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There are 100,000+ Reasons to Join Delta. What’s yours?

Explore our career areas, acs, cargo and clean, reservation sales & customer care, flight attendants, students & early careers, technical operations & engineering, our culture fuels our success..

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The Walt Disney Company entertains, informs and inspires people around the globe through the power of unparalleled storytelling, reflecting the iconic brands, creative minds and innovative technologies that make ours the world’s premier entertainment company.

The Walt Disney Company Latin America is the leading family entertainment company in Latin America and has been present in the region since the 1940’s when Walt Disney traveled to Brazil, Argentina and Peru.

Disney EMEA aims to drive growth, innovation and brand affinity across an extremely diverse collection of countries with a team of over 6,000 employees operating in 59 markets with offices in 29 countries.

For over 70 years, The Walt Disney Company has been entertaining consumers in Southeast Asia, Greater China, Japan, Korea, Aus/NZ – and enriching people’s lives. Today’s consumer can discover new branded experiences in many ways and in many markets across the APAC region.

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We are travelers and technologists..

We work across time zones, hemispheres, cultures, and languages. We stay open and curious. We thrive on breaking things down and building them back up again until they're even better.

We know travel can be hard. But we also know it's worth it every time. Because we believe travel is a force for good, we take our roles seriously. We're here to build great products and create connections that truly bring good into the world.

We currently have 275 openings in 23 countries.

We're hiring in 19 offices + remote locations., explore our global teams., administration.

Provide the crucial day-to-day support our teams rely on as they pursue key operational goals

• Search jobs

Acquire new partners and maintain existing relationships through sales, business development, and account management, across the territories we serve

Communications

Build and nurture our reputation as the world’s leading travel tech company while effectively communicating our identity and beliefs, both internally and externally

Corporate Solutions

Leverage business intelligence, program management, and analytics to chase the high-level goals that underpin our effort to open up travel for everyone, everywhere

Build a stable foundation for our business in areas such as accounting, compliance, and tax, while forging strong relationships with the wider financial community

Human Resources

Work with key leaders across the employee life-cycle, from recruitment and onboarding to compensation and benefits, to create seamless experiences that bring Expedians together as a global network

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Nurture our open culture by planning and implementing strategies to build awareness, transform behaviours, and create real cultural change

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Identify, analyze, and advise on the legal and governmental factors that impact on our business

Amplify our message across an array of media using creative strategy, insightful planning, and strong execution to communicate who we are, what we do, and what drives us

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Create unforgettable customer experiences and champion operational excellence in support of our broader goals

Define and execute the long-range plans that bring us one step closer to our vision of a more open world through travel

Create and develop the cutting-edge products and systems that are transforming travel through tech

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We’re committed to providing an inclusive and accessible recruiting experience for candidates with disabilities, or other physical or mental health conditions. If you require an accommodation or adjustment for any part of the application or recruitment process, please let us know by completing our Accommodation Request Form .

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Whether you’re new to the workforce or returning after time away, you can map out and build a great career with us.

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Want to get a taste of life at EG? We’re looking for outstanding US-based contractors who want to help us power global travel for everyone, everywhere.

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When you join Expedia Group you become part of a global network of passionate travelers and technologists. Everyone is welcome here, and we take purposeful steps to create and nurture a diverse, open culture. We find meaning in the work we do: together, we can broaden horizons, strengthen connections, and bridge divides.

We work everywhere.

We’re a truly global company, with offices on almost every continent. Our hybrid working policy empowers our employees to enjoy the benefits of remote working while staying connected to their colleagues. No matter where you are – or where you dream of being – we’ve got opportunities for you to explore.

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Our industry-leading benefits package enables you to create a fulfilling career while staying healthy, happy, and well.

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Whether we’re partnering with global charities such as UNICEF and UNESCO on high-profile projects, or getting our hands dirty in a local community garden, we’re convinced that every one of us can bring about real change, and create a better world for future generations.

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We are proud to be a workplace where people feel celebrated, supported, and can develop long-term careers — and it’s been recognized! It is all thanks to our team, every person contributes to our awarded environment.

Check out our blog!

Life at expedia group blog.

Career Check-in with Kim Kjaerside: Associate Market Manager

August 23, 2024

Working with Reconciliation Australia and Scaling New Heights: Dean Coulstock

August 21, 2024

Life on the Intern Program with: Sarah Lin

August 20, 2024

Derek Price Highlights Expedia Group’s Travel Media Network at ESTO

August 19, 2024

Expedia Group Tech Blog

Enabling Core Machine Learning Platform Capabilities

Aug 27, 2024

Quantifying Stress for Customer Service Agents at Expedia Group

Aug 06, 2024

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The Traveler Business Team has a mission to deliver the most convenient, rewarding, and memorable ways for people to travel and explore the world. This division has responsibility to build and drive the growth of our global consumer business across our Expedia, Hotels.com, Vrbo, and Portfolio brands, and across all our lines of businesses including Hotels, Vacation Rentals, Air, Car, Packages, and Insurtech.

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Travel Partnerships and Media helps partners deliver excellent traveler and B2B experiences, driving growth for them and the EG marketplace through competitive supply, a valued advertising and travel media network, and affiliate solutions.

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Our Corporate Functions are made up of teams that support Expedia Group, including Employee Communications, Finance, Legal, People Team, Inclusion and Diversity, and Global Social Impact and Sustainability.

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If you haven’t found the perfect opportunity yet, or you aren’t quite ready to apply, stay in the loop by joining our Career Network. You’ll get a heads-up about new opportunities, and we'll keep you up to speed with what’s happening at Expedia Group as we transform travel through tech.

11 Best Remote Data Entry Jobs From Home: Earn up to $28/Hour

T he search for data entry jobs has grown exponentially, as more people seek flexible, remote work opportunities . These jobs offer the convenience of working from anywhere, making them ideal for those looking to balance work and personal life. Read on to learn about the best data entry jobs from home, each offering unique advantages to remote workers.

See: Pocket an Extra $400 a Month With This Simple Hack

Sponsored: Owe the IRS $10K or more? Schedule a FREE consultation to see if you qualify for tax relief.

11 Best Data Entry Jobs From Home

Securing the right data entry job can open doors to a lucrative remote work career, with average earnings for data entry clerks ranging from $11.95 to $28 per hour. Here are some of the top picks for data entry jobs you can do from home, each catering to different skill levels and preferences.

1. Clickworker

Clickworker is a platform offering a variety of tasks including data entry and research. They also have rating tasks, each requiring a quick grasp of specific guidelines to maximize efficiency and earnings. Ideal for those seeking flexible remote data entry jobs, it allows you to work according to your own schedule.

2. Amazon Mechanical Turk

This platform, run by Amazon , offers microtasks and is known for its data categorization tasks. It’s a great option for anyone looking for entry-level data entry jobs, with tasks that can be completed quickly .

3. FlexJobs

FlexJobs is a job board that specializes in remote and flexible jobs, including data entry positions. It’s a reliable source for finding legitimate and well-paying data entry jobs from home.

4. Sigtrack

As a typist with Sigtrack, you’ll play a key role in digitizing historical documents for companies transitioning from paper to digital. This job focuses on typing accuracy and speed, transforming handwritten or scanned documents into digital formats. This less research-intensive role is ideal for those with strong typing skills, offering the flexibility to work remotely and manage your own schedule.

Upwork , a popular freelancing platform, lists a wide array of freelance data entry jobs. It’s an excellent place to start if you’re looking to build a portfolio in remote data entry jobs.

The platform caters to both beginners and experienced professionals, offering jobs that range from simple data entry tasks to more complex projects requiring specific skills. It’s also a great way to network with potential long-term clients while working on short-term projects.

Fiverr is an online marketplace where freelancers, including data entry experts, offer their services. This platform is ideal for those wanting to provide specialized data entry services and for those seeking to expand their reach in different industries.

On Fiverr, you have the freedom to set your rates and choose projects that match your skills and interests, making it a versatile option for both seasoned professionals and newcomers to the field.

7. Axion Data Services

Axion is constantly seeking experienced and skilled data entry operators to join its administrative team and staff of independent contractors. Ideal candidates typically have a high school diploma and at least two years of data entry job experience.

Axion’s team operates entirely remotely, connecting either to clients’ networks or the company’s cloud-based network, providing flexibility and steady opportunities for those seeking the best data entry jobs from home.

8. GoTranscript

GoTranscript is a company specializing in audio and video transcription services. While it primarily focuses on transcription and video captioning roles, it also provides opportunities for data entry jobs, making it a great choice for those proficient in listening and typing.

9. Microworkers

Microworkers is a platform for small tasks, including data entry. It offers a variety of short-term projects, perfect for those looking for flexibility in their work.

10. Working Solutions

Working Solutions offers a range of remote job opportunities, including data entry roles. It’s ideal for those seeking diverse remote work options. To join, you can fill out an application online and complete the provided assessments.

11. AccuTran Global

AccuTran Global focuses on transcription and related tasks, which include data entry jobs. It’s a great place for those looking to combine transcription and data entry skills.

Whether you’re new to remote work or an experienced professional, these options provide ample opportunities for remote data entry jobs. Each platform has its unique strengths, and exploring them can help you find the best data entry job that suits your skills and lifestyle.

• To work in data entry from home, start by searching for remote data entry job listings on job boards, freelancing websites and company career pages. Ensure you have a suitable home office setup with a reliable computer and internet connection.
• Look for entry-level data entry jobs that don't require prior experience. Many companies offer training for beginners. Enhance your chances by showcasing relevant skills like fast typing, attention to detail and basic software knowledge.
• Yes, work-from-home data entry jobs can be legitimate. Many companies outsource data entry tasks that can be done remotely. However, be cautious of scams and only apply through reputable job platforms.
• Yes, you can make money doing data entry at home. It's a real job that pays, although the income may vary based on the company, the complexity of the work, and your speed and efficiency.
• The best platform for a data entry job depends on your experience level and preferences. Platforms like Upwork, Fiverr and FlexJobs are popular among freelancers looking for data entry work.
• The best data entry company varies depending on personal preferences and work style. However, companies like Google, Microsoft and Fidelity Investments are highly rated for their data entry roles, according to Glassdoor.
• According to Glassdoor, top companies like Google and Microsoft tend to offer the highest pay for data entry jobs, with competitive salaries and benefits.

Information is accurate as of Jan. 26, 2024. 

Editor's note: This article was produced via automated technology and then fine-tuned and verified for accuracy by a member of GOBankingRates' editorial team.

This article originally appeared on GOBankingRates.com : 11 Best Remote Data Entry Jobs From Home: Earn up to $28/Hour

Money blog: Big Issue seller reveals all about wearing the red jacket - from how much you earn to how it saves lives

The Money blog is a hub for personal finance and consumer news and tips. We speak to a Big Issue seller for our weekend feature this week. Share your thoughts on any of the stories we've published in the past week in the box below - and we'll be back with live updates on Monday.

Saturday 31 August 2024 08:24, UK

Essential reads

• 'This job has saved lives': What's it like selling the Big Issue?
• Major change for Barclays customers next week
• Has the Nike trainer bubble burst?
• Top chef shares cheap soup recipe - as he picks best budget eats in Kent

Tips and advice

• Key deadline for free childcare today
• Eyewatering rate hike awaiting anyone coming off a five-year fixed
• Treat savings like monthly bill, says savings guru
• Young people doing 'big no-no' with holiday money - here are the golden rules

Ask a question or make a comment

By Bhvishya Patel , Money team

It was easy to find him - the red jacket stuck out in the slow-moving crowd.

I'd come to meet Andre Rostant in Soho on a Friday afternoon armed with a list of questions: those that occur to me and probably most of us when we pass a Big Issue seller on the street. 

They ranged from the personal to the practical - how does it all work? How do vendors make money?

Most of them, it turned out, Andre was prepared to answer - some he wasn't. 

What are the criteria?

Andre, who is 60, has been a Big Issue vendor for more than a decade.

Founded in 1991 and now the world's most widely circulated street newspaper, the magazine offers homeless people, those at risk of homelessness or those experiencing poverty a chance to earn an income. 

There is no application form but sellers must be over the age of 18.

Once their age has been verified, a vendor is allocated a pitch and can start selling the magazine immediately that day - they get five free copies to sell initially.

How much do sellers earn?

The Big Issue operates as a business and vendors buy their magazines for £2 and sell them for £4, making £2 a copy.

Sellers "are immediately earning and putting [money] into their pocket", says Catherine Parsons, managing director of the Big Issue Changing Lives Community Interest Company.

"It's their stock and their investment so every sale counts for those vendors," she adds. "While £2 doesn't sound a lot, it is a lot to that individual." 

Andre, who lives in temporary accommodation with his teenage children, says his job is a "flexible way of making money" when he needs - though not a long-term solution.

He says it works as "supplemental income or emergency income", adding: "It would be perhaps ambitious to use it as your sole income. It's a difficult thing to make a full income out of."

Alongside selling the magazine, Andre does other work where he can - until three weeks before I met him he was also working three days a week doing secretarial work at a law firm.

When you're homeless, Andre says, "a lot of your spending is on emergency stuff because things break and run out and if you are waiting until the end of the month you just don't have the money - but with this you do. 

"With this, you can fill in the gaps."

What is a typical day like?

Andre had been at his pitch for about three hours when I met him and was rounding off for the day.

There's no set times for sellers to be on the street - but a typical shift might be five or six hours. Many other vendors do part-time or casual work alongside, like Andre.

The key, he says, is being consistent about the time spent on your pitch, comparing selling to fishing: "Some days you can stand here and as pretty as you look, you can just stand here for a couple of hours and people walk past smiling and someone might give you a pound.

"On another day it's as though the fish are jumping in.

"You could sell no magazines one day and 20 the next."

'It's a blunderbuss technique but it works'

So what's the best way of getting someone to stop and buy a copy?

Andre's method is simple: "I'm not shy of people - my technique of selling is I will stand in the middle of the pavement as an obstruction and by way of attrition you will get sales.

"I make a sound, I'm standing in the middle of the pavement - it's a very blunderbuss technique but it works."

Most interactions are positive, he says: "The experience of people is overwhelmingly good. People are overwhelmingly sympathetic and good.

"But I've had in the past young drunk men dragging my magazines and shouting out things. There is a presumption that this is something we are begging for - it's not.

"In the same way WH Smith is there on the corner selling magazines, I'm here on this corner selling magazines in the same way. I buy them and sell them."

From destitution to published author

My last question was personal: how did Andre come to find himself outside a Foyles bookshop near Leicester Square selling the Big Issue? 

He tells me he became homeless in 2012 - he was "destitute" and in "terrible debt".

He had worked for the Financial Services Authority doing secretarial work before he lost his home.

He's not comfortable sharing any more details, but he hints at the difficulties he has faced: "I think I would have imploded in some way if I had tried to just keep doing a regular five-day-a-week job with the pressure of the children and the pressure of the circumstances that led to our being homeless. 

"I just couldn't have done it."

Andre's experiences of poverty have also inspired him to write a book, The Muffin Man, which was published in June and explores the mind of a Big Issue vendor working in the underbelly of Soho.

It was published by Arkbound, a charity book publisher, but he was repeatedly rejected at first: "I sent my manuscript to a load of publishers and all of them wrote back and said 'this is interesting but it's not our cup of tea'."

'This job has saved lives'

Selling the Big Issue is about much more than the money for Andre - it's life-saving.

"This is a way of meeting contingencies and finances but more importantly than that, perhaps, is the human contact," he says.

"It's interacting with people which you wouldn't necessarily otherwise get."

He says: "If you are homeless and single, who do you communicate with? Who do you meet? Who do you see during the day? 

"This interaction brings you back into the real world. I can say for certain that this job has saved lives.

"There are people who might otherwise have taken their life but because of this and the interaction with other people, they don't."

He also says the Big Issue acts as a "a stepping stone back into regular society".

Ms Parsons agrees: "It's a really difficult job and not very well paid and we assume that people who want to sell are people affected by poverty.

"It's that sense of belonging to a community and having regular people they can talk to and a sense of being seen and heard.

"It's a really important structure in lots of people's lives - it gives them a reason to get up and get out of bed in the morning.

"It's also really important that those vendors are not just standing outside, sometimes in the rain, for six hours and people are not just walking by and not even making eye contact.

"The one person that stops and buys a magazine will keep them going for another hour getting wet in the rain."

In the end, Andre says, Big Issue sellers have many of the same struggles as most people do.

"While I still need to find a fiver for milk and bread - this helps take the edge off," he says.

"And it's London - everybody has got multiple jobs and nobody has got any money. We're all working like maniacs just to stand still.

"If I do this I can make sure my children have shoes on their feet and clothes on their back and food in their bellies."

Anyone over 18 can start earning a legitimate income almost immediately by becoming a Big Issue vendor. You'll receive full support, work fully flexibly and get five free copies to sell initially. Just email [email protected] for more information.

By Jimmy Rice, Money blog editor

As Britain woke up from a long bank holiday weekend, Sir Keir Starmer gave the country something else to look forward to: tax hikes and spending cuts.

These were all-but confirmed in a Downing Street news conference outlining the "dire" state of the public finances.

Again we heard that VAT, national insurance and income tax would be exempt from any changes. Instead, commentators believe levies on capital gains and inheritance will rise, with leading tax firm Blick Rothenberg issuing this warning on the former...

We have two months to wait for more details - the budget is on 30 October - but our politics team has outlined which other taxes the chancellor could have in her sights here...

One of the first things to go under Labour - ministers say due to the economic inheritance left by the previous government - was universal winter fuel payments for pensioners.

Only those who receive pension credit or other means-tested benefits will still get the £200-£300 towards the cost of their energy bills.   

Even then, they could have to fill in a 243-question form, as we revealed on Thursday…

On Wednesday's episode of the Daily, host Liz Bates heard from one of the plan's critics, Labour backbencher Rachael Maskell. 

Plus, Liz discussed whether there could be an alternative - one that could keep everyone happy - with The Social Market Foundation's Sam Robinson.

Listen below or tap here to follow the Daily wherever you get your podcasts.

Finally, here in the Money blog, we looked at the hidden refund option that could save you hundreds of pounds...

We'll be back with live updates on Monday - but do check out our Saturday feature on Big Issue sellers from 8am tomorrow.

Have a good weekend.

One of the stories inviting the most reader comments this week was our feature on whether the Nike trainers bubble has burst...

Many of the things examined in the long read came up in your correspondence - with quality and price seemingly major issues for consumers...

Nike have lost their way in the running market, unless you are looking for a top of the range, super fragile, supershoe. I used to have multiple pairs in my rotation, but today I don't have a single one. Brands like Hoka beat them hands down on product line-up & quality. TheRunner

I think Nike trainers in this era are ugly & overpriced. I collect Nike OGs from the 80s & 90s. Classic Nike Air Max 1s, Air Trainer 1s, 180s, you cannot go wrong with them. MarkyG74

Bought a £180 pair of Nike trainers the other week, smudged glue, loose fabric + stitching everywhere, most trainers nowadays should come with some trimming and assembly required note. Gudgeonb

Has Nike rested on their historical reputation and not moved on with the market? Value for money, consumer ethical beliefs and young people have moved on - have they simply lost that competitive edge? Not great for trail running that's for sure! Fashion statement, maybe. Jo

Jordans have had their day, Nike losing the market. Stoneymezza

Nike have priced themselves out of the market, the price of their trainers have increased by £40 on a pair of Air Max 90s in the last three years, people won't be ripped off and will simply take there business to other brands. Matteo

Nike's bubble has burst, they ditched the independent retailer and it's been downhill from there. New brands are now occupying independent retail spaces, retail space whereby you get a personalised experience, one where you learn the history and culture of a brand. Anthony Hammond

This is always down to price. The affordability of some of these trainers is scandalous, £200 for same material as ones I get front Primark for £10. Nickgloverbirkenhead

Myself and fiancée used to love Nike. But I feel they aren't as diverse and inclusive as they once were. Additionally, they aren't as affordable or comfortable. It feels as if they've prioritised cheap manufacturing over expensive prices. This is upsetting. From a Nike fan. Niall Benson

Readers also reacted to this post suggesting capital gains tax could rise in the October budget...

These were some of the comments...

I spent many of my professional years being paid by clients to minimise their exposure to CGT. The government could (and perhaps should) require a CGT computation on a property sale, to be made as part of the sales transaction and a payment made on account at that time. Nick Taylor

The vast majority of working people earning below £30k a year will not need to worry about this. So why are the media making a big deal of it? CGT accounts for 2% of total tax so it's a good move for the people or companies to pay their fair share as it's felt like they haven't. Mike

We also had lots of mail on hotels putting up prices on nights when Oasis are playing.

This dynamic pricing is used across the industry - but this week Maldron Hotels found itself facing a backlash after what it called a "technical error" led to cheaper reservations being cancelled, and then the rooms being temporarily advertised at a higher rate.

Here are some of the comments that came in...

Booked a hotel in Dublin for Oasis concert dates yesterday, paid 200 then they cancelled it and when I went back on the same room was nearly 500. How is this allowed? Joe mallon10

Happened to me. Booked two rooms at the Maldron Hotel Cathedral Square at £253 each. Got an email to say they were cancelled, called the hotel as they were still confirmed on booking.com and they said they were all cancelled on their side but being resold at £443 10 minutes later. Katie

Hotels have been doing this for years. The minute LFC get into a final the room prices triple. Jackolfc

The prices can only go as high as the concert goers will. For these concerts they will be prepared to go very high. That's the ONLY reason Oasis are touring. Money!👍🏼😂 Hafalumpa

Hotels should be regulated and fined for doing such unscrupulous pricing. They do this regularly for events, it needs government intervention. Barbara

Planned strikes by LNER train drivers have been called off this weekend, the Aslef union has announced.

Members were due to walk out tomorrow and over several more weekends this year over a dispute about the breaking of work practice agreements.

However Aslef has announced today that the industrial action has been suspended and drivers will work as normal. 

It follows meetings between the union and LNER bosses.

Sainsbury's has announced a £130m deal to buy 10 Homebase stores and convert them into supermarkets , in a move that is expected to create around 1,000 jobs.

It said the deal should be completed next month.

The new shops will cover "key target locations" for expansion across England, Northern Ireland and Scotland, the supermarket said.

The first converted store is due to be opened next summer, will all sites expected to be converted by the end of 2025.

Vinted has launched a new electronics category on its app, allowing for items such as games consoles, headphones and smart watches to be sold for the first time.

Retail Week reported that the new category has been brought in due to the popularity of the limited number of electronics allowed to be sold on the app previously.

Fashion will remain the focus of the second hand marketplace, it said.

Experts are reacting today after it emerged that employers will have to offer flexible working hours - including a four-day week - to all workers under government plans.

To receive their full pay, employees would still have to work their full hours but compressed into a shorter working week - something some workplaces already do.

Currently, employees can request flexible hours as soon as they start at a company but employers are not legally obliged to agree.

The Labour government now wants to make it so employers have to offer flexible hours from day one, except where it is "not reasonably feasible".

It is understood Deputy Prime Minister Angela Rayner is behind the move and wants to introduce legislation on it this autumn after consulting with unions and businesses.

The government has denied employers will be forced to allow staff to work four-day weeks, or make employees work a four-day week.

But some experts have reacted positively to the proposed plan, with one describing it as a "beacon of hope" for employee wellbeing.

Gabriel McKeown, head of macroeconomics   at Sad Rabbit Investments, said talk of a four-day week is now longer a "whisper in the corridors of progressive workplaces".

"Yet, despite the natural 'too good to be true' suspicion surrounding anything that feels remotely utopian, this policy could be a beacon of hope for improved mental health and enhanced productivity," he said.

He noted that implementing the change would not come without "complexities" for employees.

Meanwhile,  Cara Cunniff, leadership and performance consultant   at ThriveWell Global, said a "clearer focus on outputs over inputs may be just the thing to jolt the British economy into action".

The plan "throws down the gauntlet" and "may be just the catalyst employees and businesses need" to recruit and retain the best workers, she said.

"We're in a race for scarce talent and the expectations of the workers of today and tomorrow bear little comparison to those of former generations."

Sky News has also spoken to Joe Ryle, director of the 4 Day Week Campaign , and Michelle Evans, founder of Small Business Britain , about what they think of the government's plan.

Mr Ryle says he welcomes the move which shows that ministers recognise "the four day week is here to stay" - though he noted the proposal only allows for a compression rather than a reduction in hours, which is what the campaign is aimed at.

He says some companies which have allowed employees to reduce their hours and maintain their pay have "seen productivity being maintained and the wellbeing of workers improving". 

Offering a different opinion, Ms Evans says it could cause "challenges" for small to medium businesses.

There are lots of sectors where this "just isn't feasible", she adds, saying firms such as those in the retail and hospitality sector "can't just close for a day" or afford to hire more staff.

She adds that it's important to "be really clear" about how far flexible working can go. Smaller businesses "aren't the bad guys" and "want their staff to do well", she says. 

As the hopes of tens of thousands of Oasis fans are crushed by a tweet just now announcing that everyone who's got lucky in the presale ballot has already been contacted... we've been asking just how much you'd be willing to pay for a ticket.

Oasis revealed yesterday how much tickets for the upcoming tour will cost, after Liam and Noel Gallagher confirmed they'd set aside their differences for a hotly anticipated reunion.

Prices for the cheapest seats start at around £73 and around £150 for standing - while the most expensive ticket will see fans paying over £500.

It had been widely reported that tickets could soar over the £100 mark.

A poll of Sky News followers on LinkedIn has offered some insight into how much people are willing to fork out to see one of the biggest bands of the 90s:

The largest proportion of people (42%) said they'd want to spend less than £100 to see Oasis. Only 6% said they'd pay £200-£300, while interestingly, a higher proportion (11%) said they'd be willing to spend over £300.

Social media users are reacting to the ticket prices, as fans prepare to find out today whether they've been successful in a resale ballot.

One X user said they were "so disappointed", while another said the band were "taking the p***".

"Those Oasis ticket prices are a farce," said another.

Other fans took to social media with evidence of much cheaper tickets from days gone by...

But while some have been left feeling put out by how much an Oasis ticket could set them back - others have defended the pricing.

One user said they felt the tickets were a "fair price", while another said: "Did people really expect Oasis to charge the price of a Watford at home ticket and a packet of pork scratchings? Come on."

"Oasis can just take my money I absolutely do not care what the ticket price is," said another fan.

By Sarah Taaffe-Maguire , business reporter

House prices are now growing at the fastest annual rate in nearly two years, the UK's largest building society has said, with rises expected to continue.

In the year up to August, houses became 2.4% more valuable with the average property costing £265,375, according to Nationwide.

But prices are still below the all-time highs recorded in the summer of 2022 by about 3%.

The annual increase and associated increase in buying demand is still "subdued by historic standards", Nationwide said.

Read the full story here :

The deadline for working parents of nine-month-olds in England to register for 15 free hours of government-funded childcare a week is tomorrow.

From 1 September, the free childcare offer is being extended to eligible parents with children of this age and older.

But with applications due by 31 August, families need to act now.

Check if you're eligible  here  - or read on for our explainer on free childcare across the UK.

Three and four-year-olds

In England, all parents of children aged three and four in England can claim 15 hours of free childcare per week, for 1,140 hours (38 weeks) a year, at an approved provider.

This is a universal offer open to all.

It can be extended to 30 hours where both parents (or the sole parent) are in work, earn the weekly minimum equivalent of 16 hours at the national minimum or living wage, and have an income of less than £100,000 per year.

Two-year- olds

Previously, only parents in receipt of certain benefits were eligible for 15 hours of free childcare.

But, as of April, this was extended to working parents.

This is not a universal offer, however.

A working parent must earn more than £8,670 but less than £100,000 per year. For couples, the rule applies to both parents.

Nine-months-old

On 1 September, this same 15-hour offer will be extended to working parents of children aged from nine months. From 12 May, those whose children will be at least nine months old on 31 August can apply to received the 15 hours of care from September.

From September 2025

The final change to the childcare offer in England will be rolled out in September 2025, when eligible working parents of all children under the age of five will be able to claim 30 hours of free childcare a week.

In some areas of Wales, the Flying Start early years programme offers 12.5 hours of free childcare for 39 weeks, for eligible children aged two to three. The scheme is based on your postcode area, though it is currently being expanded.

All three and four-year-olds are entitled to free early education of 10 hours per week in approved settings during term time under the Welsh government's childcare offer.

Some children of this age are entitled to up to 30 hours per week of free early education and childcare over 48 weeks of the year. The hours can be split - but at least 10 need to be used on early education.

To qualify for this, each parent must earn less than £100,000 per year, be employed and earn at least the equivalent of working 16 hours a week at the national minimum wage, or be enrolled on an undergraduate, postgraduate or further education course that is at least 10 weeks in length.

All three and four-year-olds living in Scotland are entitled to at least 1,140 hours per year of free childcare, with no work or earnings requirements for parents. 

This is usually taken as 30 hours per week over term time (38 weeks), though each provider will have their own approach.

Some households can claim free childcare for two-year-olds. To be eligible you have to be claiming certain benefits such as Income Support, Jobseeker's Allowance or Universal Credit, or have a child that is in the care of their local council or living with you under a guardianship order or kinship care order.

Northern Ireland

There is no scheme for free childcare in Northern Ireland. Some other limited support is available.

Working parents can access support from UK-wide schemes such as tax credits, Universal Credit, childcare vouchers and tax-free childcare.

Aside from this, all parents of children aged three or four can apply for at least 12.5 hours a week of funded pre-school education during term time. But over 90% of three-year-olds have a funded pre-school place - and of course this is different to childcare.

What other help could I be eligible for?

Tax-free childcare  - Working parents in the UK can claim up to £500 every three months (up to £2,000 a year) for each of their children to help with childcare costs. 

If the child is disabled, the amount goes up to £1,000 every three months (up to £4,000 a year).

To claim the benefit, parents will need to open a tax-free childcare account online. For every 80p paid into the account, the government will top it up by 20p.

The scheme is available until the September after the child turns 11.

Universal credit  - Working families on universal credit can claim back up to 85% of their monthly childcare costs, as long as the care is paid for upfront. The most you can claim per month is £951 for one child or £1,630 for two or more children.

Tax credits -  People claiming working tax credit can get up to 70% of what they pay for childcare if their costs are no more than £175 per week for one child or £300 per work for multiple children.

By  Sarah Taaffe-Maguire , business reporter

It's likely to be one of the last few days that Burberry is included in the list of 100 most valuable companies on the London Stock Exchange - the FTSE 100 - and this morning the British fashion retailer is the biggest loser of the index.

Its share price is down 1.69%, the most of any of the 100 companies, as it's expected to be booted out next week due to share price tumbles. It had been a stalwart of the FTSE 100 for 15 years.

Oil is ending the week back above $80 - higher than most of the past few days - at $80.42 for a barrel of the benchmark Brent crude.

The pound has stayed high, or more accurately the dollar has stayed weak, with one pound falling just about below the more than two-year high of $1.32. Currently a pound buys $1.31.

In an update to our previous post, NatWest says the issue with its banking app that left customers unable to access some services this morning has been fixed.

A NatWest spokesperson said: "Some customers experienced difficulty in making payments via the mobile app this morning. 

"This has been resolved and customers can make payments as normal. We're sorry for any inconvenience caused."

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The Great Gloom: In 2023, Employees Are Unhappier Than Ever. Why?

First came the Great Resignation—and now businesses around the world are experiencing the Great Gloom.

From the start of 2020 through the present, employee happiness has steadily declined at a rate of 6%. But 2023 has seen a steep and steady drop, with a decrease of 9% in eNPS since January, declining at a rate 10x faster than the previous three years.

As employees become unhappier, volatility—or how happiness varies from month to month—is steadily decreasing as well. Today, employees experience less extreme highs and lows than ever before. Most simply accept that morale is getting worse.

The data comes from BambooHR's database of employee Net Promoter Scores ® (eNPS)*, collected monthly from January 2020 through June 2023—now released publicly for the first time.

BambooHR's findings echo other recent studies. According to Gallup's July 2023 survey , 80% of Americans are dissatisfied with the way things are going in the US. Job satisfaction has dropped by 8% since 2019.

To learn more about how these trends are impacting the workplace, we analyzed eNPS data from more than 1,600 companies, including more than 1.4 billion self-reported eNPS scores since January 2020. We considered:

• Employer Net Promoter Score (eNPS): eNPS helps employers measure employee satisfaction. It consists of two questions—a numeric rating of how likely employees are to recommend the organization as a place to work, and an open-ended question about their reasoning. These scores (categorized as promoters, passives, and detractors) are used to quantify how employees feel about their company.
• Volatility: Volatility is the total movement of eNPS over time, calculated using the percentage difference between each month's average eNPS. High volatility reflects more dramatic highs and lows within a time period, while low volatility denotes consistency.
• Average Volatility: A sum of the difference between each month’s average eNPS, showcasing volatility as eNPS movement rather than a percentage.

Read on to discover which industries are most severely affected—and what human resources professionals, managers, and business leaders can do to remedy the situation.

*Net Promoter, NPS, and the NPS-related emoticons are registered trademarks, and Net Promoter Score and Net Promoter System are service marks, of Bain & Company, Inc., Satmetrix Systems, Inc. and Fred Reichheld.

Key Takeaways for Human Resources Professionals

• Use data-driven approaches to measure employee happiness. Anonymous surveys—such as BambooHR ® Employee Satisfaction —help you gain insights into how employees really feel. Casual or observational methods won’t give you the full truth, as employees may conceal their unhappiness for fear of backlash. At worst, C-suite leaders may have little idea that morale is at risk until it begins to show up in costly turnover or lost productivity.
• Focus on the norms in your industry. Macroeconomic challenges impact some industries more than others. You can use BambooHR's Employee Happiness Index to keep tabs on your industry's benchmarks.

Key Takeaways by Industry

• The construction industry is the happiest on our list, potentially because of rising wages and plentiful job opportunities. However, experts predict labor shortfalls that may put pressure on employees in the months ahead. Human resources professionals should focus on refining their recruitment strategies and training programs to prepare for an influx of less experienced workers.
• In the technology sector, employee happiness is plummeting fast. Beyond industry-wide financial stumbles, unpopular return-to-office mandates may be to blame. Human resources professionals should reconsider and advocate for flexible or fully remote work environments.
• The finance industry has managed to remain nimble and responsive to fast-changing workplace norms. Its openness to remote and hybrid work, as well as its focus on company culture, promise to sustain employees' high levels of satisfaction.
• Since 2008, nonprofit employment has grown 3x faster than the for-profit sector—possibly due to nonprofits' mission-driven cultures. As more workers crave meaning, nonprofits should continue focusing on benefits and professional development opportunities.
• In the restaurant and food and beverage industries, staff shortages are putting pressure on employers to raise wages. However, money isn't the only factor that influences happiness. Employees want to work in a positive, supportive environment that offers professional development opportunities.
• As the travel and hospitality industry recovers from the pandemic, employee happiness is steadily improving. But looming staff shortages threaten this industry's stability—so HR professionals should focus on recruitment and retention, including compensation, benefits, and professional development opportunities.
• Educators feel overworked, underpaid, and underappreciated. Human resources professionals should advocate for changes that educators value most, including adequate compensation, a supportive workplace culture, and assistance navigating the tense political environment.
• Healthcare is the unhappiest industry on our list. Human resources professionals should strive to foster a culture where employees feel valued and included in effectively run teams. Healthcare workers are more likely to commit to a values-driven employer who prioritizes high-quality, patient-centered care.

Employee Happiness Index Benchmarks (2020–Present)

Overall, June 2023 represents an all-time low for employee happiness, which peaked near the beginning of the pandemic in April 2020.

In April 2020, happiness spiked to an all-time high (45 eNPS) as the initial shock of lockdowns faded and more information about the virus— and relief plans —emerged. Nearly two-thirds of employees (63%) identified as promoters, likely out of sheer gratitude as the US unemployment rate soared to a record-breaking 14.7% .

Beyond the workplace, the 2020 pandemic ushered in historic levels of overall unhappiness . As the public health crisis upended normal life, Americans struggled with lockdown-induced isolation, depression, and irritability. Just 42% believed their children's future standard of living would be better than their own, the most pessimistic outlook since data collection began in 1994.

After 2020, Americans began to rediscover a sense of normalcy. Both 2021 and 2022 began with high levels of happiness and provide a benchmark for how employee happiness fluctuates throughout a typical year. Positive sentiments gradually tapered off throughout the summer months before rebounding slightly as the winter holidays approached.

But so far, 2023 mirrors the dramatic, atypical patterns we saw during the first months of the pandemic. Employee happiness is plunging dramatically, with no signs of recovery.

April 2023 saw the highest level of employees identifying as detractors (18%), while the average percentage of promoters trended downward slightly. Employee happiness reached another low point of the last few years in June 2023, with an eNPS of 37.

This reflects the way the pandemic's lingering health and economic effects continue to disrupt Americans' lives. Around 65 million people now live with long COVID, with symptoms spanning cognitive problems, respiratory issues, and chronic fatigue . In June 2023, real wages rose faster than inflation for the first time in more than two years—yet 61% of Americans still live paycheck to paycheck and 21% struggle to pay their bills.

In 2023, Employees Are Resigned to Their Unhappiness

Like employee happiness, volatility has decreased throughout 2023. Employees report more consistent eNPS results, with less month-to-month variability than previous years.

In 2020, volatility was at an all-time high, with the difference month to month adding up to 118 percentage points of movement across the entire year. That's nearly 6x the level of volatility we're seeing in 2023, when employees' self-reported happiness has varied just 20 percentage points since January.

When it comes to average eNPS volatility, 2023 has seen just 3 points of movement from January through June—compared to 11 points of movement throughout 2020.

Employees aren't experiencing highs or lows—instead, they are expressing a sense of resignation or even apathy.

What Is the Happiest Sector of the Workforce? 8 Major Industries, Ranked

We used employees' self-reported eNPS in BambooHR Employee Satisfaction to identify the happiest—and unhappiest—industries in 2023, based on average eNPS.

Of the industries we analyzed, construction is the happiest industry. It’s also one of the least volatile. Construction workers tend to agree from month to month, with little range in their average eNPS.

By contrast, the healthcare industry is the least happy . Healthcare employees reported negative trends since 2020—outmatched only by restaurants and the food and beverage industry. Like construction, healthcare has little volatility, meaning healthcare workers largely agree on their unhappiness from month to month.

1. Happiest Industry: Construction

Overall, the construction industry stands out as the happiest industry in the first two quarters of 2023.

While employee happiness has fluctuated over the past three years, construction workers' eNPS have remained consistently high. The average eNPS ranges from a low of 48 in 2022 up to a high of 53 in 2021.

Happiness peaked in 2020, despite turbulent times that rattled the construction industry. Residential construction projects boomed , and construction material shortages created deep backlogs of work that brought much-needed stability. Most importantly, the CARES Act and the American Rescue Plan pumped more than $4 trillion into the economy, boosting contractors' optimism.

Since then, construction workers' happiness has tapered slightly and currently holds steady at an average eNPS of 49. The industry typically experiences seasonal patterns of happiness, with lower scores around the fall and rising happiness as the year ends.

Volatility has decreased year over year, from an all-time high of 203 percentage points of movement in 2020. So far, we've seen just 37 percentage points of movement in 2023.

Human resources professionals in the construction industry should be alert to signs of discontent. From January through May 2023, happiness declined at a steep rate of 81% —a sharper drop than the gentle decreasing rate of 13% negative trendline from 2020 through the present.

Relevant industry trends include:

High demand for construction work: As global supply chains collapsed during 2020 , the manufacturing industry's spending on construction consistently increased, reaching nearly $2 million in monthly spending in 2023, according to the US Census Bureau. In August 2021, President Joe Biden signed a bipartisan infrastructure plan that will inject $550 billion into roads, bridges, and high-speed internet infrastructure, among other construction projects.

Rising wages: Hourly construction wages soared to a 40-year high in 2022. According to Payscale , today's median hourly wage for a construction worker is $17.58—but wages can be as high as $28.58.

Looming staff shortages: The Associated Builders and Contractors predicts a shortfall of 546,000 workers needed to meet demand. Left unchecked, this will put more pressure than ever on workers within the industry and could lead to an influx of inexperienced workers with greater needs for training.

2. Plummeting Happiness: Technology

The technology sector is currently the second-happiest industry—but this achievement is very unlikely to last.

Blame 2022's strong finish for skewing the tech industry’s average happiness. In 2023, tech is seeing the sharpest decline on our list, with a plummeting 145% rate of decline.

This drop is especially striking given the high levels of happiness in late 2021 and throughout 2022, when the tech industry achieved its highest overall average eNPS since the start of 2020.

What caused the sudden plunge? In early 2023, the venture capital that powered tech startups began to dry up in the face of rising inflation, and a run on the Silicon Valley Bank by startups precipitated the second-largest bank failure in US history.

Layoffs quickly followed. As of August 2023, more than 225,000 tech workers from 932 companies have lost their jobs, dealing a serious blow to remaining employees’ morale.

As historic events rock the tech sector, employee happiness has the least volatility and most alignment of any industry on our list. In 2020, volatility was at an all-time high with 187 percentage points of movement across the entire year, compared to only 25 percentage points of movement in 2023.

Tech companies can't reverse these upheavals overnight—but human resources professionals can help craft company policies aimed at boosting employee happiness:

Return to office missteps: Many tech employers are going back on their remote-work promises. According to research by Pew Research Center , 33% have now decided against hybrid models, and 35% now want employees in the office all the time. But forcing employees to return to the office will likely push many past their breaking point—66% of employees say they would quit their jobs if they were required to return to the office full-time. If tech companies want to improve employee happiness, reconsidering those return-to-office plans may be their best opportunity for immediate impact.

Happier remote workers: As of 2022, the tech industry was a clear leader in offering remote work options, according to an analysis of 6 million job advertisements on Glassdoor, and a recent survey of more than 12,000 employees found that remote work boosts employee happiness by up to 20%.

3. Steadily Declining Happiness: Finance

Finance workers' happiness has steadily declined over the past three years.

In 2023, the finance industry's average eNPS is 37—nearly 7 points lower than its average score of 44 from 2020 through 2022.

Yearly volatility has decreased dramatically, with more consistent monthly eNPS. Volatility peaked in 2020 with 373 percentage points of movement across the year, and the average eNPS had 38 points of movement.

In 2023, those dramatic highs and lows have dwindled to just 100 points of movement. The average eNPS has seen 23 points of movement.

HR pros in the finance industry have a solid foundation to build on, but there’s room for companies to raise happiness levels:

Improve flexible offerings: Despite ranking fourth in most flexible industries, financial companies lag behind other top-ranking industries (e.g., tech and media). Giving employees options around hybrid and remote work may help the finance sector improve.

Maintain a positive baseline: Compared to workers in other industries , finance workers are more engaged, and they’re generally positive about decision-making, wellbeing, and leadership at their organizations. According to Deloitte, the finance industry has been adaptive and nimble throughout the pandemic. Its openness to remote and hybrid work, as well as its focus on company culture , has shored up employee happiness during a time when many other industries are struggling.

4. Increasing Happiness: Nonprofit

Unlike most industries, nonprofits are trending toward greater employee happiness in 2023, with a 71% rate of increase from January through June.

Employee happiness is likely to improve further as seasonal times of giving approach. For example, on November 29, 2022—known as "Giving Tuesday"—nonprofits and charities received $3.1 billion in donations , a 25% increase from 2020. Additionally, nearly one-third of giving (31%) occurs in December as the fiscal year comes to an end.

HR pros should keep their focus on mission and purpose while looking for ways to improve the employee experience:

Purposeful cultures: A 2023 Gartner report found that employees increasingly crave purpose at work. This desire for meaning helps to explain why nonprofit employment has grown more than 3x faster than the for-profit sector ( 33% vs. 9% ) since 2008. Nonprofits' mission-driven cultures help explain why workers remain so happy, despite earning $3.36 per hour less than their for-profit counterparts.

Focusing on employee retention: However, in a 2022 survey, nonprofit workers identified morale and employee retention as their biggest challenges after budgetary concerns. To shore up employees' long-term happiness, nearly half of nonprofits plan to improve their benefits (47%) or improve professional development opportunities (46%).

5. Slowing Unhappiness: Restaurants, Food and Beverage

Despite COVID-19's disruptions to in-person dining, employees in the food and beverage industry reported the highest levels of happiness (48) in 2020. Since then, the average eNPS has gradually declined, arriving at its lowest point (35) in 2023.

While this may seem discouraging, the trend toward unhappiness is softening. From January 2020 through June 2023, we saw a trendline decreasing at a rate of 39%—but that's mellowed to a decline of 24% in 2023 alone.

HR managers face complex challenges in 2023, particularly around employee experience:

Labor unions: Restaurant employees want better wages and working conditions—and unionizing is on the rise. As of August 2023, more than 8,500 Starbucks employees in 337 locations nationwide have voted to join Workers United .

Open jobs and rising wages: Activism, coupled with a labor shortage that’s left thousands of jobs unfilled, is putting pressure on the industry. In a recent survey of 3,000 restaurant operators, the National Restaurant Association found that 79% are struggling to hire. Although the federal minimum wage hasn't increased since 2009, 28 states and Washington, DC, voluntarily increased their minimum wage within the past year.

Growth opportunities: Restaurant workers say that money isn't the only thing that matters. Just 39% of restaurants invest in professional development opportunities, down from 43% in the pre-pandemic era. The same report found that 72% of employees agree that internal communication greatly impacts their happiness at work. That means businesses that center employee wellbeing and support can stand out from the crowd.

6. Rising Happiness: Travel and Hospitality

As lockdowns eased, restless Americans displayed a surging interest in " revenge travel " to make up for opportunities they'd missed during the height of the pandemic. Although airfare has remained pricey, AAA booking data shows that international travel has increased by 200% compared to 2022.

Employee happiness hasn't recovered from its peak in January 2020, but it's on the rise with an overall positive trendline, increasing by a rate of 8%. When we examined 2023 alone, we found that happiness is on a more sharply positive 59% rate of incline.

As the industry recovers, yearly volatility has decreased dramatically. Volatility peaked in 2020, with an astounding 1,228 percentage points of movement throughout the year—and the industry's average eNPS swung wildly, with 51 points of movement.

In 2023, volatility has dropped to just 185 percentage points of movement. The average eNPS has only fluctuated 8 points, showcasing employees' recovering sense of stability.

More travel hasn’t automatically resulted in more workers. HR's biggest challenge will be managing labor shortages:

Dramatic shortages in hospitality: A recent American Hotel & Lodging Association survey found that 87% of hotels were still experiencing staff shortages , including 36% who considered the shortages "severe." Compared to other hotel workers, housekeeping teams have been hit hardest by these shortages.

Some recovery for pilots: While consultancy firm Oliver Wyman puts the pilot shortage at 17,000 for 2023 and beyond, it could be much worse—they’d previously estimated the gap would grow to 30,000 by 2032. The reasons for this improvement? Higher pilot salaries and better working conditions.

Lack of diversity: Compared to national averages for 2022, US Labor and Statistics data shows fewer women (-16%) and more White people (5%) work in air transportation. CBS News analysis paints an even starker picture, with 95% of aviation jobs historically held by White men. Travel and hospitality businesses need to recruit from a wider pool of candidates, particularly underrepresented populations, and look for creative ways to retain qualified workers.

7. Growing Unhappiness: Education

Unfortunately, unhappiness appears to be growing. From January through May 2023, the industry experienced a trendline decreasing by a rate of 97%.

School administrators may not be able to solve these issues immediately, or fully control the causes of widespread unhappiness. However, they can advocate for changes that teachers value:

Stress management: The pandemic took a major toll on educators, and lingering stressors show no signs of stopping. According to a National Education Association survey of more than 3,600 educators, 55% are considering a career change or early retirement. Black and Hispanic educators are especially likely to consider leaving the industry.

Adequate compensation: Job satisfaction is at an all-time low for educators, with many feeling overworked, underpaid, and underappreciated. A survey of 1,300 educators commissioned by EdWeek found that just 12% are "very satisfied" with their jobs. Experts say the causes are complex and layered , including poor workplace cultures, standardized testing, and burnout-inducing workloads caused by staff shortages. Contributing to generally poor morale , the majority of teachers (74%) feel unsatisfied with their compensation.

Support while managing political pressure: Outside the classroom, political debates over curricula have sparked discord between teachers and the communities they support, and less than half of teachers (46%) feel respected by the public.

8. Unhappiest Industry: Healthcare

Of the eight industries we examined, healthcare is the unhappiest. Since 2020, employee happiness has seen a steep 40% rate of decline for its trendline. Unhappiness accelerated in 2023 as the trendline dipped to a decreasing rate of 89%.

The industry's average eNPS has dropped about 4 points each year since 2020.

The healthcare industry urgently needs to address the causes of widespread unhappiness—especially the trauma, dissatisfaction, and burnout resulting from the pandemic.

Dire outlook: A report by Elsevier Health found that 71% of US doctors feel their roles have become worse over time. As a result, nearly half of US healthcare workers (47%) plan to leave their current positions by 2025—and among them, 39% plan to leave the healthcare profession altogether. Most clinicians (74%) predict that healthcare staff shortages will worsen with time.

Refocus on values: Healthcare workers are extremely value-driven and place a heightened emphasis on the organizational culture of their workplace. A peer-reviewed study of more than 20,000 healthcare professionals found that efficient teamwork and feeling valued are associated with lower burnout.

Think beyond practitioners: A 2023 ​​Harvard Business Review analysis found that healthcare professionals—including clinicians, administrative workers, and maintenance staff alike—are more likely to commit to a values-driven employer who prioritizes high-quality, patient-centered care.

ABOUT BAMBOOHR

BambooHR ® brings together everything from hire to retire, helping businesses create amazing workplaces. With our complete HR platform, you can easily hire and onboard top talent, manage time, payroll, and benefits, analyze employee data, and more. Our mission is to set you free to focus on what matters most: your people. To find out more, visit bamboohr.com or follow @bamboohr on social media.

METHODOLOGY

All source data is from BambooHR’s eNPS platform, gathered between January 2020 and June 2023, and includes more than 1,600 companies, tracking over 57,000 unique employees’ responses from small and medium-sized organizations within the US and internationally. Data analyzed includes more than 1.4 million self-reported eNPS scores since January 2020.

Industries included are healthcare, finance, construction, travel and hospitality, restaurant / food and beverage, education, and technology.

Volatility is calculated monthly using the difference between that month and the previous month’s average eNPS.

BambooHR Employee Satisfaction

Take your engagement strategy to the next level. With accurate, reliable employee surveys in BambooHR, you'll gain the insight you need to prevent burnout, improve morale, and stop premature turnover in its tracks.

How US Workers Feel About Their Job Prospects (2023 Data)

In the past year, the majority of U.S. workers have considered leaving their jobs. We surveyed 1,500 employees to find out why. Learn more.

How to Gain Key Employee Insights with eNPS and Employee Satisfaction Surveys

Start collecting data with employee Net Promoter Score (eNPS) and employee satisfaction surveys to gain valuable insights on how to support your employees.

Samantha Putterman, PolitiFact Samantha Putterman, PolitiFact

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• Copy URL https://www.pbs.org/newshour/politics/fact-checking-warnings-from-democrats-about-project-2025-and-donald-trump

Fact-checking warnings from Democrats about Project 2025 and Donald Trump

This fact check originally appeared on PolitiFact .

Project 2025 has a starring role in this week’s Democratic National Convention.

And it was front and center on Night 1.

WATCH: Hauling large copy of Project 2025, Michigan state Sen. McMorrow speaks at 2024 DNC

“This is Project 2025,” Michigan state Sen. Mallory McMorrow, D-Royal Oak, said as she laid a hardbound copy of the 900-page document on the lectern. “Over the next four nights, you are going to hear a lot about what is in this 900-page document. Why? Because this is the Republican blueprint for a second Trump term.”

Vice President Kamala Harris, the Democratic presidential nominee, has warned Americans about “Trump’s Project 2025” agenda — even though former President Donald Trump doesn’t claim the conservative presidential transition document.

“Donald Trump wants to take our country backward,” Harris said July 23 in Milwaukee. “He and his extreme Project 2025 agenda will weaken the middle class. Like, we know we got to take this seriously, and can you believe they put that thing in writing?”

Minnesota Gov. Tim Walz, Harris’ running mate, has joined in on the talking point.

“Don’t believe (Trump) when he’s playing dumb about this Project 2025. He knows exactly what it’ll do,” Walz said Aug. 9 in Glendale, Arizona.

Trump’s campaign has worked to build distance from the project, which the Heritage Foundation, a conservative think tank, led with contributions from dozens of conservative groups.

Much of the plan calls for extensive executive-branch overhauls and draws on both long-standing conservative principles, such as tax cuts, and more recent culture war issues. It lays out recommendations for disbanding the Commerce and Education departments, eliminating certain climate protections and consolidating more power to the president.

Project 2025 offers a sweeping vision for a Republican-led executive branch, and some of its policies mirror Trump’s 2024 agenda, But Harris and her presidential campaign have at times gone too far in describing what the project calls for and how closely the plans overlap with Trump’s campaign.

PolitiFact researched Harris’ warnings about how the plan would affect reproductive rights, federal entitlement programs and education, just as we did for President Joe Biden’s Project 2025 rhetoric. Here’s what the project does and doesn’t call for, and how it squares with Trump’s positions.

Are Trump and Project 2025 connected?

To distance himself from Project 2025 amid the Democratic attacks, Trump wrote on Truth Social that he “knows nothing” about it and has “no idea” who is in charge of it. (CNN identified at least 140 former advisers from the Trump administration who have been involved.)

The Heritage Foundation sought contributions from more than 100 conservative organizations for its policy vision for the next Republican presidency, which was published in 2023.

Project 2025 is now winding down some of its policy operations, and director Paul Dans, a former Trump administration official, is stepping down, The Washington Post reported July 30. Trump campaign managers Susie Wiles and Chris LaCivita denounced the document.

WATCH: A look at the Project 2025 plan to reshape government and Trump’s links to its authors

However, Project 2025 contributors include a number of high-ranking officials from Trump’s first administration, including former White House adviser Peter Navarro and former Housing and Urban Development Secretary Ben Carson.

A recently released recording of Russell Vought, a Project 2025 author and the former director of Trump’s Office of Management and Budget, showed Vought saying Trump’s “very supportive of what we do.” He said Trump was only distancing himself because Democrats were making a bogeyman out of the document.

Project 2025 wouldn’t ban abortion outright, but would curtail access

The Harris campaign shared a graphic on X that claimed “Trump’s Project 2025 plan for workers” would “go after birth control and ban abortion nationwide.”

The plan doesn’t call to ban abortion nationwide, though its recommendations could curtail some contraceptives and limit abortion access.

What’s known about Trump’s abortion agenda neither lines up with Harris’ description nor Project 2025’s wish list.

Project 2025 says the Department of Health and Human Services Department should “return to being known as the Department of Life by explicitly rejecting the notion that abortion is health care.”

It recommends that the Food and Drug Administration reverse its 2000 approval of mifepristone, the first pill taken in a two-drug regimen for a medication abortion. Medication is the most common form of abortion in the U.S. — accounting for around 63 percent in 2023.

If mifepristone were to remain approved, Project 2025 recommends new rules, such as cutting its use from 10 weeks into pregnancy to seven. It would have to be provided to patients in person — part of the group’s efforts to limit access to the drug by mail. In June, the U.S. Supreme Court rejected a legal challenge to mifepristone’s FDA approval over procedural grounds.

WATCH: Trump’s plans for health care and reproductive rights if he returns to White House The manual also calls for the Justice Department to enforce the 1873 Comstock Act on mifepristone, which bans the mailing of “obscene” materials. Abortion access supporters fear that a strict interpretation of the law could go further to ban mailing the materials used in procedural abortions, such as surgical instruments and equipment.

The plan proposes withholding federal money from states that don’t report to the Centers for Disease Control and Prevention how many abortions take place within their borders. The plan also would prohibit abortion providers, such as Planned Parenthood, from receiving Medicaid funds. It also calls for the Department of Health and Human Services to ensure that the training of medical professionals, including doctors and nurses, omits abortion training.

The document says some forms of emergency contraception — particularly Ella, a pill that can be taken within five days of unprotected sex to prevent pregnancy — should be excluded from no-cost coverage. The Affordable Care Act requires most private health insurers to cover recommended preventive services, which involves a range of birth control methods, including emergency contraception.

Trump has recently said states should decide abortion regulations and that he wouldn’t block access to contraceptives. Trump said during his June 27 debate with Biden that he wouldn’t ban mifepristone after the Supreme Court “approved” it. But the court rejected the lawsuit based on standing, not the case’s merits. He has not weighed in on the Comstock Act or said whether he supports it being used to block abortion medication, or other kinds of abortions.

Project 2025 doesn’t call for cutting Social Security, but proposes some changes to Medicare

“When you read (Project 2025),” Harris told a crowd July 23 in Wisconsin, “you will see, Donald Trump intends to cut Social Security and Medicare.”

The Project 2025 document does not call for Social Security cuts. None of its 10 references to Social Security addresses plans for cutting the program.

Harris also misleads about Trump’s Social Security views.

In his earlier campaigns and before he was a politician, Trump said about a half-dozen times that he’s open to major overhauls of Social Security, including cuts and privatization. More recently, in a March 2024 CNBC interview, Trump said of entitlement programs such as Social Security, “There’s a lot you can do in terms of entitlements, in terms of cutting.” However, he quickly walked that statement back, and his CNBC comment stands at odds with essentially everything else Trump has said during the 2024 presidential campaign.

Trump’s campaign website says that not “a single penny” should be cut from Social Security. We rated Harris’ claim that Trump intends to cut Social Security Mostly False.

Project 2025 does propose changes to Medicare, including making Medicare Advantage, the private insurance offering in Medicare, the “default” enrollment option. Unlike Original Medicare, Medicare Advantage plans have provider networks and can also require prior authorization, meaning that the plan can approve or deny certain services. Original Medicare plans don’t have prior authorization requirements.

The manual also calls for repealing health policies enacted under Biden, such as the Inflation Reduction Act. The law enabled Medicare to negotiate with drugmakers for the first time in history, and recently resulted in an agreement with drug companies to lower the prices of 10 expensive prescriptions for Medicare enrollees.

Trump, however, has said repeatedly during the 2024 presidential campaign that he will not cut Medicare.

Project 2025 would eliminate the Education Department, which Trump supports

The Harris campaign said Project 2025 would “eliminate the U.S. Department of Education” — and that’s accurate. Project 2025 says federal education policy “should be limited and, ultimately, the federal Department of Education should be eliminated.” The plan scales back the federal government’s role in education policy and devolves the functions that remain to other agencies.

Aside from eliminating the department, the project also proposes scrapping the Biden administration’s Title IX revision, which prohibits discrimination based on sexual orientation and gender identity. It also would let states opt out of federal education programs and calls for passing a federal parents’ bill of rights similar to ones passed in some Republican-led state legislatures.

Republicans, including Trump, have pledged to close the department, which gained its status in 1979 within Democratic President Jimmy Carter’s presidential Cabinet.

In one of his Agenda 47 policy videos, Trump promised to close the department and “to send all education work and needs back to the states.” Eliminating the department would have to go through Congress.

What Project 2025, Trump would do on overtime pay

In the graphic, the Harris campaign says Project 2025 allows “employers to stop paying workers for overtime work.”

The plan doesn’t call for banning overtime wages. It recommends changes to some Occupational Safety and Health Administration, or OSHA, regulations and to overtime rules. Some changes, if enacted, could result in some people losing overtime protections, experts told us.

The document proposes that the Labor Department maintain an overtime threshold “that does not punish businesses in lower-cost regions (e.g., the southeast United States).” This threshold is the amount of money executive, administrative or professional employees need to make for an employer to exempt them from overtime pay under the Fair Labor Standards Act.

In 2019, the Trump’s administration finalized a rule that expanded overtime pay eligibility to most salaried workers earning less than about $35,568, which it said made about 1.3 million more workers eligible for overtime pay. The Trump-era threshold is high enough to cover most line workers in lower-cost regions, Project 2025 said.

The Biden administration raised that threshold to $43,888 beginning July 1, and that will rise to $58,656 on Jan. 1, 2025. That would grant overtime eligibility to about 4 million workers, the Labor Department said.

It’s unclear how many workers Project 2025’s proposal to return to the Trump-era overtime threshold in some parts of the country would affect, but experts said some would presumably lose the right to overtime wages.

Other overtime proposals in Project 2025’s plan include allowing some workers to choose to accumulate paid time off instead of overtime pay, or to work more hours in one week and fewer in the next, rather than receive overtime.

Trump’s past with overtime pay is complicated. In 2016, the Obama administration said it would raise the overtime to salaried workers earning less than $47,476 a year, about double the exemption level set in 2004 of $23,660 a year.

But when a judge blocked the Obama rule, the Trump administration didn’t challenge the court ruling. Instead it set its own overtime threshold, which raised the amount, but by less than Obama.

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What to Know About the Updated COVID Vaccine for Fall, Winter 2024–25

The updated COVID vaccine provides safe, effective protection against current variants for everyone 6 months and older.

Aliza Rosen

Amid an unexpectedly large surge of summer COVID infections in the U.S., and with the fall/winter virus season around the corner, updated COVID vaccines have arrived.

COVID vaccines are one of the best and safest ways to protect against severe illness and hospitalization. Updated COVID vaccines are chosen to target the variants currently circulating and are recommended for everyone 6 months of age and older.

In this Q&A, Andy Pekosz , PhD, a professor in Molecular Microbiology and Immunology , discusses who the updated vaccine is recommended for, when to get yours, whether it’s safe to get it alongside other seasonal vaccines.

What’s new about this year’s updated COVID vaccines?

The updated mRNA COVID vaccines from Moderna and Pfizer are based on the KP.2 strain, one of the FLiRT variants that have been spreading since early spring. These variants and their sub-variants have caused the majority of infections during this summer’s COVID wave.

Who should be getting an updated COVID vaccine?

Everyone 6 months and older should get vaccinated against COVID, according to the CDC’s recommendations .

For children ages 6 months to 4 years: Vaccination is recommended, but the number of vaccinations is based on which vaccine they receive, their age, and whether they’ve received a previous COVID vaccine. Parents and guardians should refer to CDC guidance and check with their pediatrician to see what’s recommended for their child.

For people ages 5 years and up: One dose of the updated COVID vaccine is recommended, regardless of whether they’ve been vaccinated previously. If someone has received a COVID vaccine recently, they should wait at least two months before getting the updated one for this season.

According to updated CDC guidelines, individuals who are immunocompromised may receive additional doses with their health care provider’s guidance.

When is the best time to get vaccinated?

This summer’s surge has been larger and lasted longer than many experts anticipated, making it a little trickier than years past to determine the best time to get vaccinated.

People who have not had COVID in the past few months have a couple options:

• Get the updated COVID vaccine as soon as it’s available  (late August, early September) to protect yourself as the wave of summer infections continues.
• Get the updated COVID vaccine around mid-October to build protection in time for the rise of cases that typically occur around November through January.

People at higher risk of severe illness should consider getting an updated COVID vaccine as soon as possible. Everyone who is eligible should get an updated COVID vaccine by mid-October in order to build immunity ahead of holiday travel and gatherings. Remember, it takes about two weeks to build up immunity following a vaccine, so schedule your vaccination accordingly.

How long does protection last after I'm vaccinated?

Broadly speaking, the COVID vaccine provides strong protection against infection for up to three months and protection against severe disease out to six months. That said, there are a lot of variables that can affect duration and strength of protection, including any new variants that may emerge and how different they are from the vaccine formulation.

If I had COVID recently, when should I get the updated vaccine?

If you’ve had COVID this summer, you’ll have strong infection-based immunity and can wait a few months after your infection before getting the vaccine. According to the CDC, you can wait three months since your symptoms began or, for asymptomatic cases, since you first tested positive.

There’s some evidence to support waiting as long as six months after a COVID infection to receive an updated vaccine. Waiting longer than the CDC’s guidance of three months is not recommended for high-risk groups, but it’s something people can discuss with their doctor.

How should I choose which COVID vaccine to get?

Between the two mRNA vaccines from Moderna and Pfizer, there is no reason to get one over the other. They target the same KP.2 variant, are similarly effective, and elicit similar side effects.

Is the COVID vaccine free?

The COVID vaccine is free under most health insurance plans and Medicare.

If you don’t have insurance to cover the cost of the COVID vaccine, look for vaccination clinics run by your local or state health department. Children under 18 may also be eligible to get a free COVID vaccine through the CDC’s Vaccines for Children Program .

You can find local pharmacies offering COVID vaccines at Vaccines.gov or by contacting your health care provider or local health department.

Are there any side effects to the updated COVID vaccine?

The common side effects are the same as with previous COVID vaccines. Symptoms like soreness at the injection site, achiness or joint pain, fatigue, slight fever, chills, or nausea are normal and not cause for concern. These side effects are a sign that your body is mounting an immune response—exactly what it’s supposed to do following a vaccine. Side effects generally subside within a day or two.

If I haven’t gotten any COVID vaccines yet, can I start with this one?

If you’ve never been vaccinated against COVID, now is a great time to start. People 5 years of age and older are considered up to date on COVID vaccination once they receive one dose of an updated mRNA COVID vaccine.

How well does the vaccine protect against the variants currently circulating?

The vaccine is a close match to variants currently circulating and provides good protection against severe disease, hospitalization, and death. While KP.2 is not causing a significant number of infections, the most prevalent variants circulating right now are very closely related to them. The vaccine will never be a perfect match to the circulating variants because it takes 2-4 months to make the vaccine, and during that time the virus continues to change as it infects people.

Is vaccine-induced immunity better than immunity from infection?

Vaccine-induced immunity is better because it’s safer. When you get infected with COVID, symptoms from the infection wreak havoc on your body. Whether or not you’ve been infected or vaccinated previously, the updated COVID vaccine is going to strengthen your immune responses to high levels and do so in a safe way.

Can I still get COVID if I’m vaccinated?

People who are vaccinated can still get COVID, but it is much more likely they will experience mild symptoms. Vaccinated people are much less likely to experience severe illness or get so sick that they need to be hospitalized. Data continue to show that those who are hospitalized with COVID are largely people who have not received a COVID vaccine within the past 12 months.

Particularly for people at higher risk of severe COVID, vaccination is an essential tool for reducing COVID complications, hospitalization, and death.

Can you get the flu shot and the COVID vaccine at the same time?

Yes! In fact, studies have shown that people who decide to spread out their vaccines into separate appointments often don’t follow through with getting both. We’ve also seen that the immune response generated by each vaccine does not change based on whether they are administered at the same time or separately.

It’s important to remember that many of the same populations at high risk of experiencing severe illness from COVID are also at high risk of severe influenza. Especially for these vulnerable populations, it’s a good idea to time your vaccines together.

When might we see a combined COVID and flu vaccine?

Some vaccine manufacturers have been working on developing a combined vaccine for COVID and flu, but we’re not there yet. We certainly won’t see a combined vaccine this year. It’s possible one will be ready in time for fall 2025, but we won’t know for sure until more clinical trial results are available.  

Aliza Rosen is a digital content strategist in the Office of External Affairs at the Johns Hopkins Bloomberg School of Public Health.

Related Articles:

• Understanding the CDC’s Updated COVID Isolation Guidance
• What to Know About COVID FLiRT Variants
• The Long History of mRNA Vaccines

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