3 questions to ask before you cut a benefit

From the spreadsheet, cutting a benefit looks like one of the cleanest decisions available to a leader under cost pressure. It removes a recurring expense, it saves cash fast, and the workforce will absorb it. At least that is the assumption. It is sometimes a correct assumption. When it is not, the cost is several years of trust the company cannot quite buy back. The current news cycle shows both outcomes playing out at once. Deloitte halved parental leave for its internal-services workforce, ended pension accruals after 2026, and scrapped a $50,000 reimbursement that helped employees adop...