WTW (NASDAQ: WTW) reports that average U.S. salary increase budgets for 2027 are expected at 3.4%, slightly below the 3.5% actual increase in 2026. According to the company’s Salary Budget Planning Report, 2025 pay budgets were largely stable, with nearly 60% of organizations seeing no difference between anticipated and actual budgets, as cost management, tight labor markets and inflation shape decisions.
WTW notes a shift from broad-based raises toward more targeted, performance-driven pay strategies. Over one-third of employers are adjusting compensation programs, many hiring at higher salary ranges, using more retention bonuses, raising starting pay, and emphasizing employee experience, training, and health and wellness benefits.
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NEW YORK, July 15, 2026 (GLOBE NEWSWIRE) -- Average salary increase budgets for US companies in 2027 are expected to remain stable at 3.4%, just slightly lower than 2026’s actual increase of 3.5%. This is according to the latest Salary Budget Planning Report by WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company.
The report found that pay budgets remained largely steady in 2025, with nearly 60% of organizations reporting no change between anticipated and actual salary budgets. Cost management pressures (32%), a tighter labor market (28%) and inflationary concerns (27%) continue to drive employers’ cautious approach to salary planning.
“Salary budgets may be holding steady, but the way organizations are using those dollars is changing significantly. Employers are moving away from broad-based increases and toward more precise, performance-driven pay strategies that target the roles, skills and talent segments that matter most,” said Brittany Innes, senior director, Rewards Data Intelligence, WTW.
This shift is already reshaping how employers manage compensation programs. More than one-third (33%) are adjusting their programs, with another 15% planning future changes. Other changes include: hiring at higher salary ranges (36%), increasing the use of retention bonuses or spot awards to help secure key employees (34%) and raising starting salary ranges (32%).
Economic uncertainty and financial pressures are also contributing to steady retention levels, with most employees (69%) remaining with their current employers and only 22% of companies adding head count. Rather than relying on hiring alone, employers are focusing on other ways to strengthen the employee value proposition, including improving the employee experience (47%), expanding training opportunities (40%) and enhancing health and wellness benefits (38%).
“Salary increase budgets reflect the current balance between the supply and demand of labor. While the focus is often on the low demand for labor, most leaders forget that we are still in the throes of low supply. Employers will continue to experience salary increases in the “land of 3%” for the foreseeable future given these dynamics. Those who focus on using that money wisely will be the ones that win the inevitable war for talent once demand picks up,” said Lori Wisper, senior managing director, Work & Rewards, WTW.
About the survey
The Salary Budget Planning Report is compiled by WTW’s Rewards Data Intelligence practice. The survey was conducted from March to May 2026. 34,024 responses were received from companies across 156 countries worldwide. In the U.S., 1,650 organizations responded.
About WTW
At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you. Learn more at wtwco.com.
What salary increase budgets does WTW (NASDAQ: WTW) project for U.S. companies in 2027?
WTW projects average U.S. salary increase budgets of 3.4% for 2027. According to WTW, this is slightly below the actual 3.5% increase in 2026 and reflects continued cost management, labor market tightness and inflation concerns in employer pay planning.
How do WTW’s 2027 salary budget projections compare with 2026 actual increases for WTW?
WTW reports that 2027 salary increase budgets are expected at 3.4%, compared with 3.5% actual in 2026. According to WTW, this indicates broadly stable pay budgets, with only a modest easing as employers balance labor market and inflation pressures.
What trends in pay strategy did WTW identify in its Salary Budget Planning Report 2026 (WTW)?
WTW identifies a shift from broad-based pay increases to more targeted, performance-driven strategies. According to WTW, employers are focusing on critical roles and skills, adjusting programs, raising hiring ranges, and using retention bonuses and spot awards to secure key talent.
How are employers adjusting compensation programs according to WTW’s latest salary budget research?
WTW notes that 33% of employers are already adjusting compensation programs, with another 15% planning changes. According to WTW, actions include hiring at higher salary ranges, raising starting salaries, and increasing retention bonuses or spot awards for key employees.
What retention and workforce trends did WTW highlight in its July 2026 salary budget findings (WTW)?
WTW reports that 69% of employees are staying with current employers, while only 22% of companies are adding headcount. According to WTW, many employers instead strengthen their employee value proposition through experience, training, and health and wellness benefits.
How are employers enhancing the employee value proposition according to WTW’s Salary Budget Planning Report?
Employers are focusing on non-salary levers to improve their employee value proposition. According to WTW, 47% are improving employee experience, 40% are expanding training opportunities, and 38% are enhancing health and wellness benefits to support attraction and retention.
