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Two-thirds of the companies (67%) in an Alexander Group survey apply a full clawback of incentive payments made on non-payment and canceled orders.

Additional support and learning are expected for them to reach full competency.; ;Low or sub-adequate support for capability to perform essential functions.

As the COVID-19 pandemic wanes, some employees are back at their workplace full-time or part-time, and others are ontinuing remote work.

Torn between their caregiving responsibilities for babies, children and, often, aging parents, many juggle a boundary-blurred home life of full-time remote work and family care.

Industry Industry Group 2025 Actual Increases 2026 Forecast Increases Agencies and consultancies 3.9% 3.7% Arts, entertainment and recreation 3.7% 3.2% Business services 4.0% 4.0% Construction 4.1% 3.7% Education 3.0% 3.1% Energy and utilities 3.7% 3.7% Engineering and science 4.4% 4.2% Finance and insurance 3.9% 3.8% Food, beverage and hospitality 3.0% 3.0% Government 4.2% 4.0% Healthcare and social assistance 3.3% 3.5% Manufacturing 3.4% 3.3% Non-profit 3.5% 3.7% Pharmaceutical and biotechnology 3.2% 3.4% Real estate, rental and leasing 3.6% 3.6% Retail and customer service 3.0% 3.5% Technology (including software) 4.0% 3.5% Telecommunications 2.9% 3.4% Transportation and warehousing 3.3% 3.4% Other 3.6% 3.6% Employer Size Number of Full-Time Employees (FTEs) 2025 Actual Increases 2026 Forecast Increases Less than 25 FTEs 4.3% 4.2% 25 to 49 FTEs

“If I ask employees who are not participating or are not taking full advantage of the match, obviously, everybody has different situations that they’re working with.

This includes information such as hiring range and full salary range, with 58% of employers planning to do the former and 48% intending to do the latter.

The full report — covering base salary increases and merit budgets for 22 countries and in-depth salary budget insights for the U.S., Canada, India and the United Kingdom — is also available for purchase.

In addition to members and customers of WorldatWork and SalesGlobe, WorldatWork also obtained responses from full-time sales compensation professionals via the MarketCube panel online.

In this graph, we attempt to summarize the content areas that HRISs may cover overall, in part or in full: Aggregate Business and HR Intelligence / Scorecards(also with external data) Depending on the software type and related technologies, one, several or all the areas shown may be covered.