Employers are broadly divided between those able to offer competitive pay to secure in-demand skills and those contending with tighter budget constraints. In spring 2025, 42 per cent of organisations granted increases of up to 3 per cent, up from just 24 per cent in autumn 2024. Conversely, the share of companies offering 5 per cent or more has plummeted, underlining the growing financial caution across sectors.
While inflation remains stubbornly high, where CPI stood at 3.6 per cent in June 2025 – it has begun to ease compared to peak levels in early 2024. As pay growth moderates in response, organisations are rebalancing their reward strategies and refocusing attention on how they communicate pay decisions internally.
Pulse Survey 2026: Early insights point to ongoing caution
Initial 2026 insights from Paydata’s Pulse Survey reveal that most employers (37 per cent) expect to maintain the same pay award levels in 2026 as in 2025, while the remainder typically anticipate a modest reduction, largely between -0.5 per cent and -1.0 per cent. The projected median for 2026 remains at 3.0 per cent, but narrowing ranges and employer commentary suggest a continued tightening of pay review budgets.
This projected restraint underscores the need for more sophisticated communication strategies. As organisations ask employees to accept smaller pay increases amid a still-high cost-of-living, the clarity and quality of the message becomes pivotal to maintaining engagement and morale.
The evolving need for clear pay communication
Communicating pay decisions is about building organisational trust, managing expectations and reinforcing the overall employee value proposition. Our UK Reward Management Survey highlighted how the importance of this communication has steadily increased:
- Median importance rating for pay award communication hit 9/10 in 2025, up from 8/10 in 2023 and 2024.
- The lower quartile score rose from 5 to 7/10, highlighting that even organisations previously less focused on communications are now prioritising transparency.
This shift reflects a widespread recognition that employees expect context, consistency and honesty; especially when pay outcomes fall below personal expectations or external benchmarks. In a climate of high inflation and intense media focus on the cost-of-living, even modest pay awards can trigger disappointment or concern if not adequately explained. Without clear communication, employees may misinterpret decisions as unfair or arbitrary, potentially leading to disengagement, reduced trust in leadership and increased employee turnover.