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As reported by Benefits Canada , the survey found more than one in 10 organizations are planning average salary increase budgets above 5% and, in some cases, as high as 20%.

Access a bonus Workspan Daily Plus+ article on this subject: Two TR Leaders Provide a Personal Take on Their 2026 Priorities; WorldatWork’s 2026 findings are based on the survey responses (from Oct. 27 through Nov. 21) of 290 TR leaders, including: ;Directors or senior directors (37%); ;Managers or senior managers (27%); ;Vice presidents (senior or assistant) (15%); ;Consultants/analysts/specialists (11%); ;Chiefs or heads (6%); ;Other titles (3%); Respondents represented a diversity of: ;Organization sizes ;500 to 2,499 employees (29%); ;2,500 to 9,999 (27%); ;20 to 499 (18%); ;20,000 or more (16%); ;10,000 to 19,999 (8%); ;Less than 20 (3%);; ;And, geographic regions;;United States (41%); ;Canada (14%); ;Europe (excluding the United Kingdom) (8%); ;U.K. (8%); ;India (8%); ;Asia (excluding India) (7%); ;Latin America and the Caribbean (6%); ;Middle East (4%); ;Africa (2%); ;Oceania (2%);; “TR leaders recognize that rewards programs must directly support organizational

“The NFL’s use of the Rooney Rule violates Florida law by requiring race-based considerations in hiring,” Uthmeier said in a video posted on social media platform X .

However, establishments with fewer than 50 workers saw a decline of 120,000, including a drop of 74,000 among firms with 20 to 49 employees.

Item 7 also indicates approximately a third of the respondents did not receive information about the average merit increase.

Among those: ;A post on the Jenner and Block LLP website stated, “In light of the guidance in new SLB 14M and the rescission of old SLB 14L, a public company will have fewer roadblocks to excluding certain types of shareholder proposals from its proxy statement under Rule 14a-8(i)(5) and Rule 14a-8(i)(7), if the company does not wish to include such [a] proposal in its proxy statement.

My 20-page presentation is not going to go over well with the C-suite.”

;An energy company has three metrics in its LTIs (one in each of the ESG elements and each at a 7% share of the LTI budget).

Aon found the following among individuals taking GLP-1s compared to control groups: ;7% lower medical spend growth in the second year of taking the medication (outside of the cost of the GLP-1 drugs themselves).; ;A 44% reduction in hospitalizations due to major adverse cardiovascular events such as stroke, heart attack and heart failure in the two years after beginning to take GLP-1s.; ;A reduction of more than 20% in hospitalizations for respiratory system conditions such as pneumonia and infections, as well as disorders related to substance or alcohol use, in the two years following initial GLP-1 use.; ;Fewer diagnoses of pneumonia inflammatory bowel disease, osteoporosis and alcohol- or substance-use disorders.; “Employers should be prepared for higher pharmacy and medical costs in the first year of covering GLP-1s — that’s the reality in the short term,” said Farheen Dam, Aon’s head of North America health solutions.