Predictions for wage rises over the next year have fallen due to pension auto-enrolment, the rise in the National Minimum Wage and low inflation, according to the Chartered Institute for Personnel and Development’s latest Labour Market Outlook survey.
It predicts average basic pay rises of just 1.2% in the 12 months to December, revised down from 2% just three months ago.
However, the quarterly survey of more than 1,000 employers shows that the softening in pay growth hasn’t been accompanied by pessimism about jobs growth. Although those companies anticipating jobs growth has fallen slightly, the CIPD says the outlook is for employment growth to remain robust in the near future.
Gerwyn Davies, labour market analyst at the CIPD, says: “The feedback we’re seeing from employers suggests that official forecasts for wage inflation for 2016 are too optimistic. A significant proportion of employers have already reported increases in employment costs as reasons why they have limited pay rises in the last 12 months to 2% or less – and looking ahead these cost pressures will only increase. For example, many organisations will see further increases in labour costs as a result of the National Living Wage from April this year and the introduction of the Apprenticeship levy from April 2017. With inflation expected to remain low during 2016 and labour supply remaining strong, we shouldn’t be surprised to see pay expectations staying low. Budgets remain tight so if there are any pay rises to be given, it’s likely that employers will target financial rewards towards high-performers and those with in-demand skills that are difficult to replace, rather than the workforce as a whole.”
Among employers that weren’t able to increase pay by 2% or more in the 12 months to December 2015, the following reasons were given:
The proportion of employers that cite an ‘anticipated continuation of the current rate of inflation’ has more than doubled to 13% from 6%.
Davies adds: “Weakening pay prospects further underline the need for sustainable productivity growth, which is essential for stronger pay growth. The government is introducing an Apprenticeship levy from April 2017 with the aim of encouraging more employers to invest in developing the skills of their workforce. However, there are real question marks over whether the Levy on its own will increase the amount of training and development delivered in the workplace, and in turn, the productivity gains needed to boost pay packets. The missing link in the Government’s productivity plan is a comprehensive strategy to work with employers to boost workplace productivity, including through targeted support for SMEs and campaigns to improve people management and development practice on the ground. Employers need to play their part too, especially with conditions remaining so favourable for firms to invest in training and development and upgrading the skill content of jobs.”