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Key catalysts include: ;Fintech-powered recordkeeping platforms that bring low-cost scalability to small employers;; ;Positive legislative and regulatory incentives , as mandated in the Setting Every Community Up for Retirement Enhancement (SECURE) Acts ;; ;The continued growth of multiple-employer plans (MEPs) and pooled-employer plans (PEPs) that streamline administration and fiduciary oversight; and,; ;Increased awareness of individual retirement accounts (IRAs) driven by state auto-enrollment programs , prompting small employers to adopt their own qualified plans, and for those that do not, enrolling employees in state-sponsored auto-IRA programs.; Together, these developments will widen the reach of the DC system and help close the coverage gap, especially for gig-economy and small-business workers who have traditionally lacked access to formal retirement savings options. 5.

By subdividing the data set by relevant characteristics, it can be determined if the underlying causes are an issue.

(Five years later, the Tax Cuts and Jobs Act of 2017 effectively eliminated the federal tax penalty that came with violations of the ACA’s individual mandate, setting the shared responsibility payment at zero dollars, as of Jan. 1, 2019.)

These perceptions could be grounded in reality, but most often stem from a lack of understanding of how compensation is set and maintained,” Mason said.

Alimentiv's van Gogh noted that the company's transition to offering experienced-based PTO was successful because its payroll system was set up to denote a vacation accrual level start date that was different from the new-hire start date.

In addition, technology budgets are set to rise for 75% of CFOs, and 48% plan increases of 10% or more, underscoring the strategic importance of digital transformation, AI adoption and cybersecurity.

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.