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I believe that this reflects a change in program design rather than a retreat from performance-based incentives.

And while there are certainly benefits to offering this type of compensation package as an organization, there are also several important details to consider before moving forward with such an endeavor.

It’s time we design “Workplace 2023” from the best of these prior approaches.

This greater scrutiny comes as employers face above-average increases in healthcare costs this year, according to the Business Group on Health’s 2023 Large Employers’ Health Care Strategy and Plan Design Survey .

California started the wave in 2016 by passing the California Fair Pay Act, which expands the types of jobs that may be compared and limits the factors employers may use to justify differences in pay.

Hartstein said that granting various types of benefits, equity, bonuses or other compensation plans may create opportunities to also protect the organization’s interests in these areas, or make changes to existing agreements to keep up with legal changes.

Workers themselves use various terms to describe different types of flexible work arrangements, such as consultant, contingent worker, freelancer, platform worker, temporary worker or self-employed worker.

Programs are frequently one-size-fits-all, lacking personalization or relevance to diverse employee demographics, life stages and job types.

According to the press release , the guidelines: ;Outline specific types of agreements or business practices that may violate the antitrust laws, such as the use of noncompetes or the sharing of information about wages among employers that compete for workers.; ;Outline agreements and other activities that may lead to criminal liability, including agreements to fix wages or agreements not to poach employees.; ;Explain that false claims about workers’ potential earnings may violate federal law.; ;Provide information about how to report potential antitrust violations to the FTC and DOJ.; “The antitrust laws protect all Americans, including workers, from illegal monopolization, collusion and unfair methods of competition,” FTC chair Lina M.

Increase Type Actual 2025 Actual 2024 Actual 2023 Actual 2022 Merit 3.2% 3.3% 3.4% 3.2% General 1.8% 2.2% 2.5% 2.2% Equity/Market 0.7% 0.8% 1.2% 1.7% Canadian respondents factored, on average, 2.8% merit increases and 2.7% general increases toward their 2026 plans.