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Sun offered some questions to consider when creating a new geographic-based pay program: Will you design pay programs based entirely on labor costs, or will you factor in the cost of living and inflation?

If you do nothing else, consider whether your employee survey is appropriately focused on workplace culture, with questions designed to provide insight into issues that the workforce truly cares about (e.g., benefits, compensation, career development, recognition, work-life balance).

For example, as of 2015, the city of Emeryville, California, has a local ordinance requiring employers to allow the use of paid sick leave for employees to “provide care for a guide dog, signal dog or service dog of the employee, employee’s family member or the person designated by the employee.”

.; “The experiences shared by working mothers in this report highlight a deeper issue: Many workplaces are still designed around outdated expectations of who a ‘committed’ employee should be,” said Jasmine Escalera, a career expert at Zety.

From there, explore ways to adjust the plan design or communications strategies to help those groups save more.

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That’s a boon for corporate workforce and retention, but it’s also designed to help participants satisfy individual goals.

Set to take effect in June 2026, the EUPTD is designed to combat pay discrimination and address persistent gender pay disparities across the EU.

Also, businesses with more than 1,000 staff (65%) and those either based in the UK with overseas operations (52%) or based overseas but with UK operations (53%) are more likely to provide a TRS, partly in order to provide more cohesion for an organization spread across a variety of locations or functions.

We can design the best compensation programs, but if employees do not understand them, the programs are not as effective.”