Global regulations driving norms in US pay transparency practices, most employers plan to share pay ranges with employees
WTW (NASDAQ: WTW) released its 2025 Pay Transparency Survey revealing significant shifts in US corporate pay transparency practices. The survey found that 82% of US companies are either implementing or considering sharing individual pay ranges with employees, while 79% plan similar transparency with external candidates.
Key drivers include regulatory requirements (72%), company values (44%), and employee expectations (41%). Currently, 32% of organizations have publicly shared pay equity commitments, with 72% adopting a global perspective. However, challenges remain as companies anticipate increased compensation questions from managers (70%) and employees (68%), along with more pay negotiations (53%).
The survey also revealed limited AI adoption in pay programs, with only 15% planning to use AI for pay information communication and 56% of companies using metrics to measure pay transparency impact.
WTW (NASDAQ: WTW) ha pubblicato il suo Pay Transparency Survey 2025, rivelando significativi mutamenti nelle pratiche di trasparenza salariale delle aziende statunitensi. L'indagine mostra che l'82% delle aziende USA sta implementando o prendendo in considerazione la condivisione delle fasce salariali individuali con i dipendenti, mentre il 79% prevede una trasparenza analoga per i candidati esterni.
I principali fattori trainanti sono i requisiti normativi (72%), i valori aziendali (44%) e le aspettative dei dipendenti (41%). Attualmente il 32% delle organizzazioni ha condiviso pubblicamente impegni per l'equità salariale e il 72% adotta una prospettiva globale. Rimangono però sfide: le aziende prevedono un aumento delle domande sulla retribuzione da parte dei manager (70%) e dei dipendenti (68%), oltre a un incremento delle negoziazioni salariali (53%).
L'indagine evidenzia inoltre una limitata adozione dell'IA nei programmi retributivi: solo il 15% prevede di usare l'IA per comunicare informazioni sulle retribuzioni e il 56% delle aziende utilizza metriche per misurare l'impatto della trasparenza salariale.
WTW (NASDAQ: WTW) publicó su Pay Transparency Survey 2025, que revela cambios importantes en las prácticas de transparencia salarial de las empresas en Estados Unidos. La encuesta encontró que el 82% de las empresas estadounidenses están implementando o considerando compartir los rangos salariales individuales con los empleados, mientras que el 79% planea una transparencia similar con los candidatos externos.
Los principales impulsores son los requerimientos regulatorios (72%), los valores corporativos (44%) y las expectativas de los empleados (41%). En la actualidad, el 32% de las organizaciones ha compartido públicamente compromisos de equidad salarial y el 72% adopta una perspectiva global. No obstante, persisten desafíos: las empresas esperan más consultas sobre compensación por parte de los gerentes (70%) y de los empleados (68%), además de un aumento en las negociaciones salariales (53%).
La encuesta también mostró una adopción limitada de la IA en los programas de remuneración: solo el 15% planea usar IA para comunicar información salarial y el 56% de las empresas utiliza métricas para medir el impacto de la transparencia salarial.
WTW (NASDAQ: WTW)가 2025년 급여 투명성 설문조사 결과를 발표하면서 미국 기업들의 급여 투명성 관행에 큰 변화가 있음을 밝혔습니다. 설문에 따르면 미국 기업의 82%가 직원들에게 개인별 급여 범위를 공개하거나 공개를 검토 중이며, 79%는 외부 지원자에게도 유사한 투명성을 계획하고 있습니다.
주요 동인은 규제 요건(72%), 기업 가치(44%), 직원 기대(41%)였습니다. 현재 32%의 조직이 급여 형평성 약속을 공개적으로 공유하고 있으며, 72%는 글로벌 관점을 채택하고 있습니다. 다만 과제로는 관리자들의 보상 관련 질의 증가(70%)와 직원들의 문의 증가(68%), 더 빈번한 급여 협상(53%)이 예상됩니다.
또한 설문은 급여 프로그램에서의 AI 도입이 제한적임을 보여주었는데, 급여 정보 전달에 AI를 사용할 계획인 곳은 15%에 불과하며, 급여 투명성의 영향을 측정하기 위해 지표를 사용하는 기업은 56%였습니다.
WTW (NASDAQ: WTW) a publié son Pay Transparency Survey 2025, révélant des évolutions significatives dans les pratiques de transparence salariale des entreprises américaines. L'enquête indique que 82% des entreprises américaines mettent en place ou envisagent de partager les fourchettes salariales individuelles avec les employés, tandis que 79% prévoient une transparence similaire pour les candidats externes.
Les principaux moteurs sont les obligations réglementaires (72%), les valeurs de l'entreprise (44%) et les attentes des employés (41%). Actuellement, 32% des organisations ont rendu publics des engagements en faveur de l'équité salariale, et 72% adoptent une perspective globale. Toutefois, des défis subsistent : les entreprises prévoient une hausse des questions sur la rémunération de la part des managers (70%) et des employés (68%), ainsi qu'une augmentation des négociations salariales (53%).
L'enquête révèle également une adoption limitée de l'IA dans les programmes de rémunération : seuls 15% prévoient d'utiliser l'IA pour communiquer des informations salariales, et 56% des entreprises utilisent des indicateurs pour mesurer l'impact de la transparence salariale.
WTW (NASDAQ: WTW) veröffentlichte seine Pay Transparency Survey 2025 und zeigt damit erhebliche Verschiebungen in den Praktiken zur Entgeltransparenz bei US-Unternehmen. Die Umfrage ergab, dass 82% der US-Unternehmen entweder individuelle Gehaltsbandbreiten für Mitarbeitende einführen oder deren Offenlegung erwägen, während 79% eine vergleichbare Transparenz für externe Bewerber planen.
Wesentliche Treiber sind regulatorische Vorgaben (72%), Unternehmenswerte (44%) und die Erwartungen der Mitarbeitenden (41%). Derzeit haben 32% der Organisationen öffentliche Zusagen zur Lohngerechtigkeit geteilt, und 72% verfolgen eine globale Perspektive. Herausforderungen bleiben jedoch: Unternehmen erwarten mehr Vergütungsanfragen von Führungskräften (70%) und Mitarbeitenden (68%) sowie häufiger stattfindende Gehaltsverhandlungen (53%).
Die Umfrage zeigte außerdem eine begrenzte KI-Nutzung in Vergütungsprogrammen: Nur 15% planen, KI zur Kommunikation von Gehaltsinformationen einzusetzen, und 56% der Unternehmen verwenden Kennzahlen, um die Auswirkungen der Gehaltstransparenz zu messen.
- 82% of US companies moving towards pay range transparency with employees
- 72% of companies with pay equity narratives have adopted a global perspective
- 56% of companies actively measuring pay transparency impact through metrics
- Growing proactive adoption of transparency regardless of legal mandates
- Less than half of employers share how individual base pay is determined
- 70% expect significant increase in compensation questions from managers
- Low AI adoption rates (11-17%) for pay program management
- Concerns about managers' ability to explain compensation programs
NEW YORK, Aug. 11, 2025 (GLOBE NEWSWIRE) -- US companies are increasingly embracing pay transparency, even as regulatory complexities introduced by the U.S. Administration 2025 Executive Orders and the EU Pay Transparency present new challenges. This is according to the 2025 Pay Transparency Survey by WTW (NASDAQ: WTW), a leading global advisory, broking, and solutions company.
The survey found
Navigating the complexities of US and international directives, many organizations are taking proactive steps to provide transparency around pay equity. According to the survey, one-third (
Despite this progress, there are improvements to be made. Less than half of employers share how individual base pay is determined and progresses. Even fewer convey how pay ranges are designed and managed and the employee’s position within the pay range.
Most organizations believe that sharing pay ranges with employees will lead to significantly more questions about compensation from managers (
“We’re witnessing a broader cultural shift take place around communicating pay, even though many US employers are not directly impacted by the EU Pay Transparency Directive,” said Lindsay Wiggins, North America Pay Equity co-leader. “Companies recognize that increased pay transparency is becoming a new reality that can support their employer brand and build competitive advantage in the talent market. To prepare for this, there are some essential fundamentals that companies need to get right, including robust job and rewards structures, and objective HR policies and processes to ensure the delivery of equal pay. In addition, it’s important for companies to look at their future ambition for pay programs and define how transparent they aspire to be.”
The survey also found that just more than half (
Despite growing interest, most employers are not utilizing AI technology to support their pay programs. Only a small percentage are planning on using AI to support pay information communication (
“With many organizations planning to take a global approach to their pay program communication, organizations need a clear, consistent and well-documented approach to disclosure to ensure accurate data is shared with candidates and employees,” said Jill Havely, head of global community excellence, Employee Experience. “Educating relevant stakeholders and building employee trust is paramount in this process, as well as leveraging relevant technologies to support a clear and transparent communication process.”
About the Survey
WTW’s 2025 Pay Transparency Survey was conducted in June 2025. In the US, 388 respondents completed the survey. Globally, 1,915 respondents completed the survey.
About WTW
At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you. Learn more at wtwco.com.
Media Contacts
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