Ontario's Pay Transparency Mandate: Boosting Talent Attraction

Pay transparency will soon be a requirement in Ontario, but it's top of mind across Canada. Robert Half data shows 44% of hiring managers expect it to help attract top talent next year. Sandra Lavoy spoke to Yahoo! Finance Canada about how transparency helps improve equity and reduce time-to-hire. https://bit.ly/4jdSaQC

Pay transparency will soon be a requirement in Ontario, but it's top of mind across Canada. Robert Half data shows 44% of hiring managers expect it to help attract top talent next year. Sandra Lavoy spoke to Yahoo! Finance Canada about how transparency helps improve equity and reduce time-to-hire. https://bit.ly/3MO6QtD

When the labor market is disrupted by trade shocks, pandemics, or technological change, policymakers need good information upon which to act. But that data infrastructure is missing in the United States, says Marcela Escobari. Drawing on insights in a new report by Eduardo Levy Yeyati, Juan Camisassa, and Ian Seyal, she distills practical steps for a modern U.S. employment records system that can better guide decisions, empower workers, and cut through red tape. https://lnkd.in/gS52vsqc

CFOs across ANZ are juggling tighter budgets, new labour laws, and growing expectations from their teams. The right HR technology isn’t just a ‘nice-to-have’ — it gives you clarity when everything feels complex. Think: fewer spreadsheets, fewer surprises, and way more confidence in your numbers. This Dayforce blog breaks down what to look for and why it matters. Read more 👉 https://lnkd.in/gj4Z4tfy

CFOs across ANZ are juggling tighter budgets, new labour laws, and growing expectations from their teams. The right HR technology isn’t just a ‘nice-to-have’ — it gives you clarity when everything feels complex. Think: fewer spreadsheets, fewer surprises, and way more confidence in your numbers. This Dayforce blog breaks down what to look for and why it matters. Read more 👉 https://lnkd.in/gCcawyUj

One of the clearest patterns in the UK submissions: time in role tracks strongly with pay. Median midpoint by time-in-role: ≤1 year: £35k (n=47) 1–3 years: £45k (n=49) 3–5 years: £55k (n=31) 5–8 years: £65k (n=31) 8–12 years: £75k (n=15) 12+ years: £85k (n=9) Useful benchmark when you’re planning your next move (or reviewing your team’s pay bands). #theqssalaryindex #thequantitysurveyingsalaryindex #quantitysurveying #careerdevelopment #salary #construction #paytransparency

What if governments paid for results — not just services? Under results-based financing for employment programs, providers only receive full payment when participants get formal jobs — and keep them. Global evidence shows these arrangements lead to greater impacts. Time to scale what works. Check this video, Pablo Ibarraran, Laura Casas, María Fernanda Gómez Gerena, Carolina Gonzalez-Velosa, Laura María Quiroz López Valeria Massarelli Sersante

Ever wrapped a gift without knowing what was inside? 🎁 That is how many teams make pay decisions when their data lacks specificity. Industry matters. Location matters. According to the Pay Trends Report, the same job can vary by more than thirty percent across industries and more than ten percent across cities. Without the right context, ranges look accurate on paper but fall apart when a real candidate enters the conversation. This is how inconsistencies snowball. A slightly higher offer here. A manual exception there. Over time, structures drift and equity gaps widen. Teams spend more time negotiating and less time planning. This season, give your people the gift of knowing what is actually inside the box. Read all the insights → https://bit.ly/4rbsZSq

"The ADP National Employment Report is an independent and high-frequency view of the private-sector labor market based on the aggregated and anonymized payroll data of more than 26 million U.S. employees. The monthly report is a free resource for business leaders, researchers, policymakers, and the public. The National Employment Report is produced by the ADP Research Institute in collaboration with the Stanford Digital Economy Lab." https://lnkd.in/gwMYfREQ

Economic anxiety is changing how people experience work, and our Logica Future of Money Study shows just how closely financial stress and employee expectations are connected. From job stability to benefits to trust in leadership, employees are reassessing what they need from work in uncertain times. These shifts have real implications for retention, engagement and how organizations support their people. Our CEO and Founder, Lilah Raynor explores what the data is revealing, and what employers should be paying attention to now, in her article for HR.com. Read the article here: https://lnkd.in/gdeCZ2Ny See the Future of Money study for even more info: https://lnkd.in/gPk57s6V