Employers are focusing on workplace agility in 2022 because the workforce is still in a period of ongoing transformation. Organizations are rethinking how, where, and when work gets done, and they need more flexible structures, tools, and benefits strategies to keep up. Several factors are driving this: - Changing employee expectations around flexibility, benefits, and wellbeing - Continued pressure on costs, especially in health care, which now consumes **1 of every 5 dollars** spent in the U.S. economy - Regulatory and compliance shifts that affect HR, benefits, and retirement planning As a result, employers are looking for ways to reimagine their benefits, HR technology, and cost-containment strategies so they can respond faster to change while still supporting employees effectively.

In 2022, three broad trend areas stand out for benefits and HR leaders: 1. **Workplace agility and HR technology** Employers are leaning more on HR technology to support flexible work, streamline enrollment, and manage compliance. Tools that connect benefits, wellness, and core HR processes are becoming more important as organizations reshape how they support employees. 2. **Cost pressure in health care and benefits** With health care consuming **20% of U.S. spending**, employers are looking closely at cost-containment strategies. This includes rethinking plan design, exploring voluntary benefits, and using data to better manage core and group health programs. 3. **Integrated benefits and retirement strategies** Benefits brokers, benefits managers, and retirement advisors are collaborating more closely. Employers want benefits packages that connect health, wellness, and retirement—covering areas like employer-paid and employee-paid benefits, defined contribution and defined benefit plans, and compliance with evolving regulations. Together, these trends are pushing organizations to reimagine their total rewards approach so it’s more flexible, data-informed, and aligned with long-term workforce needs.

Industry stakeholders are adapting by broadening their expertise and leaning into more consultative, technology-enabled roles. Here’s how different players are responding: - **Benefits brokers** are moving beyond traditional plan placement to help employers rethink benefits strategy, from core and group health to voluntary benefits and consumer-driven health care. Programs like the **Broker Innovation Lab** highlight brokers who are embracing new tools and approaches to position their businesses and clients for future success. - **Benefits managers and HR teams** are focusing on compliance, HR regulation, wellness, and HR technology. They’re using digital platforms to manage enrollment, support hybrid workforces, and align employer-paid and employee-paid benefits with changing employee expectations. - **Retirement advisors** are paying close attention to retirement trends, regulation, and advisor technology. They’re helping employers design defined contribution and defined benefit plans, and integrate retirement planning into the broader benefits strategy. Across these groups, there’s a shared push to use real-world insights, thought leadership, and industry resources—such as webcasts, podcasts, and special reports—to continuously refine strategies and better support employers through ongoing workforce transformation.