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The most equitable plans were those that put a dollar cap on the employer match, but they accounted for only 4% of the plans studied.

.; Washington High Court Upholds Language in Pay Transparency Law The Washington Supreme Court ruled on Thursday, Sept. 4, that job seekers do not have to prove they are a “bona fide” or serious applicant to be covered under a state law that enables them to sue an employer for not including a salary range on its job listings.

Instead of across-the-board 3% to 4% raises, many HR and total rewards leaders are giving merit increases only to high performers and those who are making below-market salaries.

WorldatWork’s latest “ Pay Equity Study ,” published in January 2023, found that 70% of respondents’ organizations are acting on pay equity, up 4 percentage points from a year earlier and up 10 percentage points from 2019.

Figure 4 shows the limits to transparency, because in almost every case, only a minority of organizations appear to lean toward genuine openness about pay.

.; Investing in mental health improves employee health, productivity and loyalty For every $1 put into treatment for common mental health disorders, there is a return of $2-$4 in improved health and productivity, according to World Health Organization (2021) estimates.;89% of workers at companies that support well-being initiatives are more likely to recommend their employer to others (Beheshti 2019).;80% of employees treated for mental illness report improved levels of work effectiveness and satisfaction.

Another 4% lost one or more jobs.

WorldatWork Journal 9(4). https://www.proquest.com/openview/bc514e63c8f9b411d69fdc31b2e0d32b/1?

“It is difficult to do any of these well with a total available pool of 3% or 4%.

Marketing Science 42(4):679-703.