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Most firms plan to maintain their direct compensation pay mix.

Mercer’s “ QuickPulse US Compensation Planning Survey ” indicates employers are planning to raise their compensation budgets by 3.5% for merit increaeses in 2024 and 3.9% for their total salary increase budgets for non-unionized employees.

In terms of pay, organizations must consider how to structure direct, indirect and non-monetary compensation during leave periods.

According to IRIC executive director Kevin Crain, a critical priority in 2025 is to provide education and industry utilization studies for plan sponsors, consultants and advisors, such as information about the inventory of in-plan options, how to implement options and how to communicate options to plan participants.

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It's essential for today’s compensation professionals to have a keen understanding of business drivers and an appreciation of the financial realities of their organizations, enabling them to deliver effective and efficient rewards programs.

They knew their approach took just a few minutes to execute from start to finish.

Texas: House Bill 4067 , introduced March 7, bans noncompetes for all workers and senior executives, except in instances involving a business’ sale.

Under the proposed rule, two or more employers would be considered joint employers if they “share or codetermine those matters governing employees’ essential terms and conditions of employment,” such as wages, benefits and other compensation, work and scheduling, hiring and discharge, discipline, workplace health and safety, supervision, assignment and work rules, according to the NLRB.