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Table 3 summarizes these future trends.

Course: Understanding Pay Equity Depending on the specific labor market in which you compete for talent, a 3% to 4% merit increase most likely will not be a strong retention tool for top talent.

The specific statements that define these measures can be found in Tables 2, 3 and 4, respectively.

Companies plan a 3% increase in base pay and an overall increase of 3% in target total compensation costs in 2023.

CCP Foundations and Design Bundle ($1,116 USD per course) Add to Cart COURSE (1 OF 4) Creating Impact Through Total Rewards View Details COURSE (2 OF 4) Understanding the Total Rewards Regulatory Landscape View Details COURSE (3 OF 4) Designing and Managing Base Pay Systems View Details COURSE (4 OF 4) Improving Performance with Variable Pay View Details CCP Analytics and Application Bundle ($1,116 USD per course) Add to Cart COURSE (1 OF 4) Market Pricing and Competitive Pay Analysis View Details COURSE (2 OF 4) Compensation Analytics and Insights

“Salary budgets have remained stable around 3% for the last decade. 

The Journal of Total Rewards 32(3).

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Microsoft Plans to Lay Off 3% of Workforce Tech software company Microsoft announced on Tuesday, May 13, it was going to lay off 3% of employees across all levels, teams and geographies, affecting about 6,000 people.