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Other states have higher employment thresholds, such as Hawaii (50 employees) and Illinois (15).

A 2024 Aon report found that 50% of employers are leveraging AI in some way to support employees’ health decisions.

;Demographics of pay equity analysis. 98% analyze pay by gender, with 91% by ethnicity and 55% age. 50% of organizations use all three of those factors.

;Ensure there’s room in the budget.

;Desktop office applications are still the primary tool to administer and assess sales compensation plans, 50% and 64%, respectively.

Similarly, Code Section 6056 requires employers that are ALEs (generally those with 50 or more full-time employees) under the employer shared responsibility provisions to file: ;Information returns with the IRS about whether they offered health coverage to their full-time employees (and their dependents);; ;And, if so, information about the offer of coverage.; ALEs must also provide a copy of the information to the employee.

Mariann Madden, North America pay equity co-lead at WTW, advised total rewards professionals to assess their salary budgets and build strategies that determine how they: Reward for promotions;Keep up with market movement;Manage the new federal minimum wage levels;Mitigate pay equity risk;Support managers in allocating their budget dollars in a consistent and fair manner.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: Employee Compensation;Total Rewards;Finance and Budgeting ;

For WorldatWork Members 2024-2025 Salary Budget Survey , research;Engage Community , peer engagement and connection platform;How to Reconcile Internal Pay Equity and External Competitiveness , Workspan Magazine article;Why It’s Time for a Compensation Philosophy Refresh , Workspan Magazine article;A Management Primer on the Basis for Pay Equity , Journal of Total Rewards article; For Everyone Develop a Salary Budget Recommendation You Can Sell to the C-Suite , Workspan Daily article;How Pay Transparency Connects with Job Architecture and Employee Trust , Workspan Daily article;How to Identify and Address Common Pay Gap Analysis Mistakes , Workspan Daily article;Essentials of Compensation Management , course; Your organization had an exceptional year, but the merit increases you’ve calculated would push several employees over the defined maximum of their salary ranges.

Check out our additional Workspan Daily coverage on Total Rewards ’26: ;To Enhance Employee Experience, Lean into Integrity, ‘Radical Honesty’;BIG Ideas: Learn How to Get the Most Out of a Small HR Budget and Team;Recognize that Employee Recognition Needs Some Attention;Hard Choices, Soft Solutions: A Considerate Approach to Compensation;Making the Leap to a Pay-for-Performance Approach That Works; Arnold: The format of your conference session isn’t something I’ve seen used frequently — in particular, its interactivity and collaborative focus on identifying and addressing real-world problems within the HR and TR space.

Only 8% of organizations say management does not evaluate pay program effectiveness, a 50% decrease in just one year.; About the Study This is the seventh iteration of the Compensation Programs & Practices Survey, with the first survey launching in 2010.