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Besides generally keeping pay increases above the 3% range (to remain competitive and in line with recent years’ outlays), they have taken steps to more strongly support workers by: ;Improving the employee experience (47%); ;Enhancing health and wellness benefits (43%); ;Increasing training opportunities (40%); “As employers navigate continued economic uncertainty, ongoing increases in labor costs and the changing needs and expectations of employees, they are positioning themselves for what is to come and making investments in their workforces that go beyond pay raises,” said Lori Wisper, WTW’s managing director for work and rewards.

The vote was 11-3 with two contested ballots.

For WorldatWork Members ;The Pros and Cons of Recruiting Gig Workers , Journal of Total Rewards article; ;Managing Performance and Rewards for Contractors , Workspan Magazine article; ;How to Set Up Rewards Tailor-Made for Hourly Employees, Workspan Daily Plus+ article; ;3 Pitfalls that Can Lead to Tipped Employee Pay Violations , Workspan Daily Plus+ article; ;Guidance on How to Avoid Common FLSA Classification Errors , Workspan Daily Plus+ article; For Everyone ;What TR Levers Are Companies Pulling for Their Seasonal Worker Plans?

The union is operating under a one-year salary agreement that ends in December, which has provided members a 3% pay increase and a one-time bonus equal to 5% of a worker’s annual salary.

Access an additional Workspan Daily article from this series: ;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income;Take 3 Actions to Help Workers Turn Savings into Retirement Income; Forecasting Expenses: Essentials Versus Discretionary For pre-retirees and retirees, retirement budgeting begins with a straightforward yet practical approach: distinguishing between needs and wants.

-based employers are preparing for 3.4% average pay increase budgets for 2026, the same percentage they actually provided to employees in 2025, according to the results of The Conference Board’s 40th annual Salary Budget Survey , which was released Sept. 3.

When asked about their ideal work style, the respondents preferred: Remote only, completely working from home (58%);Hybrid, with time split between remote and in-office work (38%);In the office full-time, not working remotely at all (4%); When asked what might persuade them to return to the office full-time, workers pointed to: Four-day workweek (30%);15% raise (18%);Unlimited paid time off (12%);Travel reimbursement (3%);Childcare reimbursement (3%);Student loan assist (2%);Free lunch (2%); Most of the survey respondents also reported that remote work either improves or maintains their productivity levels: 53% said they’re more productive working remotely than in the office.;31% are equally productive at home and in the office.;12% are somewhat more productive when working remotely.;4% are somewhat or much less productive when working remotely.; “Even though we’ve seen RTO efforts and some high-profile remote work rollbacks, most workers say they haven’t been brought back into the office

McMullen: Salary increases for 2026 are stabilizing but slightly lower than late 2025 expectations, with most major markets clustering around 3% to 4% increases (e.g., about 3.0% in the U.S., about 3.1% in the United Kingdom, about 3.5% in Australia).

Member Only Access Member Only Access 189 Respondents 3/2022 Date Fielded 17% Not Considering Fuel or Mileage Reimbursements Thank You for Being a Member Get the most from your membership today!

Medical Benefits 34(9): 1–3.