With the arrival of the last quarter of the year, the projections of what will be 2025 begin, in terms of the salary increases The trend is expected to be very similar to this year.
Salary increases are related to several factors such as the sector, the region and the skills demand specific. In addition to inflation and the country’s economic policies.
These are some projections from consulting firms through their surveys of compensation trendswhich offer an overview of what is expected in 2025.
Salary increases and new compensation strategies
The Total Remuneration Survey Mercer’s (TRS) forecasts salary increases of 6.5% for operational employees and 6% for professionals, managers and executives, a figure similar to that estimated in 2024.
The Mercer survey indicates that the way in which companies provide compensation has been modernizing to reflect employee contribution and emerging roles.
Among the ways organizations have reevaluated payment methods are:
- More types of rewards and flexibility
- Give employees opportunities to earn more
- Payment for individual performance
- Address internal pay gaps
- And skill-based pay
Between labor reforms and budgets
On the other hand, the Compensation Survey for Non-Union and Unionized Personnel 2024 of AON, with information from 600 companies, predicts a adjustment between 6.8 and 7.2% in the salaries of workers with union representation.
By region, the estimates are more favorable for the northern part of the country (8.1%) and the Bajío (7.8%), which exceed the national averages.
While, by industry, the automotive and auto parts sector will have the highest percentage, which is 8.9 percent.
Regarding non-unionized personnel, the results show that the increase by 2025 It will be between 5.7 and 6.3% on average, April will be the month with the highest prevalence for granting increases.
It is estimated that 99% of the staff will receive an increase. Regarding the regions of the country, again the Bajío area (6.2%) and the North area (6.4%) have the best projections.
An interesting fact that the survey showed is that 48% of the organizations surveyed stated that they had strategies to modify their tabulators derived from the increases to the minimum wage.
Compensation beyond salary, benefits and bonuses
Salary is a very important factor for talent when deciding between one organization and another; However, Mercer Marsh Benefits says the concept of flexible benefitsthat is, giving collaborators the opportunity to choose them, has become popular.
Their survey identifies that 17% more companies are giving some type of flexibility to their collaborators when choose benefits compared to 2023.
For its part, AON states that, for unionized personnel, 55% of the market grants productivity bonuscompanies have taken production volume, quality standard, attendance and punctuality as their main indicators.
On the other hand, for these collaborators, 23% of companies offer variable bonusesthus observing an annual increase in the payment amount of 19.9 percent.
About him performance bonus For executive staff, an average increase to the policy of 15.2% has been recorded, while for non-executive staff it has been 16.3 percent.
The salary strategy in the war for talent
Although salary is no longer the only factor that defines the talent’s decision to stay or reach a company, is a basic strategy of these to remain competitive.
Under the context of nearshoringthe capture of specialized talent requires that salary increases be attractive.
An example of this is the technology sector which is and will be one of the major areas in demand, in roles such as software developers or cybersecurity specialists.
This challenge is greater if we consider the growth that the minimum wage has had in the last six years, approximately 110%, and that puts pressure on the increases in the companies’ tables.
