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Agency data showed the highest-paid workers are most likely to have paid family leave — more than 1 in 5 of the top 10% of earners have this benefit, compared to 1 in 20 in the bottom 25%.

., those established after Dec. 29, 2022) need to automatically enroll their eligible employees at an initial rate of at least 3% but not more than 10% of pay.

Another employer may have established a 37.5-hour full-time workweek, where an employee working 37.5 hours per week equals 1.0 FTE and another working 10 hours per week would equal 0.27 FTEs (10 / 35.7 = 0.27).

More than eight in 10 (83%) of the 656 responding organizations say they have been taking action on DEI initiatives in 2021, a 13 percentage-point increase from 2020.

If your company has just mechanically applied ranges of plus or minus 10% or 20%, your operating income range may need to be plus or minus 30% or more.

Key Dates: Survey participation window March 10, 2026 – May 8, 2026 Full report and online reporting tool release Early August 2026 What Access Includes: Online Reporting Tool Create customized reports for the U.S. and Canada by industry, geography, organization size, and revenue Top-line Summary A clear, concise view of global and regional salary budget trends Participating Organizations List Understand the breadth and diversity of survey participants Appendix of Detailed Results Spreadsheet-ready tables for deeper analysis and easier integration into internal planning Explore the 2025 Salary Budget Survey Findings Get a preview of the rich insights WorldatWork delivers each year.

On May 10, Carvana said that all impacted team members, primarily in operational groups, would receive four weeks of pay and an additional week for every year that they have been with the company.

Questions they are often asking themselves focus on the profile of the employee they are looking to hire today, next year and perhaps five to 10 years in the future.

We also know that caregivers prefer to work virtually/in a hybrid arrangement (21% virtual, 44% hybrid, 34% in-person) when compared to non-caregivers (10% virtual, 47% hybrid, 43% in-person.)

From there, you can calculate those individuals' salaries to determine the dollar cost of replacing them if they were to leave — keeping in mind that the cost of turnover for a leadership role can range from two to 10 times the person's salary, Trapenasso said.