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“Many other states are considering passing pay transparency legislation,” Aladag said. “ Massachusetts is poised to be the next one.”

“I’m absolutely convinced that investments in ‘new work’ pay off because they increase well-being and motivation, subsequently increasing efficiency,” Sören Fricke, co-founder of event planner Solidsense, one of 45 companies taking part in the pilot, told Bloomberg.

., a lack of transparency for new-hire awards or clear disclosures supporting severance benefits),;One-time special awards (details and rationale),;Incentive plan goal setting (rigor of goals and rationale for targets), and;Responsiveness (or lack thereof) to shareholder concerns.; Disruption Is Now Expected and Just Part of the Process Myers noted that though investors and proxy advisors understand they live in a world of constant economic uncertainties, there is also an expectation that employers have established — or re-established — guiding governance and compensation principles to move more seamlessly through disruptive events and times.

While skills-based pay is a growing strategy, it is not a one-size-fits-all approach, Turba said.

Most likely not, according to one report.

While one criterion alone is usually not enough to negate an IC status, the frequency of these actions can erode the classification and subject the employer to violations (under the Fair Labor Standards Act and the Employee Retirement Income Security Act in the U.S.), penalties and back wages.

Judging from the list of the top-30 most-viewed articles during the past calendar year, particular subjects of interest included: ;Salary budget surveys for compensation planning; ;U.S. federal executive orders and legislation; ;Rising healthcare costs; ;Pay practices and policies; ;Well-being and work-life balance; ;Benefits administration; ;Employee recognition and engagement; Those are not really surprising considering prominent themes from 2025 included: ;U.S. and global economic concerns; ;A further-softening labor market; ;Workplace changes initiated by the new U.S. presidential administration; ;Workforce burnout and mental/physical health concerns; ;The need to retain critical/top talent; Check out the full most-viewed articles list below (the ones with view totals highlighted in yellow denote member-only Workspan Daily Plus+ content).

The result: Multiple views of the data all feeding from one source, with no errors, omissions, or duplications, and almost no maintenance.

One of the survey’s main strengths is that it breaks down many categories of the data by organization size and industry, pointed out Sue Holloway, CCP, CECP, WorldatWork’s director of executive compensation strategy.

"This year's report clearly indicates that Total Rewards is entering a new era – one where strategic alignment with organizational goals stands as the most powerful driver of effectiveness and impact," said Scott Cawood, CEO of WorldatWork.