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Overtime and premium pay annually make up approximately 3% of total workforce compensation, or around 4.2% of salaries and wages, according to the U.S.

.; Public Sector Passing on 12.3% Cost Increase to Employees U.S. federal government employees will pay, on average, 12.3% more toward their health insurance premiums starting in January 2026, an average of $26.40 more per pay period, according to information released Oct. 9 by the Office of Personnel Management (OPM).

Compensation and Career Progression Employers may consider skill-based pay ranges, bonuses or stipends for mastering key capabilities or premiums tied to high-demand areas, Stella said, adding that skills also can serve as milestones for unlocking new roles, projects or eligibility for broader rewards.

What You Will Learn A practical framework for evaluating and pricing fast changing roles using a blend of survey data and real time market signals;Guiding principles that help leaders make premium pay decisions without compromising internal equity or employee trust;Strategies for anticipating the next wave of scarce skills so compensation decisions feel intentional rather than reactive; Who Should Attend This session is designed for total rewards and compensation leaders, HR business partners, and people strategy professionals responsible for pricing roles, managing pay equity, and responding to rapidly shifting skill demands.

;With talent at a premium in a tightening labor market, an average of 67% of companies are planning to expand the number of hybrid sales roles, compared to 49% of field roles and 53% of inside sales roles.

They include: ;Offering lower premiums, bonuses or other rewards, such as matching charitable contributions or gift cards/sweepstakes opportunities, for employees who participate in preventive care programs or complete screenings.; ;Providing flexible paid time off (PTO) specifically for preventive care appointments or offering additional PTO for health-related visits.; ;Offering on-site screenings , workplace wellness clinics or access to telehealth services for preventive care.; ;Contributing to an employee health savings account .; ;Reviewing benefits coverage to ensure all preventive care is covered.; Tap into Technology According to the Aflac survey, only 9% of workers across generations used artificial intelligence (AI) as an information means to address a health concern last year, but 70% are interested in such technology helpers.

However, companies that achieve this balance can reduce costs while offering a premium, user-friendly benefits program that employees value.  

The law prohibits employees from working more than eight hours on that additional day and states hourly compensation on that day would include regular wages plus a 40% overtime premium.

Access a related Workspan Daily article on this subject: ;AI Can Reduce Bias in Pay Decisions — If It Doesn’t Embed Them; Access a bonus Workspan Daily Plus+ article on this subject: ;Audit Checklist to Uncover and Mitigate AI Bias in Compensation; Using AI to Facilitate Skills-Based Pay With that nimbleness afforded by AI tools, Romanyshyn said organizations can better capture information about specific skills they value and will pay a premium for and understand how to assess and reward those skills.

;How to interpret market data and apply estimating techniques like aging, blending, adding a premium, weighting, modeling and regression analysis.