Zamrznuti tonovi // Shutterstock

For decades, experienced professionals have quietly kept the world running, training new hires, solving crises and carrying institutional knowledge built over long careers. Now, many of those workers are preparing to retire, taking with them expertise that cannot be quickly replaced.

A new global survey from Kelly shows that while most organizations know the “Silver Tsunami” is coming, few are prepared for what happens next.

Across regions, executives say experience is slipping away faster than they can replace it. In Europe and North America, retirements are already affecting operations, while in Asia and the Middle East, demand for technical expertise continues to climb.

As millions of baby boomers exit the workforce, companies across industries are struggling to replace both the labor and the know-how that leave with them.

Prepared on paper, not in practice

Executives and employees know the retirement wave is coming, but they do not know what happens next. Ninety-two percent of executives say they are concerned that retirements will worsen worker shortages, leaving critical gaps in the workforce, and nearly 4 in 10 are very or extremely worried, according to the research. Workers share those concerns. Eighty-one percent say they worry their employers will not be able to replace outgoing employees, including 28 percent who are highly concerned.

Kelly

The views are split on preparedness. Two in 3 executives say their organizations are ready to keep operations running as older workers retire. Only 17 percent of employees agree.

Kelly

Many workers see a system running on borrowed time, with institutional knowledge walking out the door faster than it can be passed down.

A problem money cannot fix

Across industries, organizations are trying to offset the lo

NDAB Creativity // Shutterstock

For the vast majority of older adults, the ideal retirement means staying right where they are. In fact, a 2024 AARP survey found that 75% of adults aged 50 and older wish to remain in their current homes as they age.

But this desire for comfort and familiarity often runs into a hard, financial reality. For many families, the prospect of funding in-home care, medical needs, and home renovations can feel like a financial burden.

A general aging-in-place checklist often focuses on grab bars and rugs. A financial checklist, however, is the most critical tool for determining if you or your loved ones can live at home safely and sustainably for the long term. To help you or your loved ones plan for retirement, Splitero covers five key financial considerations to make when preparing for aging in place.

1. Determine the true cost of home care

When planning for retirement, many budget for taxes, travel, and utilities. But the largest expense will likely be the future cost of in-home support. As Nina Pflumm Herndon, President of Aging Life Care Association and CEO of Sage Eldercare, puts it: “The biggest financial consideration you will want to be aware of is the cost and availability of in-home care should you require it.”

The baseline cost is already substantial. The 2024 Cost of Care Survey from CareScout shows the national median cost for a home health aide is approximately $6,483 per month. More importantly, this is not a static cost. An October 2025 report from Axios found that the price of in-home care surged 10% through 2025, far outpacing the 3% rise in prices overall. This spike is driven by what the report refers to as a severe labor shortage, combined with the surging demand of aging baby boomers.

But Herndon highlights that everyone’s situation is unique: “There really is no way to plan for all eventualities, but knowing what resources and average costs are in your area is a great place to start.”

While costs can change, it’s important to estimate when and for how long you may need in-home care, and coordinate with any family members who may contribute to your care. Brandon Renfro, CFP and Partner and Financial Advisor of Belonging Wealth Management, notes that this will be specific to each individual: “If you have loved ones that will be helping or involved with your care as you age in any way, it’s a good idea to talk with them beforehand so that your wishes are well understood. You can estimate the costs of your preferred approach ahead of time by checking in with providers that offer the type and level of care you want. Costs will change over time, but this will give you a solid estimate to start from.”

2. Calculate the cost of aging-in-place home modifications

Your current home may not be designed for future mobility challenges. To

Sean Pavone // Shutterstock

It’s been more than five years since the worst of the COVID-19 pandemic, and the U.S. unemployment rate seems to have settled down for the most part after an April 2020 high of nearly 15%.

After the rate hovered between 3% and 4% between 2022 and 2024, it has slightly increased since the start of 2025. The latest data from the Bureau of Labor Statistics has the nationwide rate at 4.6%. December 2025 saw more bad news, as the total number of layoffs reached one million for the first year since 2020.

Why Are Layoffs Increasing?

One of the primary reasons for the increase in layoffs has been the continued adoption of artificial intelligence (AI), with companies surveyed in a report by Challenger, Gray & Christmas citing it as the cause of nearly 55,000 layoffs since January 2025. Another common reason for layoffs in 2025 was restructuring, which is a broad term that companies can use in numerous situations.

More reasons for the gradual increase in layoffs include economic uncertainty over tariffs, general macroeconomic conditions, and impacts from the Department of Government Efficiency cuts. DOGE alone is responsible for nearly 300,000 layoffs in 2025. PeopleFinders examines where people in the U.S. are experiencing the highest unemployment rate increases.

12 Locations Americans Are Experiencing the Most Job Disruption

Although the national unemployment rate has risen over the past year, some metropolitan areas are seeing decreased unemployment. Job markets are strong in Oklahoma, Indiana, Alabama, and Nebraska, for instance.

Other areas are not as lucky. According to the Bureau of Labor Statistics, more U.S. metros with a population of at least one million lost jobs between July 2024 and July 2025. Twelve of those large metros had unemployment rates increase by at least half a percentage point in that time span.

1. Cleveland, Ohio

Among the nation’s 56 largest metros, Cleveland saw the highest unemployment rate increase (0.8%) between July 2024 and July 2025. The rate today stands at around 5.2%. Manufacturing and hospitality jobs have taken a hit in the Cuyahoga region, and college graduates have found it more difficult to secure white-collar jobs.

2. Portland-Vancouver-Hillsboro, Oregon-Washington

While Seattle’s unemployment rate held steady, its neighbor to the south, Portland, hasn’t bee

Brian A Jackson // Shutterstock

No matter how you feel about AI, one important thing to consider is that AI can be extremely valuable—if you know how to use it correctly.

For instance, if you input a generic ask like “What’s the rental market like?”, you’re going to get a very generic answer. The key to AI is being as specific as possible when wording your questions—and also cross-referencing AI-generated content with other sources!

To help you dip your toes into the pool of AI and refine your searching skills, RentRedi explored 20 AI prompts landlords may find useful.

20 Useful AI Prompts for Independent Landlords

1. “What are the current rental market trends in [City/ZIP Code]?”

• This can help rental owners set competitive rent prices and plan for supply/demand changes.

2. “What landlord-tenant laws should I be aware of in [State]?”

• It’s important for landlords to stay up-to-date on shifting state laws that pertain to rental properties.

3. “How do I write a legally sound lease agreement for [State]?”

• Along with consulting a real estate lawyer, this can ensure your lease is enforceable and protects your interests.

4. “What are the best ways to screen tenants legally and effectively?”

• Good screening habits can help you choose better tenants, reducing the risk of late payments or evictions.

5. “What tax deductions can landlords claim in [Current Tax Year]?”

• Understanding what qualifies as deductions ahead of time can help landlords plan accordingly to maximize profit by reducing taxable income.

6. What technology should I use to run my rental business?

• Use this prompt to learn about various technologies, from security and energy efficient tech to property management software, that can help optimize your rentals.

7. “How can I estimate the ROI on a rental property investment?”

• To ensure potential investments will generate positive cash flow, try an AI prompt for landlords like this one to help determine your ROI.

8. “What are the most common tenant complaints, and how can I prevent them?”

• Maintenance can be one of the biggest points of friction between landlords and tenants.

9. “What’s the best time of year to list a rental property?”

• If you know the best time of year to list a rental property, you can optimize marketing efforts and timing to reduce turnaround time.

10. “What’s a good move-in/move-out checklist for landlords?”

• This AI prompt for landlords can help protect you from disputes over property conditions and security deposits. Make sure you’re always conducting thorough inspections of your rental properties to ensure any issues are remedied sooner rather than

Rawpixel.com // Shutterstock

Congratulations, you’ve received a job offer that includes equity compensation. Getting an equity grant is always exciting, but before you go on a spending spree, you need to understand what you’re actually getting. Too many job candidates accept equity packages without asking the right questions, only to discover later that their “valuable” equity grant isn’t really worth what they thought.

When job seekers truly understand their equity compensation—including vesting mechanics and realistic valuation scenarios—they make better decisions and join companies with appropriate expectations. This benefits everyone: new employees, recruiters, and hiring managers.

With this in mind, Pave, a compensation intelligence platform used by more than 8,600 companies, shares five important things you need to know about any equity award before signing on the dotted line.

What Type of Equity Award Am I Getting?

Every equity award vehicle, or equity type, works in unique ways and has different financial implications for employees. This story will focus on the two most common award vehicles: stock options and restricted stock units (RSUs).

Stock options, which are most commonly used at early stage private companies, give you the right to buy company shares in the future at a fixed price (i.e., the “strike price”) once certain vesting requirements are met. However, these awards can lose their value if the company’s stock price drops below the strike price.

Meanwhile, RSUs, which are most commonly used at late-stage private companies and public companies, represent shares in the company you will receive once certain vesting requirements are met. RSUs always have some value so long as the company remains in business.

Digging a bit deeper, there are also different types of stock options to be aware of, which have specific tax implications. Incentive stock options (ISOs) offer preferential tax treatment to employees but come with certain restrictions. In contrast, nonqualified stock options (NQSOs) are more flexible but create ordinary income tax when they are exercised. RSUs are taxed as ordinary income when they vest, even if shares are not sold.

Understanding the type of equity award you’re about to receive will help you set realistic expectations and plan for taxable events. Don’t assume all equity awards work the same way, and it is always wise to consult with a tax professional before receiving or selling equity.

The vesting schedule of your equity award determines when you actually get your equity. When stock options vest, you have the right to exercise your options and get shares, and when RSUs vest, you instantly become a shareholder.

Vesting schedules vary widely. At private technology companies, awards typically have a four-year overall vesting period with shares earned at different intervals over that timeframe. At public technology companies, the prevalence of awards with three-year vesting periods is climbing.

Pay particular attention to so-called “cliff vesting” events in your awards, as they represent significant financial risk if you leave or