New integrated framework takes a client-led, specialized approach to protecting critical global infrastructureNEW YORK, Jan. 28, 2026 (GLOBE NEWSWIRE) -- Willis, a WTW business (NASDAQ: WTW), today unveiled a new, forward-looking model for comprehensive data center risk management, responding to the growing recognition that data centers are no longer standalone assets but critical, interconnected digital infrastructure underpinning global technology strategies, AI adoption and economic growth. Drawing on it ...

Core Insights - Willis has re-entered the light and recreational general aviation insurance market after a 30-year hiatus, expanding its insurance offerings through the integration of the Crispin Speers team [1][3] - The updated portfolio now includes coverage for various general aviation operations such as microlights, balloons, gliders, commercial drones, and light fixed-wing aircraft [1] - Willis is also extending its commercial insurance services to non-aviation risks, leveraging expertise from its broader network [2] Group 1 - The re-entry into the light and recreational general aviation sector fills a long-standing gap in Willis' portfolio, allowing for a comprehensive suite of insurance solutions [3] - Clients will benefit from a seamless, one-stop approach for all aviation insurance needs, supported by Willis' global reach and reputation [3] - The expansion reflects Willis' commitment to clients and partners, aiming to deliver market-leading insurance solutions and drive positive change in the aviation sector [4] Group 2 - In October 2025, Willis introduced Captive Fit, a service designed to assist organizations in refining their captive insurance strategies, utilizing WTW's Igloo risk analytics platform [4]

Core Viewpoint - WTW has successfully completed the acquisition of Newfront, enhancing its capabilities in the U.S. middle market and high-growth sectors through Newfront's technology and expertise [1][2]. Group 1: Acquisition Details - The acquisition of Newfront, a top 40 U.S. broker, is aimed at combining its technology-enabled broking model with WTW's global footprint and analytics platforms [1][2]. - Newfront's expertise in high-growth industries such as technology, fintech, and life sciences will bolster WTW's service offerings [2][8]. - The integration of Newfront's team, including its Co-Founder and CEO Spike Lipkin, will focus on client development and technology [3]. Group 2: Strategic Implications - The acquisition is a significant step in WTW's strategy to enhance competitive differentiation and create long-term value for stakeholders [2]. - Newfront's business segments, Business Insurance and Total Rewards, are now integrated into WTW's Risk & Broking and Health, Wealth & Career segments, respectively [3]. - The deal is expected to accelerate WTW's execution of technology and specialty strategies through Newfront's advanced automation and AI capabilities [8]. Group 3: Advisory Roles - J.P. Morgan Securities LLC served as the exclusive financial advisor to WTW, while Weil, Gotshal & Manges LLP acted as legal advisor [4]. - Perella Weinberg was the exclusive financial advisor to Newfront, with Reed Smith LLP providing legal advice [4].

Core Insights - Nearly 73% of U.S. employers plan to enhance their leave programs in the next two years, driven by the need to improve employee experience and strengthen attraction and retention [1][3] Leave Program Enhancements - Over 80% of employers currently offer parental leave, with 16% planning to enrich these programs [2] - 18% of employers intend to expand bereavement leave by increasing duration or broadening eligibility [2] - Caregiver leave is expected to see the most significant growth, nearly doubling from 22% to 39% over the next two years [2] Strategic Importance of Leave Programs - Leave programs are becoming a strategic differentiator for employers in the talent competition, with enhancements seen as a cost-effective way to improve well-being and strengthen company culture [3] Challenges in Leave Administration - Nearly 49% of employers cite program administration as their biggest challenge, followed by integration of leave systems (39%) and managing workforce availability amid rising leave incidence (38%) [3] Trends in Paid Time Off - Interest in unlimited paid time off (PTO) is increasing, with 15% of employers currently offering it, up from 12% two years ago, and 18% expecting to offer it within the next two years [4] Outsourcing Leave Administration - 72% of employers currently outsource State and Federal Family and Medical Leave administration, an increase from 64% in 2023, with 82% expecting to outsource within two years [5] - Outsourcing of Americans with Disabilities Act (ADA) functions is projected to rise from 27% to 46% within two years [5] Role of Artificial Intelligence - Two-thirds of employers are uncertain about current AI applications in leave management, but nearly 70% are open to using AI for routine case-management tasks, indicating potential for future innovation [6] Compliance and Modernization - Compliance requirements are becoming increasingly complex, especially for multi-state employers, and organizations that modernize their leave programs are better positioned to meet employee expectations and manage risks [7] Survey Overview - The survey included 585 employers, representing a combined workforce of 8 million employees, conducted from late October to mid-November 2025 [7]

Core Insights - U.S. investors are increasingly focusing on ESG policies that enhance sustainable business practices and shareholder value, leading companies to refine executive incentive plans with quality metrics centered on human capital [1][6] Group 1: ESG Metrics in Executive Incentive Plans - 76% of S&P 500 companies reported incorporating at least one ESG metric in their executive incentive plans, marking a 1% decline from the previous year [2] - Globally, 80% of companies included at least one ESG metric in their executive incentive plans, with 75% using ESG measures in short-term incentive plans and 32% in long-term incentive plans [3] Group 2: Diversity, Equity, and Inclusion (DEI) Metrics - The prevalence of DEI metrics in the U.S. has significantly decreased due to recent Court rulings and policy changes, with only 34% of S&P 500 companies using these metrics in executive incentives, down from 55% the previous year [4] - 23 companies (5%) of the S&P 500 disclosed plans to remove DEI metrics from their executive incentive plans for the current year, indicating a continuing trend away from these metrics [4] Group 3: Human Capital Metrics - Human capital metrics remain a priority, with 71% of North American companies and 81% of European companies including at least one people-related metric in their executive incentive plans [5] - Common people-related metrics include employee engagement, succession planning, culture, and employee retention, reflecting a focus on governance of people risks and opportunities [6] Group 4: Study Overview - The WTW 2025 ESG Incentive Metrics Study analyzed 1,070 public company disclosures across major stock exchange indices in 18 markets, covering fiscal years ending between May 2024 and May 2025 [7]

Core Insights - US salary budgets for 2026 are projected to remain stable at 3.4%, consistent with the actual increase for 2025, due to regulated inflation expectations allowing for proactive planning [1][3] Salary Budget Trends - Nearly two-thirds of employers (62%) have not altered their projected pay budgets since mid-2025, while 6% are increasing budgets and 21% are decreasing them [3] - Factors influencing budget changes include cost management concerns (36%), anticipated recession or weak financial results (36%), tight labor market (32%), and inflationary pressures (25%) [3] Strategic Compensation Approaches - The traditional method of distributing budgets evenly among employees is shifting towards a more strategic allocation, rewarding those who enhance skills and contribute to financial outcomes [4] - Organizations are focusing on aligning rewards with outcomes, indicating a trend that is expected to continue beyond 2026 [4] Workforce Planning and Governance - There is a notable improvement in governance around pay decisions, with organizations utilizing market data and segmentation more effectively, while also focusing on affordability and internal equity [5] - One-quarter (24%) of organizations report challenges in attracting or retaining employees [5] Employee Retention Strategies - Staff voluntary turnover rates have decreased to 10.1%, with companies prioritizing budget allocation towards retaining critical talent and addressing pay compression [6] - Actions taken for staff retention include enhancing employee experience (50%), increasing training opportunities (43%), modifying health and wellness benefits (42%), providing greater workplace flexibility (35%), and adjusting compensation programs (32%) [6] Labor Market Dynamics - The labor market is experiencing a balance where demand for labor is lower than in previous years, while labor supply shortages persist, leading to expected stability in salary increase budgets [7] Survey Details - The Salary Budget Planning Report was compiled by WTW's Rewards Data Intelligence practice, with approximately 36,960 responses from companies across 156 countries, including 1,876 from the US [8]

Core Insights - The defense sector is experiencing a surge in demand driven by geopolitical instability, but faces significant production lag and insufficient international collaboration [2][4] - The report outlines five key economic risks impacting the defense industry, including fiscal pressures and social backlash against increased defense spending [3][7] Economic Risks - The defense sector is confronted with structural challenges such as economic nationalism, fiscal fragility, and supply chain risks [1][2] - Rising debt-to-GDP ratios in Europe, North America, and Japan exceed 100%, leading to potential "soft defaults" through inflation or financial repression [3] - Increased defense budgets may provoke political grievances if they result in higher taxes or cuts to social programs, particularly in an environment of uncertain economic growth [3] Geopolitical Context - The shift from non-state threats to state-sponsored violence has reshaped the defense procurement landscape, necessitating a reevaluation of global defense supply chains [4] - The ongoing Ukraine conflict is expected to maintain robust defense procurement in Europe, regardless of whether the war continues or a ceasefire is reached [2] Emerging Threats - Experts highlight the risk of social backlash against defense spending amid fiscal pressures and the potential for looming fiscal crises [3] - The industry faces challenges related to tariff wars, reliance on Chinese materials, and the difficulty of reindustrializing in Western nations [7]

Core Viewpoint - WTW is set to announce its financial results for Q4 and the full year of 2025 on February 3, 2026, before market opening [1] Financial Results Announcement - The financial results will be discussed in a conference call scheduled for 9:00 a.m. Eastern Time on February 3, 2026 [2] - A live webcast of the conference call will be available on WTW's website, and an online replay will be accessible shortly after the call [2] Company Overview - WTW provides data-driven, insight-led solutions in the areas of people, risk, and capital, serving 140 countries and markets [3] - The company aims to help organizations sharpen their strategy, enhance resilience, motivate their workforce, and maximize performance [3] - WTW collaborates closely with clients to uncover opportunities for sustainable success [3]

Core Insights - WTW has launched the Radar Connector for Databricks, enhancing its insurance analytics and pricing platform by enabling secure data integration and analysis [1][2]. Group 1: Integration Benefits - The integration allows Radar users to access data directly from the Databricks Data Intelligence Platform, streamlining the data retrieval process [2]. - Users can transfer analysis results back into Databricks, facilitating automated processes and improving overall efficiency [2][3]. - The total turnaround time for data updates has been reduced to minutes, significantly increasing operational efficiency [3]. Group 2: Expert Commentary - Chris Halliday from WTW emphasized that the integration provides a more efficient experience for insurers, leveraging Databricks' machine learning capabilities [4]. - Marcela Granados from Databricks highlighted that the integration enables insurers to unify their data into a governed environment, leading to actionable insights and faster decision-making [4]. Group 3: Radar Overview - Radar is a comprehensive analytics and model deployment solution tailored for insurers, featuring proprietary machine learning algorithms and real-time decision-making capabilities [5]. - It is part of WTW's Insurance Consulting and Technology business, which aims to innovate and transform the insurance sector [6]. Group 4: Company Profile - WTW operates globally, serving over 1,000 client companies across six continents, and employs more than 1,700 professionals in 35 markets [7]. - The company provides data-driven solutions in people, risk, and capital, helping organizations enhance performance and resilience [8].

Core Viewpoint - WTW has appointed Sheila Nordquist as the new Health and Benefits leader for North America, effective January 12, 2026, to drive growth strategy in the region [1][2]. Group 1: Appointment Details - Sheila Nordquist's appointment is aimed at enhancing the growth strategy for WTW's Health and Benefits segment in North America [1]. - Nordquist has been with WTW since 2013, starting as a client advocate and progressing through various leadership roles, including North Central market leader and U.S. Growth co-leader [2]. Group 2: Leadership Perspective - Anne Pullum, the global leader of Health and Benefits, expressed confidence in Nordquist's innovative market outlook and her commitment to client needs, which are expected to facilitate significant breakthroughs for the company [2]. Group 3: Company Overview - WTW provides data-driven, insight-led solutions in people, risk, and capital across 140 countries, focusing on enhancing organizational resilience and maximizing performance [3].