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Romanyshyn also noted getting workers on board is important, but don’t sugarcoat the consequences of not meeting the requirements.

Source 2026 Salary Increase Budget 2025 Actual Increase Budget WorldatWork 3.6% mean 3.7% mean Conference Board 3.4% average 3.4% average Gallagher 3.2% to 3.3% average* 3.8% to 4.0% average* Mercer 3.5% average 3.5% average Payscale 3.5% average 3.6% average Salary.com 3.6% mean 3.6% mean WTW 3.5% average 3.5% average * = job-classification dependent The Salary.com report showed U.S. respondents, on average, factored 3.3% merit increases, 1.7% general increases and 0.7% equity/market adjustments toward their anticipated 2026 salary budgets.

The Migraine Trust surveys highlighted additional statistics, some of which called out potentially discriminatory hiring and workplace practices: ;41% of board-level executives reported they would be “very concerned” about hiring a qualified candidate who experienced migraines.; ;34% of senior managers and 24% of business owners reported being “very concerned” about hiring migraine sufferers.; ;60% of respondents who do not suffer from migraines said if they were managing a team, they would feel concerned about hiring a qualified candidate who disclosed having the condition.

Source 2026 Salary Increase Budget 2025 Actual Increase Budget WorldatWork 3.6% mean 3.7% mean Conference Board 3.4% average 3.4% average Gallagher 3.2% to 3.3% average* 3.8% to 4.0% average* Mercer 3.5% average 3.5% average Payscale 3.5% average 3.6% average Salary.com 3.6% mean 3.6% mean WTW 3.5% average 3.5% average * = job-classification dependent For compensation professionals, this environment isn’t just a financial challenge, it’s a communication challenge.

She holds multiple editorial board positions, but her focus right now is on two special issues on diversity equity and inclusion.

Access a related Workspan Daily article on this subject: ;DOL Proposed Rule Seeks to Clarify, Harmonize Joint Employer Status; The National Labor Relations Board (NLRB) ;Why they care: The goal is to hold the true employer accountable for labor relations and union negotiations.; ;Why HR cares: If a worker is jointly employed, both employers must sit at the bargaining table and can be held accountable for unfair labor practices.; ;NLRB classification focus: Who has “direct and immediate control”?

That is our “every hire is an AI hire” philosophy made concrete, and it applies across the board, from software engineers to customer success to data analysts.

Communication has to be “both intentional and repeated,” continued Murton, noting that internal message boards and instant message programs help keep the lines of communication open.

Key Takeaways Well-being has worsened across the board.

If you have employees in multiple states, Carradero suggested that you consider applying the most restrictive state laws across the board, looking to laws in Colorado, Illinois and Minnesota as the possible standards.