Global Payroll Report 2026: The pay transparency advantage

Find out what's shaping the future of compensation with insights from over 6,200 professionals across seven countries. Get the full report and learn how to turn your pay strategy into a retention powerhouse. Here’s what to expect inside:

The satisfaction gap: Why high headline satisfaction masks a fragile financial reality for 1 in 4 workers
The cost of silence: How a lack of psychological safety in pay discussions is driving your best talent toward the door
The transparency mandate: Why 90% of employees now view open communication about raises and benefits as essential
Equity-driven design: Guidance on bridging the gender and generational divide through data-backed pay frameworks

Download now

For global employers, compensation is no longer just a line item, it is a complex landscape of fluctuating currencies, local inflation, and evolving cultural expectations.

Managing pay across borders isn't just about moving money; it’s about maintaining a promise of consistency and integrity to a diverse workforce. When pay feels opaque or stagnant, it ceases to be a reward and becomes a source of anxiety that ripples through an employee’s life, affecting their ability to plan for the future, support their families, and stay motivated.

At Remote, we see pay as the foundation of employee trust. It connects what a company is trying to achieve with how secure employees feel at work. As a more vocal, global workforce pushes back on traditionally “taboo” salary conversations, staying silent is quickly becoming a risk. To better understand how these shifts are changing the world of work, we surveyed more than 6,200 professionals across seven global markets to explore how pay culture really impacts business health.

Notable findings: the state of global pay confidence

The data reveals that while employees are generally satisfied today, their loyalty is conditional on transparency and responsiveness.

Key takeaway	Business impact
Financial resilience: 25% of workers require major lifestyle cutbacks if pay stays stagnant.	High — Static pay is a direct threat to workforce stability.
The “Ask” factor: 40% of employees are uncomfortable requesting a raise.	Medium — Hidden dissatisfaction can lead to quiet quitting and sudden turnover.
Retention risk: 56% would consider leaving if pay concerns aren’t addressed.	Critical — Ignoring pay feedback is more costly than a salary increase.
The gender gap: Only 49% of women feel comfortable negotiating pay.	High — Lack of structure perpetuates inequity and harms employer branding.

Read the full report

Get the in-depth data and strategic frameworks you need to make pay your greatest competitive advantage in 2026.

Access now