Sometimes it’s the little things.

For example: As CFO, you probably make less money than your CEO. If your 2023 comp was anything like the median CFO’s, though, you can at least enjoy that your pay grew more than your boss’s did, proportionally speaking.

That’s based on a new report from CAP, the executive compensation consultancy, which compiled changes in CFO and CEO salaries, bonuses, and incentives in 2022 and 2023 at 132 public companies (median revenue: $14.6 billion).

How do changes in your 2023 comp stack up? It’s only human nature to want to compare, so we’ve listed out some of the report’s top findings for you.

Largely speaking. CFOs enjoyed bigger increases across the board. Total direct compensation grew 8% for CFOs and 5% for CEOs. Increases for both groups “were largely driven by higher long-term incentive awards,” which accelerated last year due to “competitive pressures to deliver market competitive pay.” Long-term incentives (LTIs)—which include stock options, time-based stock awards, and performance plans—rose 11% for CFOs and 9% for CEOs. The incentives, which comprise 60% of CFO pay and 70% of CEO pay, have grown an average of 6% each year over the last decade.

Click here to keep reading how CFO pay compares to CEO pay.—GD

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Here comes the crackdown.

Last week, the Consumer Financial Protection Bureau proposed a rule that would require paycheck advance products, which allow workers to access paychecks before payday, to be categorized as consumer loans, making them subject to a 1968 law requiring lenders to disclose all associated charges and fees.

While paycheck advance products usefully allow workers to cover bills and other necessary expenses before payday via short-term loans, the aim of the new proposal is to ensure lenders “understand their legal obligations” to disclose costs and fees to workers, the CFPB said. In short: This is fundamentally a worker protection issue, in the agency’s eyes.

CFPB Director Rohit Chopra noted that these products “are often marketed to and designed for employers, rather than employees,” and that the rule was designed to “prevent race-to-the-bottom business practices.”

“In recent years, workers have seen big increases in wages, but junk fees and high rates on financial products not only chip away at these gains—they take advantage of workers,” Julie Su, the Department of Labor’s acting secretary, said in a statement of support for the proposed rule, adding that the DOL encourages “efforts by the CFPB to guard against predatory lending in the workplace.”

For more on the new paycheck advance rules, click here.—NP

The February cyberattack on a UnitedHealth Group subsidiary may have exposed the health data of one in three Americans, but the nation’s largest health insurance company by market cap and revenue returned to profitability in the second quarter, beating Wall Street expectations and reporting net income of $4.2 billion.

You might be wondering, How have they moved past that so quickly?

They haven’t, actually. The cyberattack’s impact on UnitedHealth got worse in the second quarter, adding up to a loss of $1.1 billion, compared to the first quarter’s $872 million hit. The company is now expecting the attack on Change Healthcare, the subsidiary that was breached, to cost as much as $2.45 billion this year, Forbes reported, a 53% increase over the high range of an earlier forecast. The company has had to advance payments or lend—interest free—more than $9 billion to providers who couldn’t get insurance approval and payments after the cyberattack. CEO Andrew Witty told analysts on an earnings call that the company was “probably a little overoptimistic three months ago” about how quickly UnitedHealth would recover after the attack.

Even as it picks up the pieces post-hack, other parts of the UnitedHealth empire have more than picked up the slack.

Click here to keep reading how UnitedHealth recovered from a cyberattack.—GD

Under control. Old systems for planning, spending, and tracking company spend are disconnected and put finance teams on defense. But there’s a better way. Brex helps finance teams make every dollar count by providing one platform with proactive controls, powerful automation, and real-time visibility. Learn more.