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The provision was previously set to sunset on Dec. 31, 2025.

Once a small win is accomplished, forces are set in motion that favor another small win.

The annual review should give the seller an opportunity to assess progress-to-date and set goals for further improvements.

“What these industries have in common,” Reiman noted in the report, “is a relatively higher level of job density — a large number of employees fall into a relatively small set of jobs that drive the work of the compensation function.”

In a 2025 poll of 1,502 men by the nonprofit Movember Institute of Men’s Health, 61% felt that masculine stereotypes, such as “toughing it out,” negatively influenced their health behaviors and experiences in healthcare settings.

That is, while the adoption of more transparent pay practices is likely to benefit the interests of a particular set of stakeholders (e.g., workers, employers, women, minorities) along some set of parameters of particular concern to them, the same practices are likely to have adverse effects with respect to a different set of parameters of primary concern to other stakeholders.

The demand for the other type of gig worker is driven by the business need for specialized skill sets required for a limited term, often on a project basis.

To succeed, rewards teams will need to redesign the way to set up overall value propositions, salary ranges, stock option programs, benefits, recognition schemes, talent management and so on to make them more flexible and appealing to certain young and/or high-tech profiles.

That makes the program cost neutral for the employer (except for the initial set-up and ongoing administrative costs).

But they also allowed executives to set their own compensation because boards of directors did not take a leadership role for the design process.