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While plenty of research has investigated the effect of these laws on pay equity , compliance and retention , less attention has been paid to the people who must take action on these laws — compensation professionals.

Commentary and Guidance Several law firms provided commentary, insights and guidance in the wake of Friday’s court ruling.

“Where the difference in male and female pay for peers is 5% or more, and the employer cannot explain this objectively, the employer will need to take action to reduce the difference to less than 5%.”

Overall drug use among workers tested by employers generally held steady last year, according to an annual tally from , one of the country’s largest drug-testing laboratories.

With women making up nearly half of the U.S. workforce, menstruation, perimenopause and menopause are biological realities coming to the forefront of equity-conscious employers as they design benefits for the modern workforce.

Action Steps for Employers To meet the new requirements, Patton said employers should ensure they fully understand and apply the reporting requirements for remote workers.

We worked with internal and external securities, employment, and tax counsel to understand adherence to varying and laws and regulations.

McMullen said employers should also consider these other strategies to get people back to the office: ;Provide flexible work arrangements (e.g., hybrid schedules, flexible hours to accommodate different employee needs and preferences).; ;Upgrade the office environment to improve productivity via ergonomic furniture, modern amenities, collaboration spaces.; ;Encourage social interaction and team-building activities.; ;Provide incentives such as education, social or wellness programs to make RTO more attractive.; “These benefits tend to be more beneficial to the organization and have an indirect impact on employees versus the more direct impact of the ability of working at home,” McMullen said.

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.; ;Ethiopia: Employers have adopted biannual reviews.; ;Sri Lanka: An inflation crisis forced employers to think on their feet as prices soared and talent was depleted.; ;Sudan: Food-specific allowances were introduced to match food inflation.; ;Turkey: Constant inflation is sending salary increases into a spiral, causing government minimum-wage adjustments and high budgets (25% to 30%) while limiting real wage increases.; ;Ukraine: A surge in inflation and currency volatility has pushed employers to adopt monthly allowances.; ;Zimbabwe: Hyperinflation occurred within a short period, triggering emergency monthly allowances.; From interviews, forums and discussions across global TR communities, several common issues are emerging: ;Extreme inflation cycles.