## In this section

* [Configure equity settings](https://support.pave.com/articles/configure-equity-settings-6LRZifJLTj) - Set up equity valuation methods and vesting display options

* [Equity slider and valuation options](https://support.pave.com/articles/equity-slider-and-valuation-options-c0l6EAf8za) - Enable interactive equity modeling for employees

* [Customize compensation display](https://support.pave.com/articles/customize-compensation-display-3PFKaxTje7) - Configure which compensation items appear and how they're shown

* [Configure benefits](https://support.pave.com/articles/configure-benefits-UysKT1iCHh) - Set up benefits display and categorization

## Why compensation configuration matters

**Transparency drives retention.** When employees see their total rewards clearly - including equity that's vesting, benefits you're covering, and bonuses they're earning - they're less likely to leave for a competitor who only highlights base salary. Many employees leave because they don't realize the full value of what they have.

**Equity understanding closes information gaps.** Most employees don't understand equity compensation. Showing vested shares, modeling growth scenarios with interactive sliders, and presenting values in different ways (gross vs. net, current value vs. future potential) helps them grasp what's often their largest wealth-building opportunity.

**Consistent presentation prevents confusion.** When compensation displays inconsistently between offer letters and employee portals, or shows confusing zero-value items, it creates doubt. Configuration ensures everyone sees accurate, relevant information in formats that make sense for their situation.

**Market context helps employees assess fairness.** Showing where someone's compensation falls within market bands for their role answers the question "am I paid fairly?" before they need to ask it - or start looking elsewhere.

## What you can configure

Configuration determines not just what compensation data is visible, but how it's presented. These settings apply across Total Rewards and Visual Offer Letter, giving you unified control over your compensation story.

**Equity settings** control how employees and candidates understand ownership. Configure whether they see equity values, vested shares, growth scenarios, and vesting schedules. Choose between net and gross values, enable interactive equity sliders for modeling different company outcomes (using share price or valuation inputs), and decide what grant details to show.

**Compensation item settings** define which pay types and benefits appear in compensation overviews, how they're labeled, and whether they're visible to employees, candidates, or both. Control whether bonuses, commissions, stipends, and specific benefits show up, and customize the language used to describe each item.

**Display settings** manage how information is formatted - currency conversion options, time intervals (annual or monthly), and whether to show zero-value compensation items that might create clutter or confusion.

**Comp band visibility** (Total Rewards only) shows employees where their compensation falls relative to market ranges for their role, providing transparency about how they're positioned competitively.

This section covers configuration for compensation elements across Total Rewards and Visual Offer Letter. For other Total Rewards settings (overview, timeline, learning hub), see the Total Rewards articles. For Visual Offer Letter-specific settings, see the Visual Offer Letter articles.

When employees and candidates truly understand their total compensation, they make better decisions about joining your company and staying long-term. Clear, accurate compensation display builds trust, reduces confusion, and helps your team see the full value of what you offer - not just base salary, but equity growth potential, benefits, and the complete package.

Compensation configuration gives you control over how your rewards story is told. The difference between showing "$100k salary" versus "$100k salary + $50k equity value + $15k benefits" can fundamentally change how someone perceives their offer. And for employees who don't understand equity, seeing their potential ownership value grow from $50k to $200k in different scenarios can transform how they think about their stake in the company.


Compensation configuration

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