Merit increase

What is a merit increase?

A merit increase — also known as a merit raise — is an adjustment to an employee's pay that recognises and rewards their individual performance and contributions to the company.

Unlike general cost-of-living adjustments or seniority-based raises, merit increases are directly tied to the employee's job performance, accomplishments, and ability to meet or exceed set goals and expectations.

What is a typical merit increase?

A typical merit increase can vary, but it generally ranges from 2% to 5% of an employee's base pay. The exact percentage depends on several factors, including the employee's performance level, the company’s financial health, industry norms, and the overall compensation strategy of the organisation.

What is a merit increase average?

The merit increase average refers to the typical percentage by which salaries are increased across an organisation or within a specific industry due to merit raises. This average can vary widely depending on economic conditions, industry standards, company performance, and budget constraints.

What influences merit increases?

Merit increases can be influenced by a wide range of factors, including:

• Performance evaluations. Merit increases are often determined during annual or semi-annual performance reviews, where managers assess employees' performance against predefined goals and criteria.

• Budget constraints. The availability of funds within the company’s budget can impact the overall pool of money allocated for merit increases.

• Market and industry rates. Organisations may consider industry pay benchmarks and market rates to ensure their compensation remains competitive.

• Company performance. The overall financial health and performance of the company can influence the size and distribution of merit increases.

Best practices for merit increases

• Be transparent and clearly communicate the criteria (and process) for awarding merit increases to your people.

• Apply merit increase policies consistently across your organisation to avoid perceptions of bias or favouritism.

• Maintain thorough documentation of performance evaluations and the rationale for merit increases to support decisions and address any disputes.