Companies have already projected their budget for 2025 salaries and only expect them to grow by 2% in real terms next yearaccording to the survey of the Annual Seminar on Compensation and Benefits Trends of WTW. In that sense, employer’s priorities on “Employee Wellbeing” are not aligned with the needs of workers.
The companies plan to increase salaries by 58% compared to an inflation rate of 55% with which they made the estimates. These data emerged from the hybrid format meeting that allowed, in addition to the large number of attendees who gathered at the Alvear Icon Puerto Madero, more than 200 people connected online to follow the event via streaming.
Employer priorities are not aligned with employee needs
The employees they want a greater financial well-being (66%), while the employers they prioritize the emotional well-being (63%). The second highest weighting of Human Resources in companies is worker experience (50%).
Furthermore, the report shows that Financial problems have a broad impact on General Wellbeinghe 68% Of those surveyed highlight that financial concerns had a negative impact on their well-being.
They are 46% more likely to suffer from stress and anxiety, as well as 40% more likely to miss a doctor’s appointment due to money problems. They also become less likely to buy healthy foods (35%) and are less likely to meet up with friends and family (39%).
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Working models
Within the event, it was highlighted that although it is heard that companies at the corporate level are returning to almost total presence, it is not observed that this type of work is advancing in Argentina. In fact, they perceive that from last year to date, companies have not modified their model much and presence remains between 2 and 3 days a week.
56% of companies have employees who combine days of in-person work and other virtual days, while 27% combine employees who work in person and others virtual, another 7% at the choice of the employee or the work team, 6% have all employees working virtually and 4% have all employees working in person.
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Salary overlap is a problem that remains similar to previous years. Almost 40% of companies live with this reality. The same happens with the number of employees whose remuneration overlaps, being almost 19% and the penetration of the overlap being 33%.
The 2024 annual bonus to be paid in 2025 has no changes compared to previous years, in terms of the amount of the bonus to be paid according to the type of positions. And based on how companies are doing with their business results at this time of the year, 36% are planning to pay the bonus at target, which means that they will pay as promised in case the set objectives are met. And there is 12% who are going to pay more than this target amount. Another important point about this payment component in an inflationary context is related to taking some action to mitigate the effect of inflation according to the salary that is considered as the calculation basis to obtain the amount to be paid and the payment date.
Source: Ambito
