons for implementing pay for performance include rewarding high performers (68%) and motivating employees (53%) [8] Research Methodology - The findings are based on the 2025 Performance Management and Pay for Performance Virtual Focus Groups, which included 280 registrants for performance management and 208 for pay for performance [10]

Core Viewpoint - WTW is set to announce its third-quarter financial results on October 30, 2025, before market opening [1] Financial Results Announcement - The financial results will be discussed in a conference call scheduled for 9:00 a.m. Eastern Time on the same day [2] - A live webcast of the conference call will be available on WTW's website, and an online replay will be accessible shortly after the call [2] Company Overview - WTW provides data-driven, insight-led solutions in the areas of people, risk, and capital, serving 140 countries and markets [3] - The company aims to help organizations sharpen their strategy, enhance resilience, motivate their workforce, and maximize performance [3] - WTW collaborates closely with clients to uncover opportunities for sustainable success [3]

Core Points - WTW's Board of Directors has approved an increase in the share repurchase authority by $1.5 billion, in addition to the approximately $200 million remaining from the current repurchase authority [1] - The company is authorized to repurchase shares through redemption or other means, considering various factors such as market conditions and legal requirements [1] Company Overview - WTW provides data-driven, insight-led solutions in the areas of people, risk, and capital, serving clients in 140 countries and markets [2] - The company aims to help organizations sharpen their strategy, enhance resilience, motivate their workforce, and maximize performance [2]

Core Viewpoint - WTW is set to announce its financial results for the second quarter on July 31, 2025, before market opening [1] Group 1: Financial Results Announcement - The financial results will be discussed in a conference call scheduled for 9:00 a.m. Eastern Time on the same day [2] - A live webcast of the conference call will be available on WTW's website, with an online replay accessible shortly after the call [2] Group 2: Company Overview - WTW provides data-driven, insight-led solutions in the areas of people, risk, and capital, serving 140 countries and markets [3] - The company aims to help organizations sharpen their strategy, enhance resilience, motivate their workforce, and maximize performance [3]

Core Insights - The latest Political Risk Index by Willis indicates that rising political polarisation is linked to increased political violence and unpredictable government policies [1][2] Group 1: Affective Polarisation - Affective polarisation is at a historic high globally, with individuals increasingly viewing supporters of opposing political parties as hostile [2] - Countries experiencing violent political conflicts show the highest levels of polarisation, with democracies like the US, Germany, India, Brazil, and Bulgaria seeing the fastest increases [2][4] Group 2: Ideological and Elite Polarisation - The index also examines ideological polarisation, which reflects the extent of agreement on core policy issues, and elite polarisation, which measures how political rivals view each other as legitimate [3] - The US is unique in that it has seen rapid increases in affective, ideological, and elite polarisation over the past 15 years [3] Group 3: Historical Context and Trends - Historical data from over 200 countries shows that surges in polarisation often follow economic crises or corruption scandals, leading to the rise of populist movements and increased political violence [4] - Positive trends have been observed where truth and reconciliation processes, cross-party coalitions, and transparent investigations have led to reductions in political polarisation [4] Group 4: Business Implications - The director of political risk analytics at Willis highlights the correlation between polarisation and political violence, noting that businesses face growing challenges in increasingly polarised societies [5]

Core Insights - WTW launched its 2025 Global Supply Chain Risk Survey, revealing significant shifts in supply chain risk management among businesses [1][2] Group 1: Survey Overview - The survey involved 1,000 senior decision-makers from companies with annual revenues exceeding $250 million, including risk managers, supply chain and logistics managers, and CEOs [2] - Conducted in November 2024, the survey serves as a follow-up to the 2023 Global Supply Chain Risk report [1][2] Group 2: Key Findings - Cybersecurity and supplier contract vulnerabilities are now critical concerns in enterprise risk management [6] - Digital transformation and data availability are prioritized, with a focus on aligning supply chain goals with broader organizational objectives [6] - Companies are enhancing executive oversight and forming specialized risk management teams, indicating opportunities for future development despite existing gaps in comprehensive risk management strategies [6] Group 3: Expert Commentary - Simon Sølvsten emphasized the complexity of supply chains and the challenges in maintaining oversight of inherent risks for organizational resilience [4] - Hugo Wegbrans highlighted the need for thorough risk understanding and quantification in the insurance industry to ensure appropriate premium pricing and competitiveness [4]

Core Viewpoint - WTW is set to announce its financial results for the first quarter on April 24, 2025, before the market opens [1] Group 1: Financial Results Announcement - The financial results will be discussed in a conference call scheduled for 9:00 a.m. Eastern Time on April 24, 2025 [2] - A live broadcast of the conference call will be available on WTW's website, and an online replay will be accessible shortly after the call concludes [2] Group 2: Company Overview - WTW provides data-driven, insight-led solutions in the areas of people, risk, and capital, serving 140 countries and markets [3] - The company aims to help organizations sharpen their strategy, enhance resilience, motivate their workforce, and maximize performance [3] - WTW collaborates closely with clients to uncover opportunities for sustainable success and provide valuable perspectives [3]