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“Our data shows employees overwhelmingly want human oversight, and knowing that real people are reviewing AI-supported insights reassures them they aren’t being evaluated by a black box,” she said.; ;Make fairness measurable.

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For 2025, some employers and other payers may choose to separately report the amount of qualified overtime compensation to employees using Box 14 of Form W-2, or to employees or payees through an online portal or on a separate statement.

(See our 2023 SPM Vendor Guide to start gathering information.)

;Subscribe to a pay benchmarking service through vendors in the space.; While the second group has a head start on this work, even these companies may need to ramp up their compensation capabilities, since they may need to increase both the volume and quality of their work.

“The guidance makes it clear that employers are responsible for their tools even if they’re designed or administrated by a software vendor,” he said.

For example: ;See if your benefit vendors offer engaging educational tools that you can utilize.; ;Integrate TikTok-style videos, on-demand content and personalized decision-support tools into your existing enrollment platforms.; ;Use AI tools to scale your content in ways that make it meaningful for multiple audiences.; “It’s never done from an optimization perspective,” Mowrer said.

She said businesses should understand where their payroll data is going and how it is being used to train AI models by regularly auditing their systems, implementing clear data processing agreements and ensuring their vendors have robust safeguards in place.

Is the rewards program understood, or is it a black box?