US salary budgets expected to remain the same in 2025
WTW's Salary Budget Planning Report reveals that U.S. salary increase budgets are projected to remain stable at 3.7% in 2025, compared to 3.8% in 2024, still above the pre-pandemic norm of 3%. The average increase in total payroll was 5.5% in 2024.
Companies reducing salary budgets cite weaker financial results (36%) and cost management (34%) as main reasons, while those increasing budgets point to inflation (39%) and labor market concerns (31%). Employee attraction and retention difficulties decreased to 36%, down 9 percentage points from last year.
Organizations are focusing on workplace improvements, with 54% emphasizing DEI, 53% enhancing employee experience, and 52% offering flexible work arrangements.
Il rapporto sulla pianificazione del budget salariale di WTW rivela che i budget per gli aumenti salariali negli Stati Uniti si prevede rimarranno stabili al 3,7% nel 2025, rispetto al 3,8% nel 2024, ancora sopra la norma pre-pandemica del 3%. L'aumento medio della retribuzione totale è stato del 5,5% nel 2024.
Le aziende che riducono i budget salariali citano risultati finanziari più deboli (36%) e gestione dei costi (34%) come principali motivazioni, mentre quelle che aumentano i budget indicano l'inflazione (39%) e le preoccupazioni relative al mercato del lavoro (31%). Le difficoltà nella attrazione e nella retention dei dipendenti sono diminuite al 36%, in calo di 9 punti percentuali rispetto all'anno scorso.
Le organizzazioni si stanno concentrando sul miglioramento del luogo di lavoro, con il 54% che enfatizza la DEI, il 53% che migliora l'esperienza dei dipendenti e il 52% che offre modalità di lavoro flessibili.
El Informe de Planificación del Presupuesto Salarial de WTW revela que se proyecta que los presupuestos de aumento salarial en EE.UU. se mantendrán estables en 3.7% en 2025, en comparación con 3.8% en 2024, todavía por encima de la norma prepandémica del 3%. El aumento promedio de la nómina total fue del 5.5% en 2024.
Las empresas que reducen los presupuestos salariales citan resultados financieros más débiles (36%) y gestión de costos (34%) como las principales razones, mientras que aquellas que aumentan los presupuestos señalan la inflación (39%) y las preocupaciones del mercado laboral (31%). Las dificultades para atraer y retener empleados disminuyeron al 36%, bajando 9 puntos porcentuales con respecto al año pasado.
Las organizaciones se están centrando en mejorar el lugar de trabajo, con un 54% enfatizando la DEI, un 53% mejorando la experiencia del empleado y un 52% ofreciendo arreglos de trabajo flexibles.
WTW의 급여 예산 계획 보고서에 따르면, 미국의 급여 인상 예산은 2025년에 3.7%로 안정세를 유지할 것으로 예상되며, 이는 2024년의 3.8%보다 낮지만 팬데믹 이전의 3%를 여전히 초과하는 수치입니다. 총 급여의 평균 인상률은 2024년에 5.5%에 달했습니다.
급여 예산을 줄이는 기업들은 재정 결과의 둔화(36%)와 비용 관리(34%)를 주요 이유로 꼽고 있으며, 예산을 늘리는 기업들은 인플레이션(39%)과 노동 시장의 우려(31%)를 지적하고 있습니다. 직원 유치와 유지의 어려움은 36%로 감소했으며, 이는 지난해에 비해 9퍼센트 포인트 감소한 수치입니다.
조직들은 근무 환경 개선에 집중하고 있으며, 54%가 다양성, 형평성, 포용성(DEI)을 강조하고, 53%가 직원 경험을 향상시키며, 52%가 유연한 근무 형태를 제공하고 있습니다.
Le rapport de planification du budget salarial de WTW révèle que les budgets d'augmentations de salaires aux États-Unis devraient rester stables à 3,7% en 2025, contre 3,8% en 2024, tout en restant au-dessus de la norme pré-pandémique de 3%. L'augmentation moyenne de la masse salariale totale était de 5,5% en 2024.
Les entreprises qui réduisent leurs budgets salariaux citent des résultats financiers plus faibles (36%) et la gestion des coûts (34%) comme principales raisons, tandis que celles qui augmentent leurs budgets invoquent l'inflation (39%) et les préoccupations concernant le marché du travail (31%). Les difficultés d'attraction et de rétention des employés ont diminué à 36%, soit une baisse de 9 points de pourcentage par rapport à l'année dernière.
Les organisations se concentrent sur l'amélioration du lieu de travail, avec 54% mettant l'accent sur la DEI, 53% améliorant l'expérience des employés et 52% offrant des modalités de travail flexibles.
Der Gehaltsbudgetplanungsbericht von WTW zeigt, dass die Gehaltserhöhungsbudgets in den USA für 2025 voraussichtlich stabil bei 3,7% bleiben werden, verglichen mit 3,8% im Jahr 2024, und immer noch über dem Vor-Pandemie-Niveau von 3% liegen. Der durchschnittliche Anstieg der gesamten Lohnsumme betrug 5,5% im Jahr 2024.
Unternehmen, die die Gehaltsbudgets reduzieren, führen schwächere finanzielle Ergebnisse (36%) und Kostenmanagement (34%) als Hauptgründe an, während diejenigen, die die Budgets erhöhen, die Inflation (39%) und Bedenken hinsichtlich des Arbeitsmarktes (31%) anführen. Die Schwierigkeiten bei der Anwerbung und Bindung von Mitarbeitern sind auf 36% gesunken, was einem Rückgang um 9 Prozentpunkte im Vergleich zum Vorjahr entspricht.
Organisationen konzentrieren sich auf Verbesserungen am Arbeitsplatz, wobei 54% die Vielfalt, Chancengleichheit und Integration (DEI) betonen, 53% die Mitarbeitererfahrung verbessern und 52% flexible Arbeitszeiten anbieten.
- Salary increases remain above pre-pandemic levels at 3.7%
- Total payroll expenses showed strong growth at 5.5% in 2024
- Employee attraction and retention challenges decreased by 9 percentage points
- Salary increase budgets projected to slightly decrease from 3.8% to 3.7%
- 36% of companies cite weaker financial results as reason for reducing salary budgets
- 34% report cost management concerns affecting salary decisions
Insights
Despite today’s tight labor market and relatively low unemployment, organizations hold firm on pay raises
NEW YORK, Dec. 18, 2024 (GLOBE NEWSWIRE) -- Although fewer organizations report difficulty with attraction and retention, salary increase budgets at U.S. companies are projected to remain at the same level as last year. While salary increase budgets are stabilizing, with 2025 planned increases projected to be
Despite a conservative outlook for 2025, salary increases remain at a healthy rate by historic standards and amid higher total payroll expenses (which include salaries, bonuses, variable pay and benefit costs). According to WTW’s survey findings, the average increase in payroll for respondents was
For those companies planning to reduce salary increase budgets, weaker financial results (
Steady and improved pay increases are indicative of organizations’ investment in talent. Overall, fewer organizations (
“Although salary is crucial for employees, other elements — such as healthcare and retirement benefits, new challenges, work flexibility and meaningful contributions — are significant as well. Companies should consistently evaluate their comprehensive offerings, focusing on workplace culture, communication, and a holistic approach to benefits and rewards,” stated Russ Wakelin, head of Global Product Development within Rewards Data Intelligence at WTW.
As organizations focus on their workforces, many have taken action to improve workplace culture in light of the current market conditions. For instance, more than half (
“The U.S. labor market has stabilized because demand for talent dropped significantly from the prior three years. But supply has not changed, which is why the labor market still has vulnerabilities. Employers planning to lower salary increases closer to the
About the survey
The Salary Budget Planning Report is compiled by WTW’s Rewards Data Intelligence practice. The survey was conducted between September and the end of October 2024. Over 37,000 responses were received from companies across over 150 countries worldwide. In the U.S. 2,002 organizations responded.
About WTW
At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you. Learn more at wtwco.com.
Media contacts:
Ileana Feoli
ileana.feoli@wtwco.com
Stacy Bronstein
stacy.bronstein@wtwco.com
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