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As indicated in Table 2, California is by far the leading state in terms of total policies sold, with 610,778, followed by Texas, with 410,025.

Here, while 53% always or sometimes publish salary ranges, only 29% include information on specific salaries in job advertisements (see Tables 1 and 2).

Faulty assumption 2: Pay transparency increases pay understanding.

Later this summer, Hootsuite Inc. will shut down Aug. 29 to Sept. 2 for its second annual wellness week.

Among organizations utilizing off-cycle increases, Citron said the frequency is as follows: Monthly (2%);Quarterly (14%);Twice a year (27%);Once a year (51%);Other (6%); Preparing for 2025 While budgeted merit and annual increase rates are decelerating, it is important for companies to remain proactive in their compensation strategies, Citron said.

“The idea of Part 2 [of the report] is helping organizations construct a game plan for putting empathy into action,” he said.

Gallagher & Co. revealed that change fatigue now ranks No. 2 among the top five barriers to organizational success in 2025.

The Weight on Employees When budgets get tight and the gap between salaries and cost of living grows, any one additional factor — such as the rising cost of gas for an employee who needs to commute to work — could be enough to prompt workers to look for a new role that pays even $1 or $2 more an hour, said Ron Seifert, the North America total rewards leader at Korn Ferry.

If you pay a U.S. employee $50,000, you give them a W-2 and you’re done.

Organizations reported being less likely to modify their long-term incentive (LTI) plans or seek discretionary adjustments (Figure 2).