75% of employers say they have a responsibility to ensure their employees’ financial well-being, according to ADP’s 2026 HR trends study.
How can pay transparency help them meet that goal? ADP’s Helena Almeida explains how transparency in pay, benefits and other HR practices can help your organization stand out from the crowd.
For more information, visit ADP.com
Helena Almeida, Vice President, Managing Counsel and AI Legal Officer, ADP
Share information about growth opportunities, about training, in addition to information about pay, so that workers really understand and have that clarity to know how they can be successful at your company. Pay transparency laws are really putting a spotlight on base salary, but companies are missing an opportunity if they're only putting base salary on their job postings. Think about the total compensation and the total rewards that you can offer candidates. That means sharing more information about base salary, but also bonuses, benefits, flexibility, training programs, growth opportunities, and some of those long term benefits that make working at your company special. Sharing these different parts of your company's total compensation package really can help candidates understand what makes you different from your competition, and it helps build trust. So your pay transparency strategy can really help attract new grads. What they're looking for is clarity on how all of this works. They want to understand what’s base salary, what what makes performance good. How can I get a bonus? How are those decisions made? To the extent that you can provide clarity around how pay decisions, promotion decisions and bonus decisions are made, you're going to build trust in that new workforce. And that building that trust early can really set you apart and help people understand that success at your company is based on consistent criteria, and it's not arbitrary.
