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It means most of these plans were set at the end of 2025, signaling employers are less-than-optimistic about the outlook for 2026,” said Andy Challenger, the chief revenue officer for Challenger, Gray & Christmas.

While many organizations have been focused on annual pay equity analysis and addressing disparities found, comparable analyses leveraging the same or similar data can be run concurrently to identify a set of actions, beyond remedial pay adjustments, to promote workplace equity and reduce the broader pay gap.

Sharell Thomas, the total rewards director at Tides Network, a San Francisco-based nonprofit and philanthropic organization, believes bonus programs are set up to either succeed or fail.

.);; ;Weaken an employee’s goal-setting and accountability;; ;Erode employee trust in the organization;; ;Generate retention risks; and,; ;Create potential legal risks with pay structures (i.e., whether the position truly should be exempt or nonexempt).; Catalysts of Change JD velocity today differs from years (and decades) past, when employees were reasonably expected to stay in the same job for three to five years, performing the same tasks.

Recently, organizations have witnessed a new set of technologies — AI (artificial intelligence), Cloud, RPA (robotic process automation), 3D (three-dimensional) printing, IoT (internet of things) and blockchain.

Still, almost as many employers set remote-worker pay based on the city where the employee resides, while other determinants include the worker’s state of residence, assigned office, closest office or region of residence.

The theory behind these laws is that because women tend to have weaker salary histories than men, in part due to discrimination, an employer’s use of salary history to set pay for a new employee perpetuates the effect of earlier discrimination.

For example, Jacobs said, TR leaders may start mining other HR functions, such as recruiting, talent acquisition, and learning and development, in order to leverage cross-functional skill sets.

However, for the employees to be productive and engaged, organizations must creatively think about a set of benefits that can support their strategic goals.

And, having more agency to set goals, make decisions and perform tasks helps keep them committed to their work.