Despite Economic Uncertainty, US Employers Maintain Elevated Compensation Budgets for 2025, According to Mercer
Mercer's November 2024 QuickPulse™ US Compensation Planning Survey reveals that employers plan to maintain elevated compensation budgets for 2025, with 3.3% merit increases and 3.7% total salary increases for non-unionized employees. The survey, covering over 850 US organizations, shows 69% of employers are confident in these projections.
The technology sector leads with above-average increases (3.5% merit, 3.8% total), while healthcare services reports lower figures (3.0% merit, 3.5% total). Notably, employers plan to promote 9.3% of employees in 2025, up from 8% in 2024.
The survey also highlights a growing focus on pay transparency, with 18% of companies sharing pay ranges with all employees and candidates, while 27% are considering this approach. Despite economic uncertainty, these figures demonstrate employers' continued commitment to talent investment and retention.
Il QuickPulse™ Survey di Mercer di novembre 2024 sulla pianificazione della compensazione negli Stati Uniti rivela che i datori di lavoro pianificano di mantenere budget di compensazione elevati per il 2025, con aumenti meritocratici del 3,3% e aumenti totali degli stipendi del 3,7% per i dipendenti non sindacalizzati. Il sondaggio, che comprende oltre 850 organizzazioni negli Stati Uniti, mostra che il 69% dei datori di lavoro è fiducioso in queste previsioni.
Il settore tecnologico guida con aumenti superiori alla media (3,5% di aumento meritocratico, 3,8% totale), mentre i servizi sanitari riportano cifre più basse (3,0% meritocratico, 3,5% totale). È degno di nota che i datori di lavoro pianifichino di promuovere il 9,3% dei dipendenti nel 2025, rispetto all'8% nel 2024.
Il sondaggio mette in evidenza anche un crescente focus sulla trasparenza salariale, con il 18% delle aziende che condivide le fasce salariali con tutti i dipendenti e candidati, mentre il 27% sta considerando questo approccio. Nonostante l'incertezza economica, queste cifre dimostrano l'impegno continuo dei datori di lavoro nell'investire e mantenere i talenti.
La Encuesta QuickPulse™ de Mercer de noviembre de 2024 sobre planificación de compensaciones en EE. UU. revela que los empleadores planean mantener presupuestos de compensación elevados para 2025, con aumentos por mérito del 3,3% y aumentos salariales totales del 3,7% para empleados no sindicalizados. La encuesta, que abarca más de 850 organizaciones en EE. UU., muestra que el 69% de los empleadores confía en estas proyecciones.
El sector tecnológico lidera con aumentos por encima de la media (3,5% de mérito, 3,8% total), mientras que los servicios de salud reportan cifras más bajas (3,0% de mérito, 3,5% total). Es notable que los empleadores planeen promover al 9,3% de los empleados en 2025, un aumento respecto al 8% en 2024.
La encuesta también destaca un creciente enfoque en la transparencia salarial, con el 18% de las empresas compartiendo rangos salariales con todos los empleados y candidatos, mientras que el 27% está considerando este enfoque. A pesar de la incertidumbre económica, estas cifras demuestran el continuo compromiso de los empleadores con la inversión y retención del talento.
머서의 2024년 11월 QuickPulse™ 미국 보상 계획 설문조사에 따르면, 고용주들은 2025년에도 높은 보상 예산을 유지할 계획이며, 3.3%의 성과급 증가와 3.7%의 총 급여 증가를 비노조 직원들에게 제공할 예정입니다. 850개 이상의 미국 조직을 대상으로 한 이 설문조사는 69%의 고용주가 이러한 예측에 대해 신뢰하고 있음을 보여줍니다.
기술 부문은 (성과급 3.5%, 총 3.8%)의 평균 이상 증가를 보이고 있으며, 의료 서비스 부문은 낮은 수치(성과급 3.0%, 총 3.5%)를 보고하고 있습니다. 특히, 고용주들은 2025년에 9.3%의 직원 승진을 계획하고 있으며, 이는 2024년의 8%에서 증가한 수치입니다.
설문조사는 또한 보상 투명성에 대한 관심이 높아지고 있음을 강조하며, 18%의 기업이 모든 직원 및 후보자에게 보상 범위를 공유하고 있으며, 27%는 이 접근 방식을 고려하고 있습니다. 경제적 불확실성에도 불구하고, 이러한 수치는 인재 투자 및 유지에 대한 고용주의 지속적인 헌신을 보여줍니다.
Le QuickPulse™ de Mercer de novembre 2024 sur la planification de la rémunération aux États-Unis révèle que les employeurs prévoient de maintenir des budgets de rémunération élevés pour 2025, avec des augmentations de mérite de 3,3% et des augmentations salariales totales de 3,7% pour les employés non syndiqués. L'enquête, couvrant plus de 850 organisations aux États-Unis, montre que 69% des employeurs ont confiance dans ces projections.
Le secteur technologique est en tête avec des augmentations supérieures à la moyenne (3,5% de mérite, 3,8% total), tandis que les services de santé affichent des chiffres plus bas (3,0% de mérite, 3,5% total). Il est à noter que les employeurs prévoient de promouvoir 9,3% des employés en 2025, contre 8% en 2024.
L'enquête souligne également un intérêt croissant pour la transparence salariale, avec 18% des entreprises partageant les fourchettes salariales avec tous les employés et candidats, tandis que 27% envisagent cette approche. Malgré l'incertitude économique, ces chiffres démontrent l'engagement continu des employeurs à investir et à retenir les talents.
Die QuickPulse™ Umfrage von Mercer zur US-Entgeltplanung im November 2024 zeigt, dass Arbeitgeber planen, die erhöhten Entgeltbudgets für 2025 beizubehalten, mit 3,3% Leistungssteigerungen und 3,7% Gesamtgehaltserhöhungen für nicht gewerkschaftlich organisierte Mitarbeiter. Die Umfrage, die über 850 US-Organisationen umfasst, zeigt, dass 69% der Arbeitgeber zuversichtlich in diese Prognosen sind.
Der Technologiesektor führt mit überdurchschnittlichen Steigerungen (3,5% Leistung, 3,8% insgesamt), während im Gesundheitswesen niedrigere Werte gemeldet werden (3,0% Leistung, 3,5% insgesamt). Bemerkenswert ist, dass Arbeitgeber planen, 9,3% der Mitarbeiter im Jahr 2025 zu befördern, ein Anstieg von 8% im Jahr 2024.
Die Umfrage hebt auch einen wachsenden Fokus auf Gehaltstransparenz hervor, wobei 18% der Unternehmen Gehaltsbandbreiten mit allen Mitarbeitern und Kandidaten teilen, während 27% diese Vorgehensweise in Betracht ziehen. Trotz wirtschaftlicher Unsicherheiten zeigen diese Zahlen das anhaltende Engagement der Arbeitgeber für Investitionen in Talente und deren Bindung.
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Employers also plan to promote
According to the survey of more than 850 US organizations, employers are planning to raise their compensation budgets by
While these planned increases are similar to last year, they remain above historical trends, confirming that employers are prioritizing talent investment even in the face of economic uncertainty.
“Amid a persistently tight labor market and low unemployment, employers are recognizing the need to invest in their workforce to drive retention,” said Lauren Mason, Mercer’s US Workforce Solutions Leader. “To remain competitive in this environment, employers will need to look beyond compensation and transform work itself to improve the employee experience and unlock greater productivity.”
The majority of employers (
The survey also revealed industry variations. The technology sector reported above-average compensation budgets, with increases of
Employers are planning to promote
Reflecting the move towards greater pay transparency,
“When employers aren’t clear about pay, employees create their own narratives—and those stories can be more negative than the reality,” said Ms. Mason. “Despite significant investment in pay in recent years, employee satisfaction with fair pay is still on the decline.”
“Companies should continue to redesign and communicate how pay decisions are made, ensuring every dollar invested closes critical gaps and contributes to a more transparent, fair and rewarding experience,” Ms. Mason added.
Note to editors:
Total salary increase budgets include base pay increases such as those tied to promotions and cost of living adjustments, in addition to merit increases.
About Mercer’s US Compensation Planning Survey
The November 2024 Mercer QuickPulse™ US Compensation Planning Survey includes data from more than 850 organizations in the US, from small employers (less than 500 employees) to very large employers (over 20,000 employees) across 15 industries. This study was fielded between October 21 and November 1. To review more of the findings, click here.
About Mercer
Mercer, a business of Marsh McLennan (NYSE: MMC), is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomes for their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of
1March 2024 QuickPulse™ US Compensation Planning Survey
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Media contact:
Ashleigh Jang
Mercer
+1 212-345-3965
Ashleigh.Jang@mercer.com
Source: Mercer
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