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O’Brien pointed to three “accelerators” — AI-enabled rewards design, growing skills-based pay and personalized benefits — that will continue to drive broadened pay transparency in 2026.

“The challenge is that the upfront work is real — designing the work process schedule, coordinating related instruction and ensuring mentor capacity — and then comes the ongoing, consistent tracking of progress.”

For instance, design or outsource training specifically for managers to reduce stress in their daily work lives.

Another glaring gap: The lack of intentional total rewards programs designed to incentivize not just AI use, but the right AI use for a particular moment, role and organization.

Although this program is often thought of as an incentive for productivity improvement, it is designed to encourage and facilitate innovation among employees at all levels in the organization.

For example, there was one designed specifically for essential workers — which you called healthcare heroes — early on during COVID-19.

By design, ERGs and affinity groups are company sanctioned, yet they are entirely employee led.

Regulation Development A memo titled “Regulatory Freeze Pending Review” laid out the following orders to all executive departments and agencies: ;“Do not propose or issue any rule in any manner, including by sending a rule to the Office of the Federal Register [OFR], until a department or agency head appointed or designated by the President after noon on January 20, 2025, reviews and approves the rule. … The director or acting director of the [OMB] may exempt any rule that he deems necessary to address emergency situations or other urgent circumstances, including rules subject to statutory or judicial deadlines that require prompt action.”; ;“Immediately withdraw any rules that have been sent to the OFR but not published in the Federal Register, so that they can be reviewed and approved.”; ;“Consider postponing for 60 days from the date of this memorandum the effective date for any rules that have been published in the Federal Register, or any rules that have been issued in any manner

For WorldatWork Members How Qualitative and Quantitative Data Can Influence Benefits Design , Workspan Daily Plus+ article;The Synergistic Convergence of Artificial Intelligence and Pay Information Disclosure , Journal of Total Rewards article;Strategic HR Analytics: Driving Business Performance , Journal of Total Rewards article; For Everyone Total Rewards ’25 , conference;How Pay Transparency Changes Compensation Management , Workspan Daily article;Nudgetech!

Once skill gaps are identified, Martin said employers should design and implement targeted training programs to enhance employees’ skills.