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Phone 877-951-9191 (United States and Canada) +1 480-951-9191 (other countries) Monday-Friday: 8:00 a.m. - 7:00 p.m.

WorldatWork Member Affiliate Member* Non-Member EARLY BIRD RATE March 1, 2026 - July 7, 2026 $195 $175 $295 REGULAR RATE July 8, 2026 - August 6, 2026 $295 $275 $395 >*For individuals who are a member of an official WorldatWork Affiliate Chapter , a discount will be applied automatically to your cart.

;Employers overall are planning to promote 10% of employees, up slightly from the 8% they predicted promoting in 2024.

The big rise in the minimum wage comes as the Bank of England warns that the current pace of wage growth in the broader economy, which reached around 8% earlier this year, would make it hard to return inflation to its 2% target, Reuters noted.

With that as a backdrop, WTW released its Salary Budget Planning Report on Tuesday, July 8, which, on its face, could perhaps be summed up as: the more things change, the more things stay the same.

WTW estimated such changes could reduce the projected 2026 cost increase to 8%.

.; ;86% of organizations said their reward strategy is not well known externally and just 8% of people managers believe the reward strategy is effectively communicated.; ;Emerging regulations in North America and Europe are driving organizations to revisit their reward strategy, with 65% of participants identifying pay transparency as one of the primary drivers of change over the next two years.; ;2026 salary predictions include that most organizations expect to pay bonuses comparable to 2025.; Workspan Daily (WD) interviewed Korn Ferry senior client partner and North America total rewards expertise group lead Tom McMullen about what their research could mean for total rewards (TR) professionals as they prepare their future rewards strategies.

Reports are due by May 8, and employers in the Golden State should be aware of some of the changes announced by the California Civil Rights Department (CRD), which is responsible for administering pay data collection.

In the underlying unfair labor practice case, the Ninth Circuit upheld the NLRB’s finding that the employer, a Phoenix-based business entity, violated the National Labor Relations Act (NLRA) — specifically Section 8(a)(1) — by “interrogating” and disciplining an employee who discussed wages, other benefits and workplace conditions with coworkers.

Phone 877-951-9191 (United States and Canada) +1 480-951-9191 (other countries) Monday-Friday: 8:00 a.m. - 7:00 p.m.