“Communication will play a big part in companies’ clawback strategies because the plan applies to compensation from current or former executives that was paid during the three years before the time that a restatement was required,” said Deborah Lifshey, managing director, Pearl Meyer.

“For the raft of new pay transparency laws to have a sustained impact, companies will need to inject other measures of transparency … that means being open about employees’ room for growth within the company, as well as their potential career path,” said Beth Florin, CEO at Pearl Meyer.

“The current macroeconomic climate has proven that we are in an employees’ market and a Pearl Meyer survey of corporate leadership earlier this year indicated that up to one-third of companies are feeling the pressure to pay more at the mid-year mark,” reported CFO Dive. 

“Companies are looking to ensure that compensation is delivered within variables that management can influence and drive,” said Brett Herand, principal, Pearl Meyer.