In the face of inflation, pressure from employees, and the reversal of the balance of power in the labor market, organizations I do not have any other option to negotiate again increases in remuneration, either in salaries or bonuses.
The next NAO (mandatory annual negotiations) should ratify a new impulse. As a result, the planned budget increases are again revised upwards.
+6.5% average
The latest Deloitte* study conducted in October highlights the “historic levels” of these envelopes.
“Combining the actual increases for 2022 and the forecast budgets, the median increases would be 6.5% for non-executives and 6.4% for executives over 2 years, respectively,” the firm advances.
A study by the firm Alixio in September expected increases of +4.3% on average.
The Industry and Automotive, Consumer Goods and Health sectors present a median expected increase (excluding promotion and seniority) of 4.0%, while the public sector and non-profit companies contemplate a median budget of 2. 7% (excluding promotion and seniority).
At the same time, companies will intensify the use of salary supplements such asa first macron (which now increases to a maximum of 6,000 euros).
A more widely distributed Macron bond?
“While slightly less than a third of the companies (29%) had used the PEPA bonus last year with a median amount granted of 300 euros, almost half of the companies surveyed (48%) plan to pay the PPV to which we must add 26% that are being considered to establish it,” advances Deloitte.
“The median amounts provided for are also revised upwards as they reach 875 euros for non-executive OETAMs (+46% compared to the median amount of the PEPA bond last year) and 500 euros for Executives (a stagnation compared to the median of last year’s PEPA bonus),” he continues.
On the other hand, more than half of the companies surveyed do not plan to introduce an RTT buyback mechanism, a new lever proposed by the government to improve remuneration.
“In the continuity of the solutions proposed by the companies in 2022, the companies favor the consideration of a mosaic of provisions in the framework of the NAO to come for 2023, having increased their budgets by almost 0.5 point in addition to the real increases. paid in 2022, we anticipate that the budgeted increases will allow reaching levels close to the inflation observed in two years”, comments Franck Chéron, Deloitte Human Capital Partner.
*: This flash study on the 2023 increase budgets is based on a panel of 131 companies surveyed during the month of October 2022 and within the main sectors of activity (Distribution, Consumer Goods, Banking, Insurance, Health Industry, Transformation Industry, Energy and Utilities, Telecom and Media,…).
Source: BFM TV
