New Update: Healthcare Costs Increasing by Over 60% in Some States. Will you be impacted?

How Jones Lang LaSalle Employees Can Navigate the Shift from Pensions to 401(k) Plans for a Brighter Retirement Future

Healthcare Provider Update: Healthcare Provider Information for Jones Lang LaSalle Jones Lang LaSalle (JLL) offers a comprehensive range of healthcare real estate services. The company specializes in managing, optimizing, and developing healthcare facilities, leveraging its deep expertise to support healthcare providers in enhancing operational efficiency and improving patient care environments. Through its Healthcare Center of Excellence, JLL provides clients with tailored real estate solutions to navigate the complexities of the healthcare landscape effectively. Potential Healthcare Cost Increases in 2026 As we head into 2026, healthcare costs are projected to see significant increases due to a perfect storm of factors. Record hikes in health insurance premiums for ACA marketplace plans, sometimes exceeding 60% in various states, combined with the likely expiration of enhanced federal subsidies, could result in over 75% more out-of-pocket premiums for the majority of enrollees. Coupled with persistent medical cost inflation driven by high hospital and drug prices, consumers may find healthcare increasingly unaffordable unless proactive steps are taken now. The evolving regulatory environment will further complicate the landscape, emphasizing the necessity for strategic decisions in coverage and care. Click here to learn more

This is a critical turning point for Jones Lang LaSalle companies as they seek to include Generation Z in their workforce; these companies must now harness the digital skills and creative ideas of young people if they are to remain competitive,' advises Michael Corgiat, a representative of The Retirement Group at Wealth Enhancement Group.

Brent Wolf of The Retirement Group, a division of Wealth Enhancement Group, points out that as Generation Z continues to become a significant portion of the global workforce, Jones Lang LaSalle companies must make an effort to eliminate ageism and foster diverse and inclusive environments that embrace multiple points of view, which are necessary for innovation and long-term performance.

1. Age Bias in Recruitment: How this affects both young entrants and experienced professionals, and Jones Lang LaSalle companies, in terms of age bias in hiring.

2. Generation Z's Workplace Integration: The positive and the negative of integrating Generation Z into the current workforce dynamics, especially considering their digital fluency and social values.

3. Retirement Transition: How to understand and negotiate severance packages for Jones Lang LaSalle employees as they transition to retirement and how to make this transition smooth.

As Generation Z enters the labor market, Jones Lang LaSalle faces new challenges and opportunities in the management of intergenerational dynamics in its workforce. A study by ResumeBuilder.com, which was done through a survey of 1,000 hiring managers, shows how age bias affects recruitment, affecting both new graduates and experienced professionals.

The survey shows that 42% of the hiring managers have practices of including age in the hiring process, which is quite frequent across all age ranges. However, forty percent of these managers are negative about the ability of Generation Z applicants, who are 12-27 years old, in the workplace.

There is also a clear opposition to experienced candidates:

33% of the recruiters are uncomfortable with hiring older workers. This bias is often seen in the job histories and educational background checks of the candidates and sometimes, age discrimination may be used to eliminate qualified persons because of their age. Stacie Haller, the chief career consultant at Resume Builder, notes that such biases are inconsistent with the policy that age should not be a factor in employment if the person can do the job.

As for the concerns of Jones Lang LaSalle about Generation Z candidates, hiring managers have, for instance, raised concerns about the level of experience of Gen Z members, the tendency to job-hop, and honesty issues that may raise questions about their fitness to work. Interestingly, almost half of the survey participants are not sure of the Gen Z employees they have hired, which makes them hesitant to do so.

The pandemic has made it harder for Gen Z to enter the workforce, particularly with the shift to remote work, which has limited them on the ability to gain experience and skills otherwise. However, these should not be seen as the reasons for excluding Gen Z in corporate settings as this goes against the company’s strategy of encouraging innovation and growth.

Bryan Driscoll, a human resources expert, states that excluding Gen Z's generation from the workforce is a great way to kill some of the most promising ideas and talents that could have benefited Jones Lang LaSalle. Gen Z’s social and environmental concerns and the desire to find meaning at work is a great addition to our corporate culture and innovation strategy. Instead, they have interpreted Gen Z's demand for equal pay and better working conditions as entitlement rather than as a sign of the evolving workforce.

Thus, by preserving age bias in hiring, Jones Lang LaSalle may be excluding a potential generation and thus putting its competitive position at risk. Leaders must therefore embrace new ways of working to recruit and retain the best talent.

This is because, by 2025, Generation Z is projected to constitute more than 30% of the global workforce. It is crucial to embrace automation and a culture of learning from and implementing new approaches in order to harness the potential of Gen Z. Their critical thinking and the ability to process and analyze information can help Jones Lang LaSalle companies move forward and innovate.

Therefore, the challenges of ageism in recruitment demonstrate the need to move away from the age-led recruitment policy. Thus, Jones Lang LaSalle can create a strong workforce by removing the age-related biases and considering the talent that each candidate can offer.

If you are an employee of Jones Lang LaSalle set to retire, it is crucial to know your severance package. As pointed out by Forbes in 2021, a good severance package can make a big difference in your retirement planning. These packages may include health benefits and outplacement services that are useful in the process of leaving the company. It is crucial to understand and discuss your severance package to guarantee your financial future.

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Entering the job market at the time of retirement is like setting off on a long-awaited voyage. As an experienced captain would thoroughly consult every chart in order to determine whether the ship is fit to set sail, it is imperative that a Jones Lang LaSalle employee study his or her severance package as if it is the maps and compass of the retirement journey. This all-encompassing package, which offers much more than just financial support, acts as a roadmap to new opportunities and health care services as one moves from the working world to retirement.

Sources:

1. Lazar, Michelle. '12 Expert-Approved Tips for Negotiating Better Salary and Severance Packages.' Outten & Golden, 2023, www.outtengolden.com . This source offers valuable information on how to effectively negotiate severance packages, especially for people who are close to retirement, to guarantee financial security and maintenance of benefits.

2. Financial Samurai. 'A Severance Package Is The Best Catalyst For Early Retirement.' Financial Samurai, 2025, www.financialsamurai.com . This article explores how severance packages are a great way to enable people to retire early, and how they can help in the transition to the workforce.

3. Severance Packages: What Employers Need to Know. Thomson Reuters, 30 Jan. 2025, legal.thomsonreuters.com. This resource provides the legal aspects and the different aspects of severance packages and how employers can design correct and appropriate packages to retain retirees.

4. Negotiating Severance Packages: Why It Matters. Harvard Business Review, 2024, www.hbr.org . This source, from Harvard, offers a detailed analysis of the reasons why severance negotiations are so important for senior employees who are leaving the company and retiring, including the role of severance in ensuring a secure retirement.

5. The Role of Severance Packages in Retirement Planning. Forbes, 2022, www.forbes.com . Forbes has outlined in detail how severance packages are important in retirement planning and articles include information on the benefits like health care benefits and financial rewards that are useful for the retired.

What is the 401(k) plan offered by Jones Lang LaSalle?

The 401(k) plan at Jones Lang LaSalle is a retirement savings plan that allows employees to save a portion of their salary on a pre-tax basis, helping them build a nest egg for retirement.

Does Jones Lang LaSalle match employee contributions to the 401(k) plan?

Yes, Jones Lang LaSalle offers a matching contribution to the 401(k) plan, which helps employees maximize their retirement savings.

How can employees at Jones Lang LaSalle enroll in the 401(k) plan?

Employees can enroll in the 401(k) plan at Jones Lang LaSalle by accessing the benefits portal or contacting the HR department for assistance.

What types of investment options are available in the Jones Lang LaSalle 401(k) plan?

The Jones Lang LaSalle 401(k) plan offers a variety of investment options, including mutual funds, target-date funds, and company stock.

When can employees at Jones Lang LaSalle start contributing to their 401(k) plan?

Employees at Jones Lang LaSalle can typically start contributing to their 401(k) plan after completing their initial eligibility period, which is outlined in the employee handbook.

Is there a vesting schedule for the employer match in the Jones Lang LaSalle 401(k) plan?

Yes, Jones Lang LaSalle has a vesting schedule for the employer match, which means employees must work for a certain period to fully own the matched contributions.

Can employees take loans against their 401(k) savings at Jones Lang LaSalle?

Yes, employees can take loans against their 401(k) savings at Jones Lang LaSalle, subject to specific terms and conditions outlined in the plan documents.

What happens to the 401(k) plan if an employee leaves Jones Lang LaSalle?

If an employee leaves Jones Lang LaSalle, they have several options for their 401(k) plan, including rolling it over to an IRA or a new employer's plan, or cashing it out.

How often can employees change their contribution rate to the Jones Lang LaSalle 401(k) plan?

Employees at Jones Lang LaSalle can change their contribution rate to the 401(k) plan at designated times throughout the year, as specified in the plan guidelines.

Are there any fees associated with the 401(k) plan at Jones Lang LaSalle?

Yes, there may be fees associated with the 401(k) plan at Jones Lang LaSalle, which are disclosed in the plan documents and can vary based on investment choices.

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.

Layoffs and Restructuring: In early 2023, Jones Lang LaSalle (JLL) announced a significant restructuring plan, including the reduction of around 5% of its global workforce. This move was attributed to the company's strategy to streamline operations and adapt to changing market conditions. The reduction affects various departments, particularly those in support functions. It’s important to follow this news given the current economic climate, as companies are reassessing their structures amid economic uncertainty and shifting investment priorities. Understanding these changes can provide insights into broader market trends and potential impacts on employee benefits and job security. Changes to Benefits and Retirement Plans: In mid-2023, JLL also updated its employee benefits, including modifications to its pension and 401(k) plans. The company reduced its matching contributions to 401(k) plans and revised its pension plan options to align with its new business strategy and cost management efforts. These changes come as part of JLL's broader efforts to optimize financial performance amid fluctuating economic conditions. Monitoring these adjustments is crucial as they reflect broader trends in corporate benefits adjustments, influenced by tax and investment factors, and can impact employee retirement planning and financial security.

Stock Options: Jones Lang LaSalle (JLL) offered stock options primarily to senior executives and high-level employees in 2022. The company used stock options to align executives' interests with shareholders' interests. JLL’s stock options were generally tied to performance metrics and long-term strategic goals. RSUs: In 2022, Restricted Stock Units (RSUs) at Jones Lang LaSalle (JLL) were granted to employees across various levels, including middle management and above. RSUs served as a retention tool and were often granted based on performance evaluations and tenure. JLL utilized RSUs to provide employees with ownership stakes in the company, typically vesting over a period of time.

Health Benefits Information: JLL provides a comprehensive benefits package, including medical, dental, and vision coverage. They also offer health savings accounts (HSAs) and flexible spending accounts (FSAs). Specific details for 2022-2024 can be found in the benefits section of their career page or employee handbook, though exact details may vary based on location and employment status. Acronyms and Terms: HSAs (Health Savings Accounts), FSAs (Flexible Spending Accounts), PPO (Preferred Provider Organization), HMO (Health Maintenance Organization).