Global Appendix

The Americas

The call to re-examine Total Rewards strategies resonates across the Americas with unique regional differences. In Canada, universal healthcare provides a measure of security, but long wait times and limited access to specialists mean it takes supplemental benefits for workers to truly thrive. In the U.S., high healthcare costs—both insurance premiums and out-of-pocket charges—are a significant obstacle for employees. Similarly, in Mexico, access to affordable and quality care creates a persistent undercurrent of anxiety. And across South America, a variety of healthcare systems emphasize the importance of tailoring benefits to address socioeconomic disparities. As our research shows, until employers help meet basic needs, including fair compensation, robust health care benefits, and a sense of belonging, the pursuit of higher-level needs and goals is moot. But by understanding regional nuances and tailoring Total Rewards to address specific challenges, organizations can extend care-centered benefits to their people that then expands their ability to care for their families, communities, and beyond.

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Mindi Cox
Chief Marketing & People Officer
Salt Lake City, United States

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Europe

European employee expectations are rapidly evolving amidst economic challenges, necessitating a re-evaluation of Total Rewards strategy. Whilst European social safety nets are generally robust, our research highlights key areas where they often fall short, particularly in mental health support and access to specialist care. This is especially true in the wake of recent economic pressures, which have worsened financial concerns for many. Forward-thinking companies are bridging these gaps, offering supplementary benefits and resources that empower employees to move beyond mere survival and truly thrive. This includes prioritising mental wellbeing, financial security, and personalised healthcare options to augment public provisions. Recognising the diversity of European countries and their unique social welfare systems, organisations are tailoring their Total Rewards strategies to meet the specific needs of their workforce. By embracing this approach, they will cultivate a more engaged, productive, and resilient workforce, poised to overcome challenges and seize opportunities.

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Robert Ordever
Managing Director, Europe
London, England

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IMEA

Total Rewards strategies currently confront many challenges in the IMEA region. Explosive economic growth and evolving work landscapes have led to increased burnout and disengagement. Privatisation of the healthcare sector has made comprehensive health coverage unaffordable. And mental health remains stigmatized in India, while adequate care in the Middle East is hindered due to a shortage of professionals. The vast number of employees whose basic needs remain unmet highlights the opportunity for organisations to reimagine Total Rewards to foster true thriving. By focusing on employee wellbeing, addressing obstacles like healthcare access, and offering opportunities for personal development, employers can begin to realise the full potential of their people. The most successful organisations will implement benefits that resonate with local values and address specific regional challenges. They understand that investing in employees' wellbeing, growth, and overall experience is vital to long-term prosperity.

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Zubin Zack
Managing Director, India, Middle East, and Africa
Mumbai, India

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APAC

This region faces a critical juncture in Total Rewards. Our research reveals a significant portion of employees feel stuck in “survival mode,” lacking fair compensation, a supportive work environment, and a genuine sense of belonging. These deficiencies hinder productivity and breed resentment towards employers. Adding to the complexity, employees increasingly demand robust mental and physical health support, preventive care, and, in some parts of APAC, access to traditional medicine, reflecting a region-wide focus on holistic wellbeing. (Driving factors include rising stress levels, long working hours, and the expectations of new generations joining the workforce.) Forward-thinking employers are fostering workplaces where employees feel secure, valued, and empowered, which is essential for attracting and retaining top talent and driving innovation. By prioritising and addressing the foundational needs of their employees, organisations can create a more engaged, productive, and ultimately, successful workforce.

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Alan Heyward
Managing Director, Asia Pacific
Melbourne, Australia

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