Most companies plan between three and four annual adjustments, while 28% of companies plan to disconnect and 26% enlarge their plants.
Argentine companies continue to adjust their salary strategies in the midst of high economic uncertainty. 80% of the 436 companies consulted projects annual salary increases of between 29% and 36% for personnel outside the agreement, with a median of 33%. This figure represents a slight decline compared to the start of the year, where the projections were two points above.
Estimates were built on the basis of inflation expected by companies that are between 30% and 35%. Within that framework, 69% plans to grant between three and four increases throughout the year, while only 2% adjust salaries monthly. The remaining 4% will apply a single annual increase. The data arise from the Flash Compensation and Benefits Survey 2025 of WTW which relieved data between June 2 and 9.
Within the total planned increases, it is estimated that between the 4% and the 10% corresponds to increased increases, while a 69% of companies seeks annual adjustments to equate to inflation, and a 17% Plan to grant increases that exceed it between 3 and 5 points. There are also 14% that foresee slightly below projected inflation.
Until May, companies have already applied a 16% adjustment for staff out of agreement. For the first semester, this percentage is expected to reach 19%.
Most companies do not implement measures to mitigate inflation
Most companies (62%) are not implementing specific measures to mitigate the impact of inflation. However, 17% decided to communicate in advance the planned adjustments, 5% advanced the payment of the bonus and 4% began to implement new benefits.
Other less frequent measures include the payment of salary advances, Gift Cards, more frequent adjustments than initially planned, and additional amounts on specific consumption platforms such as supermarkets or fuels.
Growth and disengagement
Regarding the staffing, the 26% Of the companies plans to grow in 2025. In this group, the most wanted profiles are those of sales, technology, engineers and staff areas. On the contrary, a 28% Plan disconnectionsespecially in staff areas, roles within agreement and marketing.
This double movement shows an organizational reconfiguration process, where it is committed to incorporating key talent while structures are adjusted in other sectors.
Source: Ambito
