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A vast majority of U.S. companies are moving to share pay ranges with current employees and job candidates, even when not required by law, according to a new survey from advisory firm WTW.

Why it matters: The trend suggests a significant cultural shift in corporate America, where companies increasingly see pay transparency not just as a compliance issue but as a competitive advantage for attracting and retaining talent.

By the numbers: The survey of 388 U.S. companies found a decisive move toward open compensation policies.

  • 82% of U.S. firms are either communicating, planning, or considering sharing individual pay ranges with employees.
  • 79% are doing the same for external job candidates.
  • The primary drivers for this shift are growing regulatory requirements (72%), a commitment to company values and culture (44%), and rising employee expectations (41%).
The big picture: Global regulations, particularly the EU Pay Transparency Directive, are influencing U.S. corporate behavior. In response, many firms are proactively adopting a global approach to pay equity.

  • Nearly one-third (32%) of organizations have publicly shared a commitment to pay equity.
  • Among those that have, 72% have adopted a global perspective, addressing pay equity across their entire organization.
Zoom in: While companies are embracing the concept of transparency, execution remains a challenge. Many are holding back on communicating the mechanics behind their pay structures.

  • Fewer than half of employers share details on how an individual's base pay is determined or how they can progress.
  • Companies anticipate challenges, with 70% expecting more compensation questions from managers and 68% expecting more from employees.
  • Concerns about managers' ability to explain pay programs and potential employee reactions are the most cited barriers to fuller communication.
What to watch: The use of data and technology to manage this shift is still in its early stages.

  • Just over half (56%) of companies use metrics—such as the adjusted gender pay gap and employee retention—to measure the impact of their transparency efforts.
  • Most employers are not using AI to support their pay programs. Only 11% plan to use AI for pay gap identification, citing barriers like data privacy, compliance risks, and integration challenges.

About the Survey: WTW’s 2025 Pay Transparency Survey was conducted in June 2025. In the U.S., 388 respondents completed the survey. Globally, 1,915 respondents completed the survey.

SOURCE: WTW

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