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Previous reports and 2025 projections included: WorldatWork: 3.8% mean U.S. salary increase budgets;WTW: 3.9% median U.S. salary increases;Payscale: 3.5% average U.S. salary increases; Click here to access top-level results from WorldatWork’s 2024-2025 report.

A Willis Towers Watson (WTW) survey of 1,004 U.S. companies, conducted during October and November 2021, found nearly one in three respondents (32%) saying their organization increased their salary increase projections from earlier in the year.

Employers should be working on their transparency plans if they haven’t already started, said Mariann Madden, North America pay equity co-lead at WTW.

Judge O’Connor has not yet determined the practical implications of his ruling and who it will apply and it’s likely to be appealed by the Department of Health and Human Services, noted Jeff Levin-Scherz, MD, population health leader at Willis Towers Watson (WTW).

According to Mariann Madden, North America pay equity co-lead at WTW, the law also includes a salary history ban provision, which is not a new trend, but “it confirms this is another move employers should make to address pay gaps,” she said.

These include: WorldatWork : 3.8% mean salary increase budgets;Mercer : 3.3% merit increases, 3.6% total salary increases;The Conference Board : 3.9% salary increase budgets;Payscale : 3.5% average salary increases;WTW : 3.9% median salary increases; “Last year, we noted that salary increases might be at a peak, even with 4% becoming the norm.

Instead, they may be using other naming conventions more aligned with the benefit, said Alex Henry, the group benefits leader at WTW.

For WorldatWork Members ;Employing Age-Friendly Work Practices for Multigenerational Workforces , Journal of Total Rewards article; ;Strategic Benefits: How Employee Benefits Can Create a Sustainable Competitive Edge , Journal of Total Rewards article; ;Easy AI Tips to Improve Benefits Communications , Workspan Daily Plus+ article; Reuse Permission The average Gen Z worker (those born between 1997 and 2012) has spent most of their life experiencing significant turmoil, according to John Bremen, the managing director and chief innovation and acceleration officer at WTW.

Research from WTW’s recent Pay Clarity Survey indicates that 31% of organizations feel that their pay practices aren’t ready for transparency.

For a WTW client in the financial services industry, their burning question was, “should we take a more conservative approach to setting salary increase budgets given the impending recession?”