In October 2026, Mercer published new graduate compensation survey highlights showing wider reported use of pay transparency and a substantial role for annual bonuses. The analysis, released on 23 October, concerns US employer practices for new graduates and Generation Z. For compensation and benefits professionals, it offers a starting point for reviewing how an entry-level package is designed and explained, without establishing which features will produce better recruitment results.

In October 2026, Joshua S. Gans and Peter Landry made public Training Your Replacement: Worker Incentives and the Pace of Automation, posted on SSRN on 16 October and circulated in NBER’s 26 October bulletin. Their theoretical model examines a worker asked to help train a system that could end the job. It identifies circumstances in which incentives to cooperate change and a credible completion payment alters the model’s outcome.

In October 2026, NBER’s bulletin circulated an updated abstract of Beliefs Over Contracts by Francis Annan and Collin B. Raymond. The research compares managers’ expectations with experimental incentive-contract performance and reports difficulty anticipating the strongest arrangement. The full linked October manuscript was unavailable for this review. Numerical effects are omitted, and the discussion should be read as a preliminary working-paper insight rather than a verified prescription for a particular

In October 2026, Micron announced a global quarterly bonus alongside changes to benefits in Taiwan, according to reporting published on 22 October. The programme is intended to start in fiscal 2027 and supplement annual incentives. The announcement is a useful case for examining how a multinational explains a common incentive framework while retaining local benefits decisions. Explain what determines the pool Reported terms link the pool to after-tax profit

In November 2023, France enacted a law extending value sharing through a five year experiment. Article 5 applies to qualifying employers with at least eleven employees outside mandatory participation requirements, using a net taxable profit test of at least 1% of turnover over three consecutive financial years. The obligation concerns financial years opened after December 2024. It offers several specified mechanisms, so it should not be presented as a

We are ten years on from the Financial Crisis and I’m sure many readers of this article will think of the television pictures of the Lehman Brothers‘ bankers clearing their desks into cardboard boxes and leaving their building on 14 September 2008. That was one of the immediate physical manifestations of the crisis that had started in 2007 and whose root cause were the losses in the US sub-prime crisis (see “The Big Short” movie for a full explanation of it). But what exactly is the legacy of the Financial Crisis? It is tempting to answer, like others have done to past revolutions, that it’s too early to tell…

For those who have been away there is a momentous change taking place in the workforce that you may have missed. A generational transition is introducing new values to the workplace, creating a seismic shift in culture and the way in which employers are interacting with their employees.

In June 2010, Benefits & Compensation International published an article by Ms. Le Men-Tenailleau on variable compensation for bankers. It focused on the employment and tax law aspects of the regulations issued by the French government in 2009 and 2010, following the Pittsburgh G20 summit of September 2009.