Modal verbs and phrases

Modal verbs

We use modal verbs to express the probability or likelihood of a situation.
That must be Dave at the door.
We might be seeing Rosa at the weekend.
I’m sorry, it can’t be done in the time you want.

Other phrases

We can use other phrases to show:

• certainty.
She’s bound to have prepared carefully.
It’s guaranteed to save you money.
The economy is undoubtedly in trouble.
The decision will inevitably lead to tensions.
It’s a given that they will get the contract.

• probability/possibility.
You may well be right.
I would guess that she earns about a million.
In all probability, the car will be ready by midday.
There’s a strong likelihood that it will rain before the weekend.
It is expected/highly likely that she’ll study law at university.
There’s a chance that we’ll miss the meeting.
The odds are that our teacher will be leaving in a few months.

• improbability.
It seems totally unimaginable that they’ll lose.
It’s highly unlikely that we’ll get any news before tomorrow.

• necessity.
It’s (absolutely) crucial/vital/essential/imperative that no one speaks to the media.
This needs to be discussed further.

• obligation.
We’re expected to do two hours’ homework.
It’s obviously (my) responsibility to welcome new trainees.
Students are supposed to leave their mobiles at home.
A requirement is that new staff have a university degree.

• ability.
Do you think he’s capable of managing a team?
He has an aptitude for painting and drawing.

As we stand on the threshold of 2026, the landscape of employment has undergone a seismic transformation that extends far beyond the traditional boundaries of salary negotiations and career advancement. Today's job seekers are part of a revolutionary movement that's turning the tables on conventional employment relationships, demanding not just competitive compensation but genuine respect, comprehensive health support, meaningful learning opportunities, quality nutrition programs, and pathways to financial security that were once the privilege of executive ranks. This fundamental shift represents more than a simple evolution in workplace expectations—it signals the dawn of a new era where human dignity and holistic wellbeing take center stage in the employment equation.

## The New Employment Paradigm: Beyond the Paycheck

The job market of 2026 has witnessed employers scrambling to catch up with a workforce that has fundamentally redefined what it means to have a "good job." According to the latest research from the World Economic Forum's Future of Jobs Report 2025, the global labor market is being reshaped by technological development, the green transition, and demographic shifts, creating approximately 170 million new jobs while displacing 92 million roles. However, the most striking aspect of this transformation isn't just the numbers—it's the quality revolution taking place within these positions.

Workers are no longer settling for positions that treat them as mere cogs in the corporate machine. Instead, they're holding out for opportunities that recognize their full humanity, demanding employers who will go the extra mile to ensure their physical, mental, and financial wellbeing. This shift has caught many organizations off guard, forcing them to rethink everything from basic respect protocols to comprehensive wellness programs that address the whole person rather than just their professional output.

The data speaks volumes about this transformation. Research indicates that 93% of workers now consider their wellness just as important as their salary, while 66% of employees stay at companies primarily due to good work-life balance rather than compensation alone. This represents a complete reversal of traditional employment priorities, where monetary rewards once trumped all other considerations.

## Respect Revolution: Dignity as a Non-Negotiable

The quest for workplace respect has evolved from a nice-to-have into an absolute deal-breaker for today's job seekers. Organizations that fail to grasp this fundamental shift find themselves struggling to attract and retain talent, regardless of their compensation packages. The modern definition of workplace respect encompasses everything from basic human courtesy to inclusive policies that recognize diverse backgrounds, family structures, and individual needs.

Forward-thinking companies are bending over backwards to create cultures where every employee feels valued and heard. This includes implementing comprehensive diversity, equity, and inclusion programs that go beyond mere compliance to create genuinely inclusive environments. Despite political headwinds and regulatory changes, many organizations are doubling down on their commitment to treating all employees with dignity and respect, recognizing that this approach pays dividends in terms of employee engagement, productivity, and retention.

The respect revolution also manifests in how companies handle workplace flexibility and autonomy. Employees are no longer willing to put up with micromanagement or rigid hierarchical structures that stifle creativity and personal growth. Instead, they're seeking out employers who trust them to manage their own time and responsibilities while providing the support and resources needed to excel in their roles.

## Health and Wellness: The Holistic Approach Takes Hold

The traditional approach to employee health—offering basic medical insurance and hoping for the best—has become woefully inadequate in meeting the expectations of today's workforce. Modern job seekers are looking for employers who take a comprehensive approach to wellness, addressing not just physical health but mental, emotional, and financial wellbeing as well.

The wellness industry has exploded in response to these demands, with nearly 85% of large U.S. employers now offering wellness programs. Harvard Business Review projects this market will reach $94.6 billion by 2026, signaling a fundamental shift in how organizations view wellbeing benefits—not as optional perks but as essential components of competitive compensation packages.

Smart employers are rolling out integrated wellness ecosystems that connect fitness centers, digital wellness platforms, and mental health resources to support employees throughout their wellbeing journey. These programs go beyond token gym memberships to include stress management workshops, mindfulness training, preventive mental health services, and access to counseling and therapy services. The most progressive companies are even creating quiet spaces for meditation and relaxation during the workday, recognizing that employee wellbeing directly impacts productivity and job satisfaction.

Mental health support has become particularly crucial, with over 90% of Americans believing that employer-sponsored mental health coverage is an important part of workplace culture. Organizations are responding by offering employee assistance programs, mental health days, and access to digital mental health platforms that provide 24/7 support for employees dealing with stress, anxiety, and other mental health challenges.

## Education and Development: Learning as a Lifelong Partnership

The modern workforce has embraced the concept of lifelong learning with unprecedented enthusiasm, but they expect their employers to be active partners in this journey rather than passive observers. Job seekers in 2026 are specifically looking for organizations that will invest in their professional development, offering opportunities for upskilling, reskilling, and continuous learning that keep them competitive in a rapidly evolving job market.

Research shows that 88% of organizations now identify providing learning opportunities as a top retention strategy, recognizing that employees are more likely to stay put when they feel they're growing and developing professionally. This has led to a boom in corporate education programs, with companies offering everything from technical certifications and professional development courses to tuition reimbursement for advanced degrees and specialized training programs.

The most innovative companies are taking this concept even further, creating internal universities and learning academies that provide ongoing education tailored to their specific industry needs. These programs often include mentorship opportunities, job rotation programs, and cross-functional training that allows employees to explore different career paths within the organization.

Artificial intelligence and emerging technologies have become particular focal points for professional development, with companies recognizing that staying current with technological advances is crucial for both individual career success and organizational competitiveness. Many organizations now offer AI literacy programs and technology training as standard benefits, ensuring their workforce remains at the cutting edge of industry developments.

## Nutritional Support: Fueling Success Through Better Food

One of the most surprising trends in employee benefits has been the growing emphasis on nutrition and food quality as workplace perks. Forward-thinking employers have come around to the idea that well-nourished employees are more productive, creative, and engaged, leading to significant investments in workplace nutrition programs that go far beyond traditional vending machines and basic cafeteria offerings.

Modern workplace nutrition initiatives include everything from on-site farmers markets and healthy meal delivery services to nutrition counseling and cooking classes. Some companies have partnered with local farms and sustainable food providers to offer fresh, organic meal options that support both employee health and environmental sustainability goals.

The trend toward better workplace nutrition reflects broader societal awareness about the connection between diet and overall wellbeing. Employees increasingly recognize that good nutrition supports mental clarity, energy levels, and long-term health outcomes, making food quality an important consideration when evaluating potential employers.

Progressive companies are also addressing food insecurity among their workforce through emergency food assistance programs, subsidized meal plans, and partnerships with food banks and community organizations. These initiatives recognize that financial stress around basic necessities like food can significantly impact employee performance and wellbeing.

## Financial Wellness: Security Beyond the Basic Salary

The financial wellness movement has gained tremendous momentum as employers recognize that financial stress affects virtually every aspect of employee life and work performance. Modern benefits packages increasingly include comprehensive financial support services that help employees build long-term financial security and address immediate financial challenges.

Student loan repayment assistance has become particularly popular, with 34% of companies now offering this benefit and expectations that this will rise to 40% by 2026. The federal government's allowance for employers to provide up to $5,250 annually in tax-free loan repayments through 2025 has made this an attractive option for companies looking to ease the financial burden on their workforce.

Retirement benefits have also evolved significantly, with enhanced 401(k) programs that allow employees under 50 to save up to $23,500 annually, along with higher contribution limits for older workers. Many companies are also bringing back pension programs and offering additional retirement planning services to help employees prepare for their long-term financial future.

Emergency savings programs have become another crucial component of financial wellness initiatives, recognizing that unexpected expenses can create significant stress and distraction for employees. These programs often include automatic payroll deductions that build emergency funds over time, along with financial counseling services that help employees develop better money management skills.

## The Skills Revolution: Staying Ahead of the Curve

The rapid pace of technological change has created an urgent need for continuous skill development, with employers expecting 39% of key skills required in the job market to change by 2030. However, this figure represents a slight decrease from the 44% predicted in 2023, suggesting that companies are getting better at anticipating and managing future skill requirements through proactive training and development programs.

Technology skills, particularly in artificial intelligence, big data, and cybersecurity, are seeing the most rapid growth in demand. However, human skills such as creative thinking, resilience, flexibility, and agility remain critical and are actually becoming more important as automation handles routine tasks. The most successful employees and employers are those who can effectively combine technological competence with uniquely human capabilities.

Skills-based hiring has become increasingly common, with nearly two-thirds of employers now using this approach to identify candidates with potential rather than focusing solely on formal educational credentials. This trend has opened up new opportunities for workers who may not have traditional qualifications but possess the practical skills and abilities needed to excel in specific roles.

## Remote Work and Flexibility: The New Normal

The workplace flexibility that emerged during the pandemic has become a permanent fixture of the employment landscape, with approximately 40% of positions now operating in a hybrid modality that blends in-person and remote work. This flexibility has become a key factor in employee retention, with workers increasingly unwilling to accept positions that don't offer some degree of schedule and location flexibility.

However, the implementation of flexible work arrangements requires careful planning and clear communication to be successful. The most effective organizations have developed comprehensive policies that ensure fairness between remote and in-office employees while maintaining productivity and collaboration standards.

Some companies are taking flexibility even further by offering compressed workweeks, job sharing arrangements, and unlimited paid time off policies that give employees maximum control over their work-life balance. These innovative approaches to scheduling and time management are becoming significant competitive advantages in the talent market.

## Industry-Specific Transformations

Different industries are experiencing unique transformations in response to these changing employee expectations. The technology sector continues to lead in innovative benefits and flexible work arrangements, but other industries are quickly catching up as they recognize the need to compete for talent.

Healthcare organizations are particularly focused on mental health and wellness benefits, given the high-stress nature of medical work and the ongoing challenges facing the healthcare industry. Educational institutions are emphasizing professional development and learning opportunities, while manufacturing companies are investing heavily in skills training and safety programs.

The green transition is creating entirely new categories of jobs, particularly in renewable energy and environmental engineering, with these positions often coming with enhanced benefits packages that reflect the critical importance of this work for societal wellbeing.

## Looking Ahead: The Future of Work Relationships

As we move deeper into 2026 and beyond, the employment relationship is evolving into something more akin to a true partnership between organizations and their workforce. This shift requires companies to think more strategically about their total value proposition, considering not just what they can extract from employees but what they can contribute to their workers' overall life satisfaction and success.

The most successful organizations are those that have embraced this new paradigm wholeheartedly, recognizing that investing in employee wellbeing, respect, education, nutrition, and financial security creates a virtuous cycle that benefits everyone involved. These companies are seeing improved productivity, higher retention rates, better customer satisfaction, and stronger financial performance as a result of their comprehensive approach to employee support.

The trends shaping the job market of 2026 suggest that this transformation is just beginning. As younger generations enter the workforce with different expectations and priorities, and as technology continues to reshape the nature of work itself, organizations will need to become even more creative and comprehensive in their approach to employee support and development.

## Conclusion: A New Era of Human-Centered Employment

The job search process of 2026 represents far more than simply finding a position that pays the bills. Today's workers are seeking opportunities that honor their full humanity, support their comprehensive wellbeing, and provide pathways to personal and professional growth that were once unimaginable. This shift has forced employers to step up their game dramatically, moving beyond traditional compensation models to embrace holistic approaches that address every aspect of employee life and satisfaction.

The organizations that thrive in this new environment are those that have recognized the fundamental truth that happy, healthy, respected, and financially secure employees are not just more productive—they're more creative, more loyal, and more likely to contribute to long-term organizational success. As the employment landscape continues to evolve, the companies that maintain this human-centered approach will find themselves best positioned to attract and retain the talent they need to succeed in an increasingly competitive global economy.

For job seekers, this represents an unprecedented opportunity to find positions that truly support their life goals and values. The key is to hold firm to these elevated expectations while developing the skills and capabilities needed to succeed in this new landscape. The future of work is bright for those who are prepared to embrace both the opportunities and responsibilities that come with this new era of human-centered employment.