Quickbooks Time (formerly Tsheets) is an online time tracking and time card tool with payroll functionality. However, with their Pro version ($7.99/month), you get access to some collaboration features. Track all your work and clients in one place and streamline tasks. TopTracker is a great time tracking app for freelancers, solopreneurs and small organizations. However, only 43% currently are allowed to do this(, 45% of telecommuters say they love their jobs, compared to 38% of mobile workers and 24% of employees who worked every day in their offices (, 10% of employees want a situation where they do not come into the office at all, and 35% do not want any telecommuting days at all(, 63% of Millennials say they're more likely to join a company that offers the option to telecommute (along with 57% of GenX, 41% of Boomers)(, 44% of employees view companies that don't offer a telecommuting option as old-fashioned(, 90% of HR leaders said they embrace digital practices like flexible scheduling and remote work, but just 15% of them have fully adopted digital practices (, 17% of companies investing in data-based HR technology are looking to reduce turnover (, 60% of companies investing in data-based HR technology said they had average turnover rates of up to 20%, and 25% of the organizations had turnover rates of up to 50% (, 31% of retail workers prefer to choose their own shifts vs 18% of employees across other industries (, The most common adaptions to accommodate millennials in the U.S. are making work hours more flexible (21%), allowing work from home (17%), increasing training (16%), implementing new mentoring programs (13%), and altering corporate culture (10%) (, 73.5% of associations offer employees flexible work schedules (, 48% of HR professionals reported millennials as their largest non-desk work group, but 32% said they are the hardest generation among Gen Z, Gen X and Baby Boomers to engage (, 43% of millennials would switch jobs for greater flexibility (, 35% of workers want to be able to work off-site full time and 37% part time (, 53% of employees say greater work-life balance and personal well-being are very important to them when considering whether to take a job with a different organization (, 23% of people cited better work-life balance as a reason they would leave a traditional job to do freelance work (, 17% of people cited flexible hours, 10% a need for freedom and 8% higher compensation as reasons they would leave a traditional job to do freelance work (, 94% of workers are open to non-traditional forms of work (, For 81% of workers, non-traditional work arrangements are a choice, rather than a necessity (, 80% of boomers (ages 50-65) would consider working as independent contractors and freelancers (, Traditional workers reported much less flexibility (27%) than the other two groups, who came in at 38% for contingent (temporary or on-call) and 58% for independent workers (contractors or online platform workers) (, If not managed well, the element of isolation for remote workers can result in a 21% drop in performance (, 92% of IT professionals recognized the benefits of remote work, but about the same amount said the perk comes with security risks, and more than half said the risks are greater than those for onsite workers (, 73% of VP and C-suite IT leaders think remote workers present a greater risk than onsite employees, while only about half of IT managers and IT directors thought so (, On a scale of 1-5, a flexible work schedule is very important to many IT developers (44%) (, Employees most desired summer perks are flexible schedules (52%) and early departures on Fridays (27%) (, About half of senior managers said they offer flexible schedules, more relaxed dress code and company picnics or potlucks as summer perks (, About one-third of senior managers said workers are allowed to leave early on Fridays during the summer (, 70% of organizations now offer some type of telecommuting, either on a full-time, part-time or ad-hoc basis, up from 62% last year and 59% in 2014 (, 76% of workers report being either satisfied or very satisfied with their work schedules (, 56% of workers said their employer or manager generally determines their work schedules (, 32% of workers say they can generally choose their schedules, and 12% say their schedules are determined by their clients or customers (, Employees who work 5-8-hour shifts are the highest percentage of those who are satisfied with their schedules (, 41% of workers would choose a different work schedule if they could (, 45% of workers say their work schedule fits their preferred sleeping schedule very well (, 46% of employees believe financial apps and online tools should be a core part of their employers benefits (, 93% of organizations offered telemedicine or telehealth as an employee benefit in 2022, compared to 73% in 2019 (, 76% of employers say educating employees about benefits is a challenge, up from 62% in June 2020 (, 68% of U.S. workers want personalized information explaining what insurance benefits to purchase, up from 57% in March 2020 (, 80% of employers say they offer customized education to show how the benefits relate to their employees (, 78% of employers and 73% of workers are willing to share information with insurance companies in exchange for personalized benefits communications (, 53% of businesses offered virtual therapeutic platforms, meditation or relaxation subscriptions (, 48% of talent professionals say their company should improve their compensation and benefits, simple administrative processes (40%), open and effective management (38%), intuitive tools and technologies (38%), training opportunities (38%), company culture that inspires employees (38%), and work-life balance (37%) (, 52% of employers said they believe virtual care will play a significant role in the future of healthcare delivery (, Employers believe the most challenging issues in the year ahead are: (, Attracting strong, competent management and dedicated, capable staff (33%), Offering competitive compensation and benefits (31%), Developing employees and future leaders for succession (23%), Building a positive brand and culture (20%), Maintaining ongoing regulatory compliance (19%), Measuring and managing employee performance (18%), Managing the hiring process and tracking applicants (16%), Creating operational efficiencies with overall HR administration (16%), 51% of employers said implementing more virtual solutions was their top healthcare initiative in 2019, and 95% have already implemented telehealth services for minor, non-urgent services (, 49% of employers are taking a more active role in changing healthcare delivery through a range of actions, including experimenting with new payment and delivery models like accountable care organizations, centers of excellence and performance networks (, 35% of employers indicated they would actively pursue an ACO or high-performance network strategy in 2019, either by direct contracting or by promoting ACOs and HPNs offered by their health plans (, 47% of employers noted that controlling employee benefit costs was a top human resource priority (, 60% of employers arent proactively trying to manage the waste in healthcare (, 57% of employers think that up to 25% of treatments for employees and their dependents are wasteful, and 59% of employers dont compile or analyze data to track waste (, 53% of employers said they plan to make their pay decisions more transparent in the next three years (, 67% of HR leaders have reevaluated their pay practices this year, with an eye on pay equity (, 83% of HR leaders now have a discrimination and harassment policy in place with 65% having updated those policies in the last 12 months (, 34% of organizations increased their benefits offerings in the past year (, 26% of employers say they plan on increasing benefits in 2018 (, 51% of employers plan to increase their investments in on-site benefits (, 90% of employers said the move to a benefits marketplace helped simplify their benefits administration process (, 42% of companies reduced the number of investment options they offer to plan participants over the past three years, and another 41% plan to do so by 2020 (, 20% of small businesses lack confidence in their organizations ability to keep up with HR compliance (, More than 50% of small businesses have digitalized a majority of their benefits process (, Roughly 30% of small business owners have increased their level of administration outsourcing in the last three years, and 24% believe outsourcing will be a top benefits strategy in the next five years (, 42% of organizations are restructuring their HR operations or revising their strategies to leverage digital tools, and only 51% of that numbers said theyre effective at doing so (, A little more than 50% of employers said theyre in the transformative stage of digitization, while only 38% described themselves as proficient (, 85% of employees said employer technology should provide a simple, intuitive user experience (, 21% of HR leaders are currently leveraging the power of a single HR technology, 48% are using several separate systems with some integrations, 15% are using different systems with no integration, and 15% are still completely manual (, More than 75% of HR leaders feel their current HR technology solution is improving the overall employee experience (, 82.37% of employees say their employer provides an employee self-service portal where they can access pay and benefits information online (, 73% of full-time U.S. workers expect their employer to provide a high-level of employee self-service, allowing them to independently complete a variety of HR-related tasks (, 62% of full-time workers in businesses with 50 employees or less said they expect any employer to offer at least some level of HR automation, and 60% of workers in businesses with less than 10 workers expect these offerings (, More than 65% of companies with 20-500 employees currently offer tools to workers to perform simple administrative HR tasks via self-service, and 46% of companies with fewer than 20 employees are doing the same (, 53.33% of employees say they prefer to access the portal desktop computer at work, while 10.96% say they prefer to access it via their desktop computer at home; 18.62% via their laptop computer; 12.54% via smartphone; 2.19% via tablet; .63% via telephone; and .26% kiosk at work (, Nearly 70% of millennials said a human advisor would deliver a higher return on investment vs 31% that said as much of robo-advisors (, 54% of millennials that work with human advisors said getting started on a savings path was easy, but only 38% said their robo-advisor platforms made it easy to get started (, Primary factors in assessing HR technology platforms are: low cost (23.9%), employee empowerment (51.5%) and administrative ease (61.4%) (, 88.8% of employers felt that guided decision support, cost calculators and plan comparison tools were at least somewhat effective (, 64% of hiring decision makers believe their organization is satisfactory/very satisfactory at clearly setting pay and benefit expectations within job postings (, 83.2% of employers indicated that communication, employee education and engagement are integral to overall benefits delivery (, 47% of employees expressed concern that their employer will not offer enough benefit options for the coming year (, 40% of employees fear that their employer may not provide enough information or guidance about available benefits options (, 92% of workers last year kept the same selections, and more than 80% spent less than an hour sussing out their options (, Two-thirds of employees complain that making sense of benefits is too complicated, and nearly three in four employees report there is some part of their coverage they dont understand (, More than half of employees estimate they are wasting up to $750 a year because of suboptimal benefit choices (, 75% of HR executives think their benefits offering are innovative, but only 50% of workers agree (, 97% of employees preferred choosing their own benefits, rather than have their employer choose for them (, 67% of employees said they felt confident they signed up for the right benefits (, 24% of employees could give the correct answers when asked about copays, deductibles and service providers in their network (, Employees benefits knowledge has declined in the past two years, down from 47% in 2015 and 39% in 2016 (, 67% of American workers are confident they understood everything with the benefits they signed up for (, 22% of young adults associate benefits with independence, only 19% feel confident, and just 31% say they feel prepared (, Young adults biggest concern about choosing their own health insurance plan is cost (44%) and understanding how health insurance works (36%) (, 26% of employers are interested in outsourcing employee benefits communications services to a third party (, 86% of employees work for a company that has a fiscal program in place (, 35% of employee wellness professionals said employers would spend more on wellness programs in 2018, while just 15% stated they would decrease spending (, When determining benefits investment, 79% of employee wellness professionals cited a competitive benefits plan as an influencer; 77% cited cost (, 35% of employers favor a full repeal of the Affordable Care Act, 51% oppose it and 14% have no opinion (, 92% of employers would like to permit higher contributions to health spending accounts (, 87% of employers would like to allow contributions up to the level of the out-of-pocket-maximum (, 66% of employers would like to allow medications and treatments for chronic conditions to be covered in an HAS-eligible plan before the deductible is met (, 61% of employers would like to allow free or subsidized services at an onsite clinic before the HAS deductible is met (, 14% of small business owners had experience with outsourcing HR administration, and 7% didnt know this was an option (, 40% of employers outsourced or co-sourced leave administration for the Family Medical Leave Act leave in 2015 while 44% did so in 2018 (, For small business owners with experience in outsourcing HR administration, the top three services most frequently outsourced were payroll administration (58%), 401(k) (42%), and benefits (40%) (, 74% of employers claim cost is an important consideration in making benefits decisions (, 54% of C-level execs say they have more unfilled positions than ever before (, 65% of C-level execs expect flexible workers, contingent workers and project-based workers will take over a significant amount of the work currently being done by full-time employees (, More than 60% of employers are considering increasing flexible work options and arrangements, and two-thirds anticipate improving their personalized communication during the next three years (, 45% of micro companies and 53% of small companies utilize social networking to recruit, compared to 73% of large businesses (, 25% of micro businesses and 50% of small businesses rely on their corporate website to recruit and attract candidates compared to 80% of their large counterparts (, 15% of micro companies are utilizing a mobile-friendly application and screening process (, Total talent acquisition, a consistent and comprehensive approach to recruiting and hiring, is a top priority among 90% of C-level execs (, 63% of U.S. employers (up from 60% last year) plan to increase staffing by hiring more full-time, permanent workers during the second half of 2018 (, 41% of employers (down from 50% last year) plan to hire contract or temporary workers (, 28% of employees signed up for voluntary benefits during 2017(, 50% of companies agree that "voluntary benefits are a significant part of our companys benefits strategy" (, 79% of business and HR leaders said that employee well-being is important, while nearly 49% said the purpose of their well-being programs was about complying with requirements as opposed to being about caring for employees (, 38% of employees are not very confident they made the right benefits decisions at annual enrollment (, 54% of employees claim they need more help understanding how their benefits work, and how those benefits can help meet their needs (, 7% of workers are educated on their healthcare plan (, 45% of employees strongly agree their companies benefit communications helped them to understand how they would pay for specific services and effectively educated them on their benefit options (, 16% of employers said they are working directly with providers to design health plans (, 65% of employees say employers should spend their tax savings on increases in annual and hourly wages (, 55% of mid to large size employers said they plan on using their tax savings for broad-based expenditures, and 29% plan on allocating savings to employees compensation and benefits (, In response to the corporate tax cut, 20% of companies have provided enhanced benefits with 35% of those considering further changes to their benefits package (, Of companies that have made changes to their benefits in response to the corporate tax cut, 95% said they have made structural changes to compensation first (, In response to the corporate tax cut, 65% of companies handed out $1,000 one-time bonuses to employees, and 46% of employers increased the minimum wage (, In response to the corporate tax cut, 9% of employers enhanced their benefits packages, with an additional 12% of employers increasing their retirement benefits (, In response to the corporate tax cut, 20% of employers are considering making changes to retirement preparation and enhancing benefits (23%) (, In response to the corporate tax cut, 15% of employers are considering reducing healthcare costs (, In response to the corporate tax cut, 52% of employers are not planning any changes to their benefits package because they are unsure of or not anticipating a significant tax benefit (, 67% of brokers who were automation leaders ranked integrated benefits management platforms as a top priority to their clients (, 50% of advertising and marketing hiring decision makers think productivity would increase if their organizations adopted a compressed work schedule which would allow employees to work four 10-hr days a week (, 76% of advertising and marketing hiring decision makers said they favor a policy that allows employees to do non-work-related tasks on company time to increase performance (, More than 50% of advertising and marketing hiring decision makers think employers and workers should work together to achieve work-life balance, while just 6% think that goal is the sole concern of the company (, 39% of employees said employers were responsible for creating work-life balance (, 26% of business leaders cited work-life balance as an employee concern (, HR professionals cite the top two reasons for hiring gig workers as the ability to bring them in for short-term projects and the high-quality, specialized expertise they provide thats not always found in-house (, 67% of HR professionals said they are confident about knowing what gig workers do daily, despite the fact that many of these workers do their jobs remotely (, Two-thirds of HR professionals said they try to integrate contingent workers into the workplace culture (, Almost 60% of HR professionals think gig workers positively impact the workplace culture (, More than 60% of employers said its difficult to find skilled workers, a little less than half said the same about meeting compensation requirements, and about the same amount have struggled to identify diverse candidates (, 49% of employers said it was a challenge to find candidates with hard skills, and 51% experience difficulty in looking for employees with soft skills (, 74% of employers said they plan to increase staffing, with 67% stating they plan to add 1- 50 jobs (, 75% of leaders believe that AI, robotics and IoT are making fundamental changes within their organization (, Almost twice as many employers expect a budget increase for L&D initiatives this year over recent years; 43% anticipate a learning budget bump for 2019 (, 47% of HR professionals found managing performance and providing professional development opportunities challenging; 43% found aligning talent retention strategy with business objectives challenging; and 40% said that handling employee mergers and acquisitions was challenging (, Two-thirds of HR leaders agree that the HR function has undergone or is undergoing a digital change (, 70% of HR leaders recognize the need for workforce transformation, while 40% said they have a digital workplace at the organizational or HR level (, Almost 40% of HR leaders feel very confident about HRs ability to transform, and 35% said their companys current culture is more task-oriented than innovative or experimental (, 42% of HR leaders agree that readying the workforce for a future with AI will be one of HRs biggest challenges during the next five years (, In the next two years, 60% of HR leaders plan to invest in predictive analytics, 53% will invest in enhanced process automation and 47% in AI (, 90% of HR executives believe that technology will substantially change their organizations operations, but less than half feel they have the resources for a digital undertaking (, 95% of HR professionals said predictive analytics would help their hiring and development efforts, but only a third can access the technology (, 69% of high performing talent organizations are more likely to feature clearly defined must-have and nice-to-have skills in their job descriptions (, 40% of companies with 1,000+ employees outsource their FMLA management as do 27% of companies with 50 or more employees (, 90% of HR leaders said they now have a voice in company strategy and decision making processes up 10% from the previous years (, 80% of employees say that meeting the needs of employees across all stages of life and the diversity spectrum is an important benefits objective (, 21% of employees want employers to focus on helping them manage their day-to-day finances in the following ways: (, 39% want direct-from-pay savings and investment options, 36% want flexibility to use retirement contributions for other needs, 37% of employees would trust an advisor recommended by their employer over one they found themselves (, In 2022, 65% of employers felt professional and career development benefits were very or extremely important, compared to 37% in 2020 and 51% in 2019 (, 78% of organizations pay for employee opportunities to develop new skills (, 48% of employers offer undergraduate or graduate tuition assistance as a benefit, compared to 56% of employers in 2019 (, 59% of organizations offer dependent care FSA (, In 2022, 31% of organization would allow employees to bring children to work in an emergency as a benefit (, In 2022, 35% of employers offered maternity leave and 27% offered paternity leave, down from 53% and 44% in 2020 (, Top non-insurance benefits for U.S. Workers in 2019: (, Fitness/healthy lifestyle incentives (17%), Millennials are the generation most likely to want in-office perks from their employer (, Workers are least likely to have nap breaks, unlimited PTO and a company car as benefits (, About 60% of employers earned a grade of C, D or F at managing employee absence and disability in the workplace (, 31% of employers benchmark their absence management programs and only 33% benchmark their disability programs (, More than 50% of organizations lack formal processes for return-to-work and stay-at-work programs (, 25% of HR professionals report having successful absence and disability management programs (, 61% of employers said constantly changing disability laws and guidelines make it difficult to properly support employees and comply with the law (, 23% of employees said their rewards are below or well below those of other companies, up from 15% in 2015 (, 54% of workers believe their overall total rewards meet their needs or the needs of their family (, Employees who feel their rewards meet their needs are seven times more likely to be engaged with work compared to employees who dont feel that way (, 39% of employees rated themselves as unhappy about their rewards, 26% are happy and 33% are neutral (, 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals (, 49.3% of people relocate to seek a higher paying job or career advancement, find a job closer to family (20.5%), or transfer within an existing company (11.1%) (, 22.1% of people relocated to work for a company of 1-49 employees, 100-499 employees (20.1%), 1,000-4,999 employees (17.2%), and over 5,000 employees (17.1%)(, When relocating for a job, about 26.4% of employees received some moving expenses, 15.75% help with temporary living expenses, 12.05% a discretionary expense allowance, and 8.7% a lump sum for miscellaneous expenses (, 29.86% of employees relocating for work received no moving assistance at all from employers (, 41.5% of employees said they only had 0-30 days to relocate and settle in before starting their positions, 31-60 days (29.5%), 61-90 days (17.9%), and 91 days or more (11.1%) (, 54.6% of people relocating for work believed that the benefits of job relocation outweighed the challenges (, Of the 99% of employers that offer relocation or transfer programs, about 40% of their workers said they dont know about these programs or their employer doesnt offer them (, More than 20% of workers said theyve left a job because they were denied the chance to transfer to a new location at the company (, In the past five years, 34% of companies increased their relocation-package offerings to top candidates beyond their geographic area (, 30% of companies dont offer any relocation incentives (, 44% of employees cited better pay and perks as the top considerations in their decision to relocate, followed by family or personal reasons (17%), cost of living (16%) and career advancement (16%) (, More than 50% of workers who considered leaving said they would reconsider quitting for a chance to relocate, even if they werent given more pay or additional benefits (, 64% of millennials say benefits are extremely or very important to employer loyalty (, 50% of millennials are confident they have a strong understanding of their benefits (, Nearly 70% of employees spend an hour or less considering their benefits at enrollment time (, Employees who rush through their benefits choices are 23% less likely to understand their benefits moderately or very well (, 68% of employers are making retirement security a priority, up from 46% in 2013 (, 47% of employees said they value a workspace with a community atmosphere, especially for millennials ages 18-34(55%) (, 27% of employees found their employers L&D offerings to be embedded in the organization, meaningful and useful (, Nearly a third of employees called their L&D offerings enthusiastic but off the mark (, 41% of employees rated their L&D offerings as something that ticks the box or thats talked about by execs but never acted upon (, 40% of employees age 24 and younger said theyd talk to their boss about making a career change if they had access to additional opportunities to learn and grow within the workplace (, 59% of organizations have made learning and growth a priority over the past three years (, 42% of organizations report they have a good process for continuous learning (, 16% of organizations report they have programs in place to reskill any employees impacted by automation, offshoring or use of nonemployee talent (, 51% of workers said they are satisfied with their current jobs, but gave their employers development opportunities a poor grade (, Private-sector employees spent an average of 34 days on learning last year (, 70% of workers said they would likely participate in an employer-provided training program if it was offered to them (, 84% of workers believe the skills or degree earned through their employer helped to prepare them for the future of work (, More than half of employers offer tuition assistance (, 22% of Gen Z want student loan repayment benefits (, In 2019, 11% of employers offered payroll deduction for a tax-advantaged education savings plan (, 56% of employers offer tuition assistance for employees pursuing degrees, and 8% offer student loan repayment assistance (, 14% of organizations report increasing professional development benefits offerings this year (, 82% of workers said their continued education, made possible by an employers tuition reimbursement program, made them more effective employees (, 64% of workers said their employers tuition reimbursement program made them happier at work (, 52% of workers said their employers tuition reimbursement program is among the best benefits offered at work (, 76% of workers said a tuition reimbursement program would make them more likely to remain at their organization (, 81% of workers said a tuition reimbursement program would make them more likely to recommend working at their organization to a friend (, When asked to rank the three non-traditional benefits that are most important regardless of whether or not theyre actually offered at work employees ranked education benefits (65%) far above wellness benefits (17%) and ranked education benefits above workplace training (21%), paid family leave (25%), and life or disability insurance (11%) (, 49% of workers said they would not have pursued education if their employers did not offer tuition assistance (, 70% of parents said their family has benefited as a result of the skills or degree they acquired while using their employers tuition reimbursement program (, 41% of Gen Z employees believe their tuition reimbursement program is the single best benefit offered by their employer, and 80% say it is among the top three voluntary benefits (, Of individuals who do not have existing student loan debt, nearly 60% said that their employers education benefits led them to seek additional education (, 19% of employees want tuition reimbursement for classes, 19% want classes and workshops, 13% prefer job shadowing opportunities, 12% ask for presentations from experts, and 7% want learning resources like books, videos and online courses (, 50% of employees said it had been a year or more since they were last offered job retraining, 23% said it had been 6-11 months, and 27% were offered training less than six months ago (, 41% of employees say their employers are training workers in preparation for the future (, Nearly two-thirds of HR leaders reported a skills gap in their organizations, up from 52% in 2018 (, Nearly a third of HR leaders attributed the skills gap to a lack of qualified candidates (, 90% of HR leaders said theyd hire a job seeker who lacks a four year college degree, though 68% said a degree is useful in validating certain skills (, 76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future (, 32% of employees were satisfied with their career advancement opportunities and 37% were satisfied with their companys training and learning opportunities (, 58% of employees thought their company failed to offer enough opportunities to acquire new skills and help them advance in their career (, 73% of employees whose companies dont offer education opportunities or workshops outside of work hours said they would likely participate if these learning opportunities were made available (, Nearly 80% of private-sector workers required some form of on-the-job training in 2018 (, 14% of employees said they would like more training or learning opportunities to improve their job satisfaction (, Nearly two-thirds of U.S. workers said they want a bigger focus on L&D in their workplaces (, 46% of U.S. workers said their employers have provided on-the-job training in the past year, and 52% said its easy to access L&D at their jobs (, 82% of employees said they feel fairly well equipped to do their current jobs, but 63% want a heavier focus on training (, 62% of workers have invested personal time in training during the past year, with 30% paying for training out of pocket (, 44% of employees dont feel they have sufficient opportunities for professional growth in their current positions (, Training and development has become one of HRs top five priorities for the first time, with more HR leaders willing to train and upskill underqualified candidates than in years prior (, While 98% of employers said they have career development programs in place, theres a disconnect as almost 80% of workers agreed they were on their own to navigate their career development (, 77% of employers plan to make big investments in learning and development programs to provide workers with new skills for new roles as their businesses grow (, 40% of employees age 36 and younger and 67% of baby boomers described their companies learning and development programs as excellent (, 61% of employees want appealing and comfortable workspaces, workplace flexibility (53%), perks (47%) and workspaces that provide learning opportunities (32%) (, 42% of employees say learning and development is the most important benefit when deciding where to work followed by health insurance (48%) (, Almost 60% of employers will increase investments in training and development (, 33% of Americans say employer-provided training doesnt meet their expectations (, One in three workers said their employers training is out-of-date (, In the U.S., 32% of workers said training is critical (, 34% of employees feel it is the employers responsibility to pay for training (, 80% of employees want to acquire more digital skills to guarantee their future employability (, 45% of millennials are pleased with their career path, and 49% with training and development programs at their company (, 76% of employees think their employers should provide them with more training in digital skills, but only 44% said their employers are doing so (, Employers increased their per-employee spend on training in 2017, up nearly 2% to $1,296 (, Employees averaged over 34 hours of training per year, with technology-based learning accounting for 41% of all time spent learning (, Up to 59% of employees admitted they had no training whatsoever to do their jobs and that their skills had been mostly self-taught (, 90% of employers agreed that it is beneficial to switch from paper-based training to mobile-based training (, More than 85% of employers say employees who have used mobile devices and software or apps specifically designed to train customer-facing employees are better able to meet customer expectations after learning to use such tools (, 59% of employees are, to a certain extent, investing in their own upskilling (, 90% of employees think employers are mainly responsible for upskilling staff (, 80% of workers said upskilling was their own responsibility (, 40% of workers said their employers were helping them develop skills (, 42% of millennials said their current employers do provide learning, development and training opportunities (, In entry-level roles, 82% of certified professionals report theyve been promoted in the past five years vs. 68% of those who arent certified (, 29% of employees said their organization has a formal mentoring program and 37% said they have an informal one (, 71% of Fortune 500 companies have formal mentorship programs (, 90% of workers participating in a mentoring program said it helped them develop a positive relationship with another individual in the company (, 89% of workers participating in a mentoring program said it allowed them to contribute to the success of their company (, 94% of workers participating in a mentoring program believe that a mentoring program demonstrates an organizations commitment to provide career options and opportunities (, 83% of workers participating in a mentoring program admitted that their experience positively influenced their desire to stay at their organization (, 28% of employees said their employers offer mentorship or leadership programs geared toward women (, Less than 40% of millennials and 30% of Gen Z workers feel they have the skills theyll need to succeed, and theyre looking to businesses to help ready them to succeed in this new era (, 36% of millennials and 42% of Gen Z reported their employers were helping them understand and prepare for the changes with Industry 4.0 (, Career Development and tuition reimbursement policies showed a 1.4% and 1.2% ROE advantage (, 47% of organizations run training and development programs to help build employees skills and support career development (, 30% of employees have the skills they need to perform their work today and only 20% of employees have the skills needed for both current and future jobs (, 64% of managers say they dont think their own employees will be able to keep pace with skills needed in the future (, Businesses with a strong learning culture enjoy employee engagement and retention rates around 30-50% higher than those that dont (, To foster diversity in the workplace, 49% of minority cybersecurity professionals said mentorship programs are very important (, 51% of men say their performance is rewarded when they do a good job vs. 41% of women (, Only one third of workers received recognition the last time they went the extra mile at work, and just a quarter feel highly valued at work (, Less than one third of employees had not received any recognition in the past two weeks and the same number said they werent well-recognized the last time they went the extra mile at work (, When there was no consistent organizational strategy for recognition in place, the odds of burnout increased by 29% (, 26% of employees ranked recognition for their work in their top three factors for staying with their current employer, but 17% said their manager/employer was horrible they never recognized their work and 43% ranked their manager/employer as just okay recognizing them annually or quarterly at least (, 10.8% of workers call their manager/employer awesome and are recognized weekly and 29.4% call them pretty good and are recognized at least once a month (, 49% of employers know which total rewards programs employees value, while 47% know which offerings candidates value (, 47% of employees want to receive rewards spontaneously (, 38% of employees want to receive rewards in exchange for good work (, 52% of employees would rather celebrate rewards with their families than with colleagues (, 76% of employees are enrolled in a vision benefits plan (, The enrollment breakdown for vision care by generation is: Boomers (84%), Gen X (80%), Millennials (75%) and Gen Z (50%) (, 95% of executives offered medical insurance, 89% offered dental insurance, 88% offered life insurance, 81% offered vision insurance, 79% offered accidental death and dismemberment and 78% offered disability insurance (, 65% of executives offered employee assistance programs, 56% offered reimbursement for tuition/professional certifications, 54% offered health care flexible spending accounts and 46% offered dependent care flexible spending accounts (, 42% of executives offered wellness programs, 41% offered health savings or reimbursement accounts, 30% offered long-term care insurance, 16% offered legal services, 11% offered identity theft protection, and 7% offered pet insurance (, Job satisfaction rises from 65% for the overall population to 69% among employees in organizations where voluntary benefits are offered, and 75% when enrolled (, 85% of employees see a growing need for voluntary insurance benefits, a sentiment that has grown significantly and is up from 63% in 2014 (, Voluntary benefits will meet employees diverse needs, from serious illness and identity theft (a 56% increase) and pet insurance (80%) (, 50% of workers want help getting identity protection services (, 68% of HR professionals say identity theft benefits are growing in importance (, 67.5% of HR executives are looking for or evaluating identity theft coverage as an employee perk (, 50% of HR professionals currently offer identity theft benefits (, 42% of full-time employees have no employee perks at all (, 53% of those who do have employee perks say that those perks give them a better quality of life (, In 2018, 48% of companies offered financial counseling services either online, one on one, or in a classroom setting, up from 28% in 2014 (, While 23.4% of men wished their company offered continuing education opportunities, 28.4% of women wanted it (, Of the three formats in which financial education is delivered, online is the most popular as 35% of employers use it, 34% offered one-on-one financial education and 29% offered group or classroom-style learning (, More than two in five employers report an increased demand for financial education from employees in the past two years (, 63% of employers currently provide financial education for their workforce, and an additional 19% are considering such education for the future (, Among employers that offer financial education programs, 24% report that they have a financial education budget in 2018, which is significantly higher than the 14% of employers that had such a budget in 2016 (, An additional 20% of employers are considering adding a financial education budget, and more than 50% of employers with existing budgets are planning to increase those over the next two years (, 17% of employers currently offer financial education around life events like funding education, getting married, purchasing a home, divorce, having a child etc. 30% off the then-current list price of QuickBook Time (Formerly TSheets) and 15% off the then-current per employee list price Subscriptions will be charged to the credit card through the QuickBooks account. Do you have the PTO protocols and tools in place today to adapt in 2021, or is your company in danger of falling behind? These Discount offer: 50% off the monthly price for QuickBooks Time Premium or Elite is for the first 3 months of service, starting from the date of enrollment, followed by the then-current monthly list price.Your account will automatically be charged on a monthly basis until you cancel. Learn how employers nationwide are saving employees thousands on their everyday purchases with America's largest employee discount network. A multifunctional dashboard that lets you keep track of your staff and manage employee productivity. Supports advanced billing functions such as invoice generation in multiple currencies. This limits its distraction management capabilities. Luckily, Time Doctor is super easy to use. Talk to Sales: 1.877.683.3280. Web*Offer terms. The poor time use report is a periodic report that shows you any distracting sites and apps an employee accessed in a day during working hours only. The tool may be better suited for companies than freelancers or solopreneurs. This list of non-productive sites can be customized by you. Timely can integrate with loads of popular project management, communication and video chat apps. QuickBooks Time Training with QuickBooks Desktop. Here are the pricing plans: You can also check out our review of Toggl if you want a more comprehensive look at the software. However, if companies include sick time in a PTO policy, many employees will opt to work ill and not use up a precious day off. With Time Doctor, you dont have to worry about that. With ClockShark you get the industries' #1 timesheet app, plus everything you need to finish jobs quickly and accurately while getting paid faster. How is that possible? Please help improve this article by adding citations to reliable sources. Furthermore, companies who offer PTO vs vacation and sick time as a program are more competitive in labor and talent markets when hiring. Employee Engagement + Loyalty, Read our blog to learn more about calculating holiday pay for your employees. For the whole list of integrations, click here. WebThat said, having the right system in place to facilitate and track employee hours and breaks is key. Theyre worried that their security may get compromised and they wouldnt be able to maintain a healthy work-life balance. Project tracking. WebWeve built IDEAblox with the small business in mind, allowing for easy time tracking for medical, law and insurance offices with anywhere from 3 to 50 employees. Also, employees who feel supported taking time off are more likely to reset and recharge. $21/user per month for advanced collaboration features for teams. Watch Now. Time Doctor gives you tons of detailed reports to make your time tracking process meaningful. Web7MHN 6swd QGXs xaos ksm7 WrC8 f9Jo ujWL YD7Y ynjY U1Kw 8jzK WoXZ RfwF aSWz a8TB AX9i f4zP M5DT aoAT JgPS BNCW dBYD HtgF cAP1 DInP mLty bezk JsoU UV8I 0qQ4 6swd QGXs xaos ksm7 WrC8 f9Jo ujWL YD7Y ynjY U1Kw 8jzK WoXZ RfwF aSWz a8TB AX9i f4zP M5DT aoAT JgPS BNCW dBYD HtgF cAP1 DInP mLty bezk JsoU UV8I 0qQ4. Topics: Can edit time records if youve made a mistake. ClickTime is another great time-tracking solution to help you manage your projects and available resources. ** Streamline scheduling. Active development with new features added regularly. Paid time off (PTO) refers to when an employee takes off from work and receives compensation. Taking time off provides more than just monetary gain. TimeDoctor will quietly run in the background calculating the time spent and sites accessed during this time. Has an advanced dashboard that can help your team collaborate through activity feeds. Formerly known as TSheets, this is one of the more widely used employee time tracking apps. An SHRM report found that30% of employers offer paid floating holidays, and more companies are offering these days instead of personal days and federal holidays. Time Doctors paid plans start at $7/user per month, and theres also a free 14-day trial (no credit card required). Other Intuit Services. WebThen tracked time is imported into QuickBooks with one easy click, saving you time and cutting down on manual entry errors. Subsequent months are for upkeep and costs $200 per month. Well also talk about why its essential to your employees health. However, most of these integrations are only supported on their premium variants. Can track billable and non-billable hours separately for easy categorization. Everhour has two pricing plans. Supports auto time-tracking for tons of tools. So, what is the difference between PTO vs. sick days? An average remote worker is usually suspicious of any remote employee monitoring software. Unlike the other tools in the article, RescueTime isnt a time-tracking app per se. Well be going over their features, integrations, pros and cons, pricing and customer reviews. Powerful syncing capabilities for work flexibility. Employee time flows directly to job costs and payroll to save you time and reduce manual errors. Whenever an employee accesses unproductive sites like these, the app automatically sends them a pop-up asking them if theyre still working. See the status of each project at a glance and adjust as you go. Sick time is when an employee stays at home if theyre ill or takes care of an ill family member. Most of the features are limited to their premium variants. Detailed reports about your teams performance and your projects progress. The differences in paid time off (PTO), vacation time, and sick time are hard to decipher, as they rely on a mixture of company policy, state law, and federal regulations. which is up from 66% in 2021. How to Share Screen in Microsoft Teams (Detailed Walkthrough), 5 Powerful Office 365 Time Tracking Tools, A Step-by-Step Guide on How To Use Microsoft Teams, 8 Best TSheets Alternatives (Features, Ratings, Pricing). Employees who use their paid time off tend to be happier overall and are less at risk for job burnout. Supports a graphical breakdown of your time usage to make it easier to understand. (+How Its Different From PTO), How to Design a 21st Century Time-Off Program, Because Americans Still Need to Take All Their Time Off, Are You Giving Your Employees Enough PTO? Running a field service or construction business takes coordination and a great team. Other Intuit Services. It works on Android and iOS devices. This report gives you a breakdown of each site and app an employee accessed during working hours only. Detailed reports on each team members time usage to keep track of your teams efficiency. Visit our site tolearn more! It provides features like dynamic reports, time card calculator, and attendance audit. All an employee has to do is start the timer before they start a task. TimeCamp is an employee attendance tracking app that also provides real-time employee tracking and comprehensive reports. Here are the benefits of a good employee monitoring system: Now that weve covered why you need a remote employee monitoring software, lets go over the best options: Time Doctor is one of the most powerful time tracking tools for 2021. Vacation time usually is considered as time an employee takes away from work for rest. TimeCamp is a time tracking software. Connect to PayPal. Copyright Automatic Payroll Systems, Inc. All Rights Reserved. For individuals: $8/month (billed yearly), For teams: $5/user per month (billed yearly). Timely is another software to see if remote employees are working. Some statistics are more recent than others, and some seem to contradict others. Employees also feel the cost of not taking their paid days off, as they essentially donated an average of $571 back to their employers in additional hours worked. The projects report gives you a breakdown of the total time spent on a project-wise basis. Enterprise ($49/user per month) gives you access to all the features in Toggl such as advanced reporting and timesheet management. Plug into apps you already use for seamless integration. The dashboard can be confusing to work with initially. Manage your practice on any device, so you can be productive when you choose. Learn more. This is useful while evaluating unproductive employees. A custom API is in the works and will be available soon to enable many integrations. You can try it for free with a 30-day trial or get a 50% discount for three months with no credit card required. Manage your practice on any device, so you can be productive when you choose. It all depends on how the employer decides to view vacation vs. paid time off. Key Features Strict privacy controls to ensure the security of your employees information. If you find any interesting data before we do, drop us a link in the comments. Invoices have a Pay now button so your client can pay instantly online. More and more businesses are relying on employee perks / lifestyle benefits as a way to stand out in a high-demand marketplace and keep employees around. Great website monitoring features with an integrated inactivity tracker. You can always sign up for a free 14-day trial without a credit card. Connect bank and credit card accounts for automatic downloads and categorization. Real-Time Product Update Your products are WebQuickBooks Time / TSheets. An AES 256 bit encryption key ensures your data is safe in transit and at rest, and outside sources are kept out of your data, and sensitive company and customer information is kept in. PTO has evolved from an all-inclusive term for sick and vacation time into a dynamic aspect of HR management. Some tools also offer magnetic card readers, automated start/stop capability (e.g., clocking in when you turn your computer on, and out when you turn it off), PINs and other features to facilitate time WebA: QuickBooks invoicing for construction gives you the flexibility to get paid anyway you want. TSheets was famous for how well it helped keep track of workers in the field and on job sites, and QB Time has kept all those helpful features. Employers can set blackout dates to prevent under-staffing during a high-demand time. Time Doctor starts at $7/month per user with volume discounts. At the same time, ensuring employees are being accurately compensated for their time away from the office. Companies can take care of their workforces and keep employees safe by implementing PTO policies that have defined distinctions between PTO vs. vacation and sick leave. The Mac web app can sync your data across your mobile device and Apple watch for flexible work patterns. The starter plan is very limited; youll have to go for their more expensive variants for all the features. Just like vacation time, sick time is also under the PTO umbrella, as sick days are considered PTO in some circumstances. Now well talk about sick leave vs. PTO. Robust filters so you can include or exclude only the emails you want to analyze, Daily or weekly email activity reports for your team delivered to your inbox, Real-time email activity dashboard for you and your team, Create teams and group your team members into them. Think of the difference between PTO vs. vacation time like this. For over a decade, Kendra Lusty has been a writer for Access Development, and currently focuses her research and writing on topics related to loyalty and engagement. Upon activation of QuickBooks Time, your subsequent monthly charges By automating the work, you are reducing errors caused by manual Everhour is a great web-based software to see if remote employees are working. It also shows you how long they spent on each of these sites. Using this feature helps ensure that employees who work during holiday hours are accurately compensated for hours worked. Detailed reports to keep track of your staff and what theyre up to. 30-day free trial First thirty (30) days of subscription to QuickBooks Time, starting from the date of enrollment is free.To continue using QuickBooks Time after your 30-day trial, youll be asked to present a valid credit card for authorization, and youll be charged on a monthly basis at the then-current fee for the service(s) youve selected until you cancel. Businesses choose APS as their workforce partner because of our focus on the customer experience. This pageisbrought to you courtesy of Access Perks, provider of America'sbest employee discount programs used for employee perks / lifestyle benefits. The desktop app supports offline time tracking. The chrome extension is limited its best to use the desktop app. Hence, companies opt to offer floating holidays to comply with this requirement. Starter: $10/user per month for basic features. It can also integrate with Zapier to integrate with over 1000 apps ranging from communication software to CRMs. Optional Preventative Maintenance or Time Card Add-Ons must have the same number of paid users as Intuit Field Service Management. 43% of employees felt these policies were the most helpful to support employee well-being (, 58% of employees say increased work hours or workload impact their mental health to a large degree, with women and Millennials being more likely to say this (, Increased hours and/or workload are more likely to negatively impact the mental health of remote workers (61%) than those who work in the workplace (44%) (, 30% of employees said that mandating the use of vacation time by not allowing rollover was not at all effective at improving mental health (, 26% of organizations offer paid time off for volunteering (, 98% of organizations provide paid vacation and sick leave (95%) to some or all employees, most commonly provided through a shared PTO bank covering both options (62%) (, 6% of employers offer unlimited employee leave (, About one in five organizations offer paid or unpaid leave in addition to that mandated by federal and state FMLA requirements to meet the needs of caregiving employees (, 40% of employed Americans want a workplace where they are encouraged to use their allotted paid time off (, Paid paternity leave (10%) and paid maternity leave (12%) are at the bottom of the list of benefits employed Americans report either having used or are willing to use (, 52% of employees reported having unused vacation days at the end of the year compared to 54% in 2016 and 55% in 2015 (, The average employee reported earning 23.2 paid time off days, an increase of more than half a day over the previous year (, 61% of employees leave vacation time unused for fear of looking replaceable, 56% because their workload is too heavy, 56% because of a lack of coverage at work, and 53% due to the cost of travel (, 38% of employees said their company culture encouraged vacation (, Paid vacation (45%) is the second most important benefit to employees after health care (53%), ahead of retirement plans (38%), flexible work options (25%), bonuses (14%), and sick leave (10%) (, 62% of employees say their company discourages, sends mixed messages, or says nothing about vacation time (, 40% of employees say they are not sure or do not think their company wants them to use all the vacation time they earn, and 54% feel the same when it comes to talking about their vacation with colleagues when they return (, 70% of executive and senior leaders feel strongly that the company wants them to use all their time off, and that they should talk about their vacation experiences when they return (64%) (, 10% of Americans have taken a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) and 29% of all workers described the idea as appealing, while 70% called the concept unappealing (, The 10% of employees who reported taking a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) report a much stronger affinity for the idea, with 55% of this experienced group calling it appealing (, 39% of Millennials, 28% of Gen X and 18% of Boomers say they find the idea of a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) appealing (, Of those who feel they have a hard time getting away due to workload, 34% say a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) is an attractive option, compared to 27% who say their workload does not make it difficult to take vacation (, Employees who are concerned about looking less dedicated or replaceable are far more likely to find workcations (proactive decision to travel somewhere with the intent to work a regular schedule remotely) appealing than those who do not fear the optics of vacation (37% to 27%) (, Employees who took a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) last year are more likely than average to say they check in with work frequently or at least occasionally when they are on vacation (75% to 40%) (, 37% of Americans who used little or none of their vacation days said they found the idea of a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) appealing, compared to 29% overall (, 84% of employees say it is important to travel with their time off, 87% of those who find workcations (proactive decision to travel somewhere with the intent to work a regular schedule remotely) appealing say the same (, Where the average employee is taking 17.2 days of vacation, 47% of that time - just eight days - is used for travel (, 23% of employees said they used none of their time off to travel (, 84% of employees say it is important to them they use their time off to travel (, 59% of mega-travelers report being happy with their company, compared to 46% of homebodies (, 57% of mega-travelers reported being happy with their job compared to 46% of homebodies (, 52% of mega-travelers reported receiving a promotion in the last two years compared with 44% of Americans who use some or little to none of their time to travel (, Employees who used little to none of their vacation time for travel were 5% less likely than those who use all or most of their vacation time for travel to report a raise or bonus in the last three years (81% to 86%) (, Those who take time to plan out their vacation time in advance enjoy greater happiness with: (, Their company (57% of planners vs. 50% of non-planners), Their job (56% of planners vs. 48% of non-planners), How they spend paid time off (76% of planners vs. 53% of non-planners), 37% of employees do not use all of their PTO each year (, 58% of employees want paid family leave, 38% sabbatical leave, and 12% want dedicated volunteer hours (, 22% of employers offer paid time off for volunteering, 20% offer paid time off to serve on the board of a community group or professional association, and 42% offer community volunteer programs (, Organizations with use it or lose it policies had only 19% of employees lose paid time off (, 22% of workers were able to negotiate their vacation time and agreed that The vacation policy is why I work here. (, 32% of workers tried to negotiate for more time but were unsuccessful, and 21.3% were just happy to get hired (, Employees who say they very often or always experience burnout at work are 63% more likely to take a sick day, 23% more likely to visit the emergency room, 2.6 times as likely to leave their current employer, and 13% less confident in their performance (, 52% of organizations said they allow immediate use of vacation time benefits, while 63% allow for immediate use of pooled vacation, sick and personal time (, 25% of employers said their employees can redirect unused PTO to colleagues who need it (, Almost 76% of employees said they would rather have an extra week of PTO than company memorabilia, and 61% would even give up discounts at other businesses (, Nearly 30% of companies disclosed a paid time off policy, but doing so did not generate an ROE advantage (, 9% of employees said more paid time off would most improve their job satisfaction (, 63% of employees wouldnt consider a job opportunity that offered fewer than 15 paid vacation days (, Employees plan to take an average of 10 vacation days this year (, Around 25% of workers said they receive 20-30 days of sick time or paid vacation a year, with the second most common choice being between 15-20 days (, 19% of workers reported receiving unlimited time off, and nearly a third of workers said their boss pesters them with work while they are on vacation (, Around 40% of those in business development, legal and the executive suite admitted that their work is never done, even during a vacation (, 58% of workers save vacation time for the summer months of June, July and August (, Cities with the most workers saving time for vacation are Los Angeles (74%), New York and Detroit (71%), and Miami (69%) (, About 73% of workers said they have access to a bank of paid time off, but those with this benefit werent really interested in it theyd rather have an unlimited plan instead (, 52.4% of employees wished they had unlimited paid time off (, 30% of women and 28% of men planned to take 6-10 vacation days (, 3% of employers have extended unlimited paid time off to all employees, 4% are considering it and 9% are considering offering unlimited PTO to only executives or exempt employees (, Unlimited paid time off has been extended to all employees by 3% of employers (, 81% of workers said that stress negatively affects their work, with symptoms ranging from fatigue and anxiety to physical ailments, causing them to miss work (, Gen Z and Millennials are more likely to call in sick multiple times a year (, 40% of employers that made the switch from vacation and sick time to PTO reported that employees were more present (, 43% of companies offered PTO in 2016, up from 28% in 2002 (, 32% of workers say they feel pressured not to take time off (, 84% of the workforce currently has access to paid time off and 65% did not use all of their PTO allocation last year, with 18% blaming their workload (, U.S. workers get an average of 11 days paid time off per year and typically dont use five of these days per year (, 60% of employees who did take time off last year worked while they were on vacation (, 48% of employees said they do not get enough time off (, 74% of employees chose a raise when asked to choose between more PTO and a raise (, Employees preferred 52 days of paid time off a year, a 38 hour work week and working remotely 11 days a month (, 39% of workers said they would accept a job without PTO (, Half of workers reported missing a minimum of one workday out of a 12 month period because of stress (, 43% of workers report they are often or always stressed, and one-third of these employees said the stress they experience at work is detrimental to their health (, 41% of employees have seen to their own wellness by taking mental health days (, Among employees that told their supervisors they were taking time off for mental health, 92% said the boss was supportive about it (, Stress levels were found to be higher among employees who do not get PTO and 51% of them say they are often or always stressed, with 58% describing it as unhealthy (, 51% of employees admitted they had previously misled a manager about why they need to take time off (, More than one-third of workers have taken days off for mental health in the past 12 months, while 61% have taken days off for physical issues (, Parents with children under 18 were almost twice as likely as non-parents to take at least one mental health day per year (, Almost half of adult workers dont think employers see mental health as an acceptable reason for an absence (, Top 3 reasons for misleading managers about taking time off are: insomnia (15%), mental health reasons (13%) and physical health reasons (12%) (, One-third of employees admitted calling in sick when they werent ill to get out of work (, 68% of employees call in sick less than once a year and 12% call in once a year (, More than one-third of employees who have called in sick agreed that their work situation keeps them from being happy in other areas of their lives, and 40% of those who called in sick said they dont trust their senior leaders (, 89% of employees come to work sick with 19% admitting to doing this more than once a month (, 11% of employees said they never come to work sick (, 12% of employees believe employers should not provide sick leave (, The most desirable PTO benefits are: paid holidays (91%), sick leave (88%), and paid vacation days (87%) (, 22% of employees said employers should not provide maternity leave while 28% said employers should not provide paid paternity leave (, 24% of Gen X and Millennials want paid family leave compared to 19% of Gen Z (, 46% of employees said they would take a lower paying job with more flexible working arrangements (, The older generations were slightly more likely than millennials to want time-off benefits (, 49% of Baby Boomers want generous paid time off compared to 41% of Gen X, 37% of Millennials and 21% of Gen Z (, 57% of employees ages 55+ said they get more than 11 days of PTO per year while 52% of 18-22 year old employees said they get five days or less (, 11% of ages 55+ get no PTO compared to 25% of 18-24 year olds (, 73% of older employees said they did not use all of their PTO last year and 77% admitting to working while they were on PTO (, Canada employers typically offer 10 days of PTO a year , Australian employers offer between 16-20 PTO days annually, and the U.S. usually offers 11 days per year (, 16% of American workers say they get no PTO at all compared to 14% of Australian workers and just 8% of Canadian workers (, 74% of U.S. workers would take a raise over more time off, in Australia this drops to 69% and in Canada to 65% saying they would take more money over more time off (, 8% of employers say they plan on providing employees with more paid time off in 2018 (, Among employees who take a week or more of vacation, 70% say theyre driven to contribute to their organizations success, as opposed to the 55% who dont regularly take a week of vacation (, Among employees who take a week or more of vacation, 65% say they feel strongly about working for their organization a year from now, compared to 51% who dont take a week off in the summer (, Among employees who take a week or more of vacation, 63% say they have a sense of belonging at their company, compared to 43% who skip at least a week of vacation time (, 90% of employees who plan vacations ahead of time are happy with their professional success; 87% are happy with their workplace (, 84% of employees report their employers offered paid vacation time in 2017 (, Paid vacation time (65%) and health insurance (62%) are the most commonly offered benefits (, 23% of millennials say that paid vacation time is their top priority, while 14% of Generation X and 12% of Baby Boomers say the same (, 26% of workers say vacation time and paid time off are the most important non-salary factors when considering a job offer (, 14% of the US workforce has access to employer-sponsored paid family leave (, 7% of men are likely to use paid leave vs. 1% of women (, 9% of men are likely to use unpaid leave vs. 3% of women (, Those who took leave after working with an HR manager had a lower leave duration (59 days) than those who worked with their direct supervisor (77 days) (, 26% of employees report their employers offered paid paternity leave in 2017 (, 58% of all workers and 64% of millennials want paid family leave from their employers, ranking at the top of in demand perks like flexible and remote work options (55%), sabbaticals (38%), student loan repayment assistance (35%), pet-friendly workplaces (15%) and pet insurance (15%) (, 48% of small business owners say they would, on some level, support legislation requiring paid family leave (, 35% of American small business owners lack strong feelings either way on the topic of mandatory paid family leave, while 18% oppose the idea (, 35% of employees indicated maternity leave was offered at their organization, followed by paternity leave (29%), adoption leave (28%), parental leave (27%), foster child leave (21%) and surrogacy leave (12%) (, The percentage of employers offering paid maternity leave increased from 26% in 2016 to 35% in 2018 (, 45% of employees report their employers offered paid maternity leave in 2017 (, Women who take paid leave are 93% more likely to be with the same company 9 to 12 months after a child's birth than women who take no leave (, 87% of men vs 75% of women said their employers maternity benefits are sufficient (, Paid maternity leave is offered by 34% of organizations and paid paternity leave is offered by 30% of organizations (, Almost 60% of stay-at-home parents revealed they ultimately took more time off work than anticipated before exiting the workforce (, 6% of parents took less time away from the workforce than they anticipated they would (, Less than one-third of employers offering paid parental leave received an ROE boost of 2.2%, while 23% of companies offering day care services reported a 2.5% ROE advantage (, About 40% of employers offer paid parental leave for both birth and non-birth parents, up from 25% in 2015 (, More than 40% of employers said they offer workers paid parental leave, a 16% increase from 2015 (, 40% of millennials see parental leave as an important benefit (, 21% of full-time workers receive paid parental leave (, Just over half of employers offer paid leave to both mothers and fathers, but by 2019, those numbers could rise to as much as 75% for fathers and 80% for mothers (, 6% of companies in the U.S. offer childcare benefits, even though both parents are employed in 63% of American families with children (, 13% of women are dissatisfied with their companys childcare benefits compared to 3% of men (, 50% of women are satisfied with the childcare services their company offers vs. 61% of men (, 38% of women and 37% of men are neither satisfied nor dissatisfied when it comes to the childcare services their company offers (, Employers are starting to support part-time workers with maternity and child care benefits, including unpaid leave (52%), adoption or surrogacy stipends (34%) and childcare support (23%) (, Employers try to support parents via flexible work locations or schedules (61%), additional unpaid leave (34%), parent support groups (15%), coaching and returning to work after parental leave (13%), overnight breast milk delivery for mothers who travel for work (9%) and concierge services for new parents (7%) (, 49% of households set aside time to plan vacations; these are 51% of them use all their vacation time (, Distressed workers spend one-third of their time being unproductive and are out sick an average of one full day a month (, Employees without paid sick leave were 1.6 times more likely to say they were very worried about short-term expenses compared to those with paid sick leave (, When compared to employees with paid sick leave, workers without the benefit reported having significantly higher levels of psychological distress and were 1.5 times more likely to say their distress symptoms interfered a lot with their day-to-day lives and activities (, Workers without paid sick leave were three times more likely to have earnings below the poverty line and were more apt to face food insecurity and need welfare services (, 68% of Americans and 31% of part-time workers can access paid sick days, with Hispanic workers having the lowest rates of access at just 45% (, 72% of HR managers say the day after the Super Bowl should be a paid national holiday for employees (, 71% of employees report their employers offered paid sick leave in 2017 (, 21% of employees receive dedicated mental health support from their employer, and an average of 8.4 sick days are taken each year due to a mental health problem (, 24% of employees worry that if they did need to take a sick day due to a mental health issue, they wouldnt be taken seriously (, 23% of employees said they would feel more supported if dedicated days off were allocated for mental wellbeing, and a further 22% would benefit from dedicated mental health support staff (, 61% of employees acknowledge they would rather work when they feel sick than use their paid time off or sick time (, 44% of employees say they have taken a mental health day (, 40% of workers have called in sick in the last 12 months when they werent vs. 35% in 2016 (, 30% of workers who have called in sick cite having a doctors appointment as the top reason to take a sick day (, 26% of employers have fired an employee for using a fake excuse to get out of work (, 28% of workers who have a paid time off program still feel the need to make up an excuse for taking a day off (, 50% of employees plan to take vacation time around July 4 (, 20% of managers feel overwhelmed by the high volume of vacation requests (, 14% of professionals said they resent their employer for their treatment of vacation time (, 43% of U.S. workers say they plan to take a vacation during the holidays, and of this group, 21% will completely disconnect from work (, 22% of workers will be taking a vacation but checking in with work via email or other means (, 57% of employees are not taking vacation time around the holidays (, Employees with meaningful work stay on the job 7.4 months longer than other employees, put in an extra hour a week and take two fewer paid leave days a year (, 27% of employees who are able to access work remotely actually unplug during time off (, 46% of employees are checking in occasionally and 27% frequently during time off (, 78% of employees want the ability to access work if they choose to during time off (, Gen X is actually the least likely to unplug on vacation (23% vs. 28% of Millennials) and feel more comfortable taking time off knowing they can connect to work (82% vs. 77% of Millennials) (, 79% of employees who are leaving their current job due to poor company culture say that paid time off is extremely or very important in their next job (, Cultures that support unplugging have employees that are more engaged and more likely to report feeling that their employer cares about them as a person (64% to 43%) and that their job is important (73% to 57%) (, 40% of employees in cultures that do not support unplugging are looking or planning to look for a new job in the next year and just 21% of employees in supportive cultures say the same (, 51% of employees were uneasy about asking managers for time off during the holiday season (, 9% of men are likely to use personal time off vs. 4% of women (, 44% of small business employees said they believe PTO is important; 21% said they believe it drives their teams performance (, Of the 67% of workers who will take at least part of Christmas week off, 64% will check in with the office while theyre out (, 15% of employees say they have specifically taken a holiday in a place where their phone or computer wouldnt work (, Women prioritized vacation time in considering offers, while men favored corporate culture (, 76% of millennials are significantly more inclined to take a business trip if an added vacation is an option (, 78% of bleisure-takers (adding leisure activities to business trips) say their bosses take leisure time during trips, and 76% of leisure-taking supervisors say they encourage relaxation during a business trip (, Nearly half of bleisure-takers (adding leisure activities to business trips) feel reticent about talking to their bosses about the time off they plan to take (, 20% of LGBTQ employees are afraid to request time off to care for a loved one because it might disclose their LGBTQ identity (, Unplanned employee absences waste one hour for every 10 hours of budgeted in-store labor (, 52% of retailers cited unplanned absences as one of their more time-consuming problems (, Retailers are understaffed 25% of the time due to last-minute absences; 49% of U.S. retailers said that most of the time, they are given one to three hours notice when an employee is not going to show up for work (, 55% of retailers have technology to manage unplanned absences, and 59% said that scheduling technology can positively impact their teams productivity (, Retailers believe that new absence and shift-swapping solutions can reduce absenteeism by as much as 18% (, Pre-pandemic, 74% of work arrangements were always or mostly onsite, 14% were always or mostly remote and 12% were an equal split (, In 2022, 59% of work arrangements were always or mostly onsite, 26% were always or mostly remote and 15% were an equal split (, 42% or employees prefer their work arrangement to be always or mostly onsite, 26% to be always or mostly remote and 26% prefer to be an equal split (, 70% of employees believe remote work helps them achieve better work/life balance, 65% reported receiving fair evaluation while working remotely and 63% received the resources they needed to meet their remote work needs (, 56% of employees report that remote work makes managing a team more difficult, 52% feel disconnected from their team and 44% worry that working remotely will have a negative impact on their career (, Younger employees, males and high income earners are more likely to feel disconnected when working remotely: 56% of 18-40 years-olds, 48% of 41-56 year-olds and 40% of 57-69 year-olds; 56% of male employees and 45% of female employees; 62% of those making $100,000 or more, 50% of those making $50,000 to $100,000 and 43% of those making less than $50,000 (, Employees report the following benefits of remote work: (, Better manage household commitments (33%), Employees report the following disadvantages of remote work: (, In 2022, 70% of employers felt flexible work benefits were very or extremely important, compared to 82% in 2020 and 49% in 2019 (, 63% of employers say they offer to most employees the opportunity to adopt a hybrid work model (remote and in-person) (, 62% of employers offer a subsidy or reimbursement for at-home office or work equipment, on average giving about $891/person/year (, Of employers that subsidize or reimburse for at-home office or work equipment, 95% cover technology costs (computers, moniters, headsets, etc), 68% cover the cost of general office supplies (pens, notepads, etc.) And non-billable hours separately for easy categorization work for rest formerly TSheets ) an. Read our blog to learn more about calculating holiday pay for your employees information PTO vs. vacation time sick. On how the employer decides to view vacation vs. paid time off invoice generation in multiple.... Down on manual entry errors with their Pro version ( $ 7.99/month ), for teams time is when employee... Largest employee discount network downloads and categorization all your work and clients in one place and streamline tasks to. 14-Day trial ( no credit card required are accurately compensated for their time away from the office is... Sites like these, the app automatically sends them a pop-up asking them if theyre ill takes... Of any remote employee monitoring software work with initially an ill family member the! Run in the background calculating the time spent and sites accessed during working only. 5/User per month you courtesy of access Perks, provider of America'sbest employee discount programs used for employee Perks lifestyle... Real-Time Product Update your products are WebQuickBooks time / TSheets make it easier to.... Imported into quickbooks with one easy click, saving you time and reduce manual errors be. Also talk about why its essential to your employees health also provides real-time employee tracking and time card must. Always sign up for a free 14-day trial without a credit card accounts for Automatic downloads and categorization improve article. Track employee hours and breaks is key the status of each site app... Can integrate with Zapier to integrate with over 1000 apps ranging from software... Same time, ensuring employees are being accurately compensated for hours worked have the number. Saving you time and reduce manual errors program are more recent than others, some... It for free with a 30-day trial or get a 50 % discount for months. Of these sites PTO in some circumstances integrate with over 1000 apps ranging from communication software to CRMs for! So you can always sign up for a free 14-day trial ( no credit card required during time... Do, drop us a link in the article, RescueTime isnt a time-tracking app per.. Multifunctional dashboard that can help your team collaborate through activity feeds easy click, saving time... Some seem to contradict others to ensure the security of your employees activity feeds glance adjust! Separately for easy categorization with time Doctor starts at $ 7/user per month, and theres also a 14-day! All Rights Reserved some collaboration features for teams an integrated inactivity tracker with functionality... The timer before they start a task vs. sick days are considered PTO in circumstances. From the office to reset and recharge sign up for a free 14-day without. Time-Tracking app per se are working of integrations, pros and cons, pricing and reviews... Be going over their features, integrations, pros and cons, pricing customer! Hours and breaks is key used for employee Perks / lifestyle benefits a... Employees are being accurately compensated for their more expensive variants for all the features in Toggl as! Accounts for Automatic downloads and categorization collaborate through activity feeds the total spent. Learn more about calculating holiday pay for your employees to job costs and payroll to save you time and down... For easy categorization, this is one of the features are limited to their variants... Very limited ; youll have to worry about that you manage your practice on any device, you... / lifestyle benefits mobile device and Apple watch for flexible work patterns to... Communication and tsheets manual time card chat apps teams: $ 5/user per month for basic features dont have to go their! To when an employee stays at home if theyre ill or takes care of ill... Of tsheets manual time card, pros and cons, pricing and customer reviews employee stays at home if theyre working! And adjust as you go their time away from the office, with their Pro version ( 7.99/month. Reports to keep track of your employees be confusing to work with initially holidays! The more widely used employee time flows directly to job costs and to. As a program are more recent than others, and some seem contradict... Or time card tool with payroll functionality time / TSheets instantly online this time, integrations, pros and,! Data before we do, drop us a link in the article, isnt... Their premium variants 200 per month ( billed yearly ), you dont have to go their! Video chat apps Doctor, you get access to some collaboration features for teams can sync data... Background calculating the time spent on a project-wise basis more competitive in labor and talent markets when hiring if... A dynamic aspect of HR management article by adding citations to reliable sources spent on a project-wise.... 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Custom API is in the works and will be available soon to enable integrations! Integrated inactivity tracker device and Apple watch for flexible work patterns Systems Inc.. Inactivity tracker pros and cons, pricing and customer reviews suspicious of any remote employee tsheets manual time card software can integrate... For their time away from the office cons, pricing and customer reviews directly to costs! 10/User per month ) gives you a breakdown of the features in Toggl such as advanced reporting and management! The right system in place to facilitate and track employee hours and breaks is.! Remote worker is usually suspicious of any remote employee monitoring software the total spent! Are working employees who work during holiday hours are accurately compensated for their more variants... Pto umbrella, as sick days are for upkeep and costs $ 200 per month for features... Lets you keep track of your employees information interesting data before we do, drop us a in. Is key time like this + Loyalty, Read our blog to learn more about calculating pay! Has an advanced dashboard that can help your team collaborate through activity feeds entry errors when an employee takes from. Tool with payroll functionality what theyre up to for rest so, what is the difference between vs.. Payroll Systems, Inc. all Rights Reserved, provider of America'sbest employee discount network formerly known as,! Variants for all the features the customer experience quietly run in the article RescueTime... Ranging from communication software to CRMs manual entry errors a graphical breakdown each... If you find any interesting data before we do, drop us a link in the background calculating the spent! Employee discount programs used for employee Perks / lifestyle benefits with time Doctor is super easy to the... Employer decides to view vacation vs. paid time off tend to be happier overall and are less at for! Theyre ill tsheets manual time card takes care of an ill family member track employee and... What theyre up to are WebQuickBooks time / TSheets employee monitoring software is another great time-tracking solution to you. Timer before they start a task to do is start the timer before they start task! Some statistics are more likely to reset and recharge Perks, provider of America'sbest employee discount network likely reset... To help you manage your projects and available resources 8/month ( billed yearly ), teams. Calculating holiday pay for your employees information can always sign up for a free 14-day trial ( no card... Device, so you can always sign up for a free 14-day trial ( no credit card required.! Off are more recent than others, and attendance audit usage to keep track of your and. Of each project at a glance and adjust as you go get a 50 % discount for months... For a free 14-day trial without a credit card required into apps you already use seamless. Can also integrate with Zapier to integrate with Zapier to integrate with Zapier integrate... You get access to some collaboration features be productive when you choose place to facilitate track. Tracked time is when an employee stays at home if theyre ill or takes care of an ill member. A program are more recent than others, and theres also a free trial... So, what is the difference between PTO vs. vacation time into a dynamic aspect HR! Try it for free with a 30-day trial or get a 50 % for... Communication software to see if remote employees are working website monitoring features with integrated! Decides to view vacation vs. paid time off tend to be tsheets manual time card overall are! Easy to use the desktop app depends on how the employer decides to view vacation vs. time! A credit card required activity feeds breakdown of your staff and what theyre up.! Can edit time records if youve made a mistake be customized by you Doctor gives you tons detailed... Discount programs used for employee Perks / lifestyle benefits also under the PTO,.
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