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Having strong analytics and pay administration is more important than ever when addressing compression, she said, and employers need to be deliberate in setting their annual salary budgets.

When collaborating on compensation budgeting, understand their financial reporting cycles, cost-control measures and risk management policies (e.g., capping bonus payouts, focusing on long-term incentives).; ;Marketing.

Based on projections from more than 1,700 U.S. employers, the consulting firm’s survey report shows 2026 will be the fourth consecutive year of elevated health benefit cost growth following a decade of moderate annual increases averaging only about 3%, signaling mounting pressure on employers’ healthcare budgets.

Review state laws that may affect budget planning through the transition; for instance, California and New York use higher salary thresholds than those set in the proposed rule, Bare, of Duane Morris, said.

Research: 2023-2024 Salary Budget Survey In recent years, many employers have been forced to lure new workers with salaries “far above” the midpoint of the job’s salary range even if they may not yet possess a fully competent skill set for the new role, she said.

From ‘Owning DEI’ to Enabling Accountability It is clear that DEI-focused teams can be vulnerable when budgets tighten or political rhetoric changes.

For WorldatWork Members Incentive Pay Practices , research;2025-2026 Salary Budget Survey , research;How to Reward Top Performers When Pay Raises Aren’t Possible , Workspan Daily Plus+ article;Emphasize the Value of Total Rewards During Economic Uncertainty , Workspan Daily Plus+ article;How to Identify the Linkages Between Performance and Pay , Workspan Daily Plus+ article;Volatility-Proofing Your Incentive Rewards Strategies , Workspan Magazine article;Incentives and Recognition: An Evidence Review , Journal of Total Rewards article; For Everyone Total Rewards ’26 , conference;Prioritizing Performance: How Might This Push Impact Pay Strategies?

If those working caregivers are middle-aged (50-plus), these added responsibilities reduced women’s paid work hours by 41%.

Since the campaign’s initial unionization votes in late 2021, the National Labor Relations Board has certified unions in 248 of Starbucks’s 9,000 U.S. stores, and marked defeats for organized labor at 50 locations.

Other Key Findings: Organizations plan to increase flexibility. 50% of organizations plan to increase flexibility incrementally, while 6% plan to increase flexibility significantly and 2% plan to move to complete flexibility (within guardrails).