Compensation Strategy: Pay Philosophy, Structures & Best Practices

Explore compensation strategy research, guides, webinars and more

Empowering People Managers to Talk About Pay

Read about why and how organizations use customized compensation training for mangers to support pay communication and transparency.

Expert Brief

Lessons in Pay Transparency From the Public Sector

This expert brief provides insights and advice from three public sector comp and HR pros who have experienced the benefits and opportunities of managing pay transparency for their public organizations.

Quick Guide

Comp Quick Guide Pay adjustments after M&A

Read about how to effectively manage employee compensation before, during, and after a merger to positively impact your ability to retain and engage talent.

Expert Brief

Compensation planning stakeholder checklist 2024

This checklist can serve as a quick guide regarding stakeholder perspectives to consider and address during the compensation planning process.

Quick Guide

Pay Transparency Legislation

While many states have already enacted salary history bans and Equal Pay laws, below we have provided information focused on disclosing salary ranges to candidates and internal hires either on the job posting or during the interview process. Here you can stay up to date with current transparency legislation in the United States, Canada and European Union.

How many organizations have a formal compensation strategy today, and is that number growing?

61% of organizations say they have a compensation strategy, which is an 8% increase since 2024 and rises to 73% for Payscale customers.

Which pay structure are organizations most likely to adopt—traditional pay grades or job-based pay ranges?

While traditional pay grades are the most used pay structure today (66%), job-based pay ranges are most popular when combining current and future targets (44%).

How many organizations have a formal process for where employees land in the pay band and how they move up over time?

55% of organizations have a formal process for determining where employees fall in the pay band and how they progress up the pay band.