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As such, employee attitudes and behaviors in turn impact: 1) the attraction and retention of employees; 2) employee well-being; 3) strategic employee behaviors;4) employee citizenship behaviors; and 5) employee performance.

“Given the stabilization of inflation and the easing of labor market conditions, we’re seeing a slight reduction in planned salary increases for 2025, though figures are still above the 3% pre-pandemic baseline that employees have come to expect,” said Ruth Thomas, a research and insights leader and pay equity strategist at Payscale.

“It’s important to re-evaluate merit processes and embrace insights from data-driven approaches to make informed decisions, as the traditional 3% across-the-board merit budgets will no longer cut it.”

Starting in 2024, as much as 3% of an employee’s paycheck can be automatically placed in an emergency savings account.

Besides generally keeping pay increases above the 3% range (to remain competitive and in line with recent years’ outlays), they have taken steps to more strongly support workers by: ;Improving the employee experience (47%); ;Enhancing health and wellness benefits (43%); ;Increasing training opportunities (40%); “As employers navigate continued economic uncertainty, ongoing increases in labor costs and the changing needs and expectations of employees, they are positioning themselves for what is to come and making investments in their workforces that go beyond pay raises,” said Lori Wisper, WTW’s managing director for work and rewards.

For the past decade, merit budgets have hovered around 3%, but current trends suggest that salary increase budgets are rising to levels not seen in more than 20 years.

Given the current trend, DiFonzo said merit budgets are likely to settle to about 3%, but larger organizations and more profitable industries with higher demand for their products and services will continue to average higher than 3%.

The jury on Monday awarded Diaz, who worked as an elevator operator, $175,000 in damages for emotional distress and $3 million in punitive damages designed to punish unlawful conduct and deter it in the future.

The Upside (Usually) Justifies the Effort When executed well, the migration to quota-based compensation may deliver substantial benefits (see Figure 3).

The report also highlights a startling comprehension gap: fewer than 1 in 3 executives fully understand their benefits.