By the time an employee in the Netherlands closes their laptop on Friday afternoon, their counterpart in Türkiye has worked an additional 10.5 hours that week. Over the course of a year, that adds up to roughly three extra months of work.

In recent years, employee experience has largely been discussed through the lens of engagement, belonging, and the search for meaning. Today, another priority has become just as important: the need for stability.

For many years, career success was mostly viewed as a linear path, often compared to climbing a ladder. Moving up in the same field, advancing within the same function, earning titles in sequence, and showing an uninterrupted career path on a resume were seen as key signs of a strong professional profile.

For white collar employees, the concern is no longer limited to falling behind the agenda. Today, many professionals are also worried that their field of expertise, role, or skill set may lose relevance.

Ryan Breslow, the CEO of Bolt, said the company laid off its entire HR team during a restructuring process. He also claimed that some problems disappeared after this decision, sparking a wider debate in the global business world about the role of Human Resources departments.

For many years, compensation policies have been one of the least transparent areas within organizations. That is now starting to change.