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“Lots of businesses say they can’t afford it.

“A lot of employers are thinking about how to provide this benefit within the context of the group health plan that they offer, because they understand how the law works in that context and how the information would be protected and how tax and ERISA rules work.”

And while there is a lot of focus on the impact to job seekers, Madden said employers also should “keep in mind that these laws will impact anyone involved in making pay decisions, which means that it impacts all levels of jobs within an organization, from entry level to executive.”

“There are a lot of candidates that value this kind of compensation, much more than base salary,” she said.

Asked about jobs such as teachers, who would not be able to do a four-day week using compressed hours, education minister Jacqui Smith said, “Well, no, and nor can lots of other people, but that doesn’t mean that those people that can do it shouldn’t have the ability to do it.”

"You see a lot of job ads out there that feature retirement benefits," said Dianna Smith, CCP, CBP, a WorldatWork faculty member who also teaches a graduate-level benefits course at the University of Cincinnati.

That still leaves a lot of employers not structuring reward management in this way, although it is an open question as to the methods such employers adopt, at least implicitly, to organize work roles and compensation.

In the complex landscape of corporate mergers and acquisitions (M&As), executive compensation arrangements — particularly “golden parachutes” — play a critical role and get a lot of attention.

“There is a really dramatic kind of pushback and retreat that I’ve seen in lots of places as it relates to the focus on Black men and Black women in the workforce.”

A lot of us don’t want pay transparency to result in pay sameness.