Large companies are caught in a pincer movement. On the one hand, the inflation that eats away at the purchasing power of employees, on the other, the difficulties in recruiting or retaining skills. At the heart of the problem, wages.
Faced with this situation, organizations have no choice but to negotiate salary increases again while activating other levers, according to a study* by the Alixio Group on organizations with more than 50 employees.
With a balance of power that has shifted in many quarters, the raise envelopes are thus revised upwards.
Salaries up 4% next year
Thus, at the end of 2021, large companies had planned an increase in this provision of 2.5% on average. After new negotiations with the representatives of the staff, the famous NAO (mandatory annual negotiations), it falls to 2.9% on average for this year.
40% of the companies surveyed expect an increase of between 2 and 3%, 38% expect +3 to 5% and 13% will go beyond 4%.
But it is especially for 2023 that the salary increases will be the strongest. Also according to this study, the average will be +4.3%. Specifically, 35% of the companies will grant an increase from 3 to 4%, 21% from +4 to 5%, 23% from +5 to 6% and 13% will exceed 6%.
In short, most companies plan to grant more than a 4% salary increase in 2023, an increase of 60% compared to forecasts for the end of 2021.
Especially since one in two companies is facing a drop in low-wage pay scales after three consecutive increases in the minimum wage in recent months.
If we look at the executives, the average increase for 2022 will be +2.5% and it will increase to +3.4% next year. 70% of the companies surveyed expect individual increases of between +3 and +4%.
Macron’s bonus as a relief
At the same time, companies will intensify the use of salary supplements such as increased reimbursements for daily travel expenses (31%) or increased reimbursements for travel expenses (28%).
Macron’s bonus (now increased to a maximum of 6,000 euros) should also be widely used by large companies. Thus, 52% of them declare that they could use it (the “could” is important), 21% say that they will not use it.
*: Online survey conducted among 100 companies with 50 to 1,000+ employees from mid-July 2022 through the end of August 2022. Respondents: A panel of HRDs and Compensation and Benefits Managers.
Source: BFM TV
