Payraise.. how much do you expect? how much did you get?

slinxy

slinxy

slinxy

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Hi all

No need to give exact figures but what percentage of a payrise are you expecting to get and what did you get?

After a year of two rounds of redundancy just before Christmas, and I expect another round soon..

It seems like underperforming staff are not going to get any bonus at all but our union has managed to secure a payraise of 6.5% for lower grades and 3.75% for the mid-grades. High grades are done on a case by case bases.

I guess should see myself luckly to be in a job but a 3.75% payraise seems a tad low with the cost of living, I was hoping for around 4% but hey.. :)
 
GreatAuk said:
Public sector, got about 6% this year following stagnation before that. Idk what to expect next year.

An interesting consequence of how they've defined 'higher earners' is that the gaps between some lower grades have really shrunk, meaning there's very little incentive for moderately experienced people to stay in post, which has probably contributed to the poor retention rates we're seeing at the moment.
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yub, some of the top tier advantages have been given to middle tier like hire purchase on a car.
and lower tiers getting a much as double percentage raise as the middle tier.

The raise in cost of living, along with the freezing of tax bands causing fiscial drag and the fact that I'm doing two people's roles at the moment... I was hoping for a 6 if not 7% but it seems very unlikely now.

The funny thing is that I work for a company that is known to beat of competition when it comes to pay to ensure staff are kept, as it's such a ***** to get the staff with the right skillset, experince and who passes all the security checks and willing to deal with all the regulations/framework and politics.

Recruitment at our place takes 9 months and often we don't find anyone suitable at the end of it.
 
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just been told that I'm getting a 4.2% payrise and a 7.25% bonus... less than last year but considering the amount of redundancies and future planned redundancies, it's better than the expected 3.75% that the union agreed.
less than last year on both the payraise and bonus but in this current market; my job is extremely well paid.
 
Haggisman said:
This has now been coupled with wanting me back in the office 2 days a week.

So that's an extra 2 hours a week of "working" time commuting, and an extra £10/month in fuel, wear and tear etc on the car, plus probably need to increase the mileage allowance on my lease.

Youngest is also starting school in September, so would have to pay after school club at £8.50/day.

So at least £100/month actual pay cut, without taking into account the relative cut from the below inflation increase.

Been told the in-office days is a month "trial period" to start with, but if it goes on past that I'll be looking for something else. Been willing to accept the poor (quite frankly insulting) increases as a trade off for the savings and convenience of working from home full time, but if that's no longer a factor then don't see any benefit to sticking around...
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They are pretty flexable with me coming into work or not.. I'm one of the very few that have site to site vpn at home.
I'm meant to come in two days a week and they are monitoring for 3 days in two weeks.. but I come and go in when I please, I try to go at least a week not to take the ****.

I've major car issues at the moment, so they not expecting me in on the short term at all.. but I end up spending most of my days on a headset in remote meetings anyway.

My team is based at my location, but the ones that are in this country all go to an office down south, but I'm up north.. plus we have members of the team that are located in other parts of the world.. so even if all the uk staff are in one office, we would have to do remote meeting for the staff who are not in the UK... but normally I'm the only person that is in my team that's at this location.

on the flipslide, someone who's new role was based up north was living down south.. he wanted this new role which required physical onsite duties in the server room, to make the matter worst he moved up to Scotland.
He expected me to do his physical onsite duties for him, as I had the skillset and permissions to do what was required. I'm not even part of his division let alone team.. and If I were to travel to the office each time on call, who's going to do my job?
Anyway I told him to spin... and if you didn't want to or can't do that part of the job he needs to speak to his manager..
his reply was "I thought it would be easiler as you only live nearby..."
 
Haggisman said:
That's different though - there's a physical aspect to that role which obviously can't be done remotely, and the guy is an idiot if he took the job expecting to be able to get out of that!

I'm 100% desktop based. I have a better setup at home than in the office (big screen, big desk, decent peripherals, no distractions). When I was in the office before, I would sit with noise cancelling headphones on 99% of the time, to drown out everyone else - I actually communicate more with my team now (on Discord) than before.

Looking at a few online calculators, my salary is effectively ~£5k down vs inflation since I started WFH - as I said, was willing to overlook that, as the flexibility and cost savings were worth it, but if those no longer exist...
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yeah tell me about it... I have to lug three or at least two laptops back and forth.. I have 2 4k 28" monitors corner desk that's well setup, a 2K office chair at home.. a better jira headset with tounch screen operations, docking station..

my work, it's well setup but not as nice as home, we have 42" screens that are just big and curve but have poor resolutions and does my eyes in, raising desks (something I can't have at home, but I don't think many will take the weight of all the stuff on it).. but the chairs do my back in.. and the worst thing is that due to office desks layout (as in they added more desks) there's less space so they stopped the coffee trollies from being used and we have to get up and join a queue for a coffee now.
 
HangTime said:
Funnily enough I was just talking about that this morning, that it's really awkward having bonuses paid in March (informed end of Feb) just before the end of the tax year, because you don't know what your earnings will be until then, meaning you don't really know whether it will tip you over the thresholds for certain benefits etc, and hence e.g. you don't know how much to overpay your pension if you're not at the £60k/year limit yet. So it's like, e.g. you put enough in the pension to ensure you still get tax free childcare, but then if the bonus is bigger than expected it puts you over the threshold and you don't know about that until you've already made 11 out of 12 pension contributions and potentially missed the window to change it anyway.

Getting paid bonus end of April sounds ideal to me because then you have nearly a whole year to course-correct for the relevant tax year based on that, rather than just a couple of weeks.
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Yub I’m in the same boat, plus I get the end of March pay with the rate of the raise.

I always budget a little wiggle head room when it comes to the taxes and put a 100% of my bonus into my pension. I’ve always seen a bonus as non guaranteed as in not expected and don’t budget with it in mind. In the past I’ve spent it frivolously.. but is retail therapy, holidays and rewarding yourself foolish?
 
I started working in 2001, the following is the percentage difference in my take home pay for each year since based on my P60s.

2001​
Not a full year off working
2002​
70.66%​
Promoted twice, first full year of working
2003​
27.42%​
Moved to working rubblish hours for more pay
2004​
6.45%​
moved to working 9-5 Monday to Friday
2005​
-0.83%​
over hang from moving to 9-5
2006​
5.01%​
just the annual pay raise
2007​
-6.74%​
company taken over bonus changed
2008​
-0.27%​
god knows what happen
2009​
39.60%​
swapped roles to move back to working directly with the prevs company
2010​
3.49%​
standard payrise but my pay very much bonus effected
2011​
-83.77%​
took redundancy so was unemployed for most of the year
2012​
321.18%​
started to work again
2013​
17.65%​
full year of work and payrise
2014​
16.45%​
swapped companies this year
2015​
11.15%​
first full year of the job
2016​
1.31%​
standard payrise
2017​
1.79%​
standard payrise
2018​
3.36%​
had to apply for a higher payrise
2019​
3.80%​
had to apply for a higher payrise
2020​
12.60%​
swapped companies during the yeat
2021​
-2.23%​
higher percentage to the pension
2022​
31.86%​
had to apply for a higher payrise and swapped companies
2023​
16.45%​
full year of the new job and payrise
 
413x said:
Jesus.
That's some detail! :D

All I know is my salary has x2 and a bit from 2019 to present and none of it was from pay rises except last 12 months.
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not hard to work out if you have access to all your p60s. I wish I kept more detailed info about my pension schemes.
my take home as x4 in the 22 years of working plus my pension payments. I didn't start paying pension till 2012.
 
EvilRob said:
Thread disproves all the 'UK wage stagnation' rubbish!
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Tbh mate, I’ve been working at different companies since November 2001, after 23 years of different roles and now with a lot more responsibilities and BS to deal with… I may take home 4x the amount that I was on, but when adjusted for inflation it works out to be about 24% pay raise.. just over 1% per year lol

Tbh, I would and was thinking of going back to my old workplace and role, taking a possible 30%+ pay cut.. lol
 
EvilRob said:
How does that work out? inflation between 2001 and now is 80% according to https://www.bankofengland.co.uk/monetary-policy/inflation/inflation-calculator
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Can’t remember what crazy maths I did… IMHO, stagnation is more affected by how people are feeling. I’ve only been above the national average wage once before in 2010, but my life style was different then and I felt that I could spend, was going on holiday away twice a year and driving a luxury car, buying designer clothes.

Now I’m quite a bit over the national average wage but all my cash is used paying off the mortgage, pension.. savings and investment.

If people don’t feel that they can spend, they don’t and the countries businesses do not grow.
 
fRostiE said:
3% last year, 2% this year... private sector tech company

we're all told its "pay for performance" and not a cost of living / inflation raise...
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Yeah, our raises are offically called "annual performance review".. but in the 2 years I've been there, the raises have been above inflation. Our bonuses are linked to the org's profit.

People who preform below the standard get's their pay frozen and put onto review, where they need to make the required improvements. Depending on their performance after the review they may get their pay back dated, I can only guess at what happens if you don't pass the review.
 
Moley said:
Got my bonus as expected this month, just checked my payslip - £13k in tax....
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You need to learn about tax avoidance

some people's pay are heavy biassed towards bonuses and commissions.. had a role once where my bouns was over a 1/3 of my yearly salary for some it was 1/2.
But while the salary was increased with yearly reviews the bonus which was a fixed amount per unit was never increased. so in theory any payraises we got was 1/3 less due to the non increasing bonus.
I imagine the people who was first on this pay structure the bonus may have been 2/3 of the yearly salary.

The company needed to replace this pay structure and did it by offering an uplift in salary by 30% and reducing the bonus to a quarterly one with maximum payout of £250 per quarter.
 
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