Resume.org Reveals Nearly Half of U.S. Workers May Not See Pay Raises in 2025

More Than 45% of Workers Face Potential Pay Stagnation in 2025

Recent Survey Findings

A recent survey by Resume.org, conducted in October 2025, has unveiled concerning trends regarding salary raises among U.S. workers. The survey, which involved 1,000 business leaders, highlights the challenges faced by employees as companies grapple with economic uncertainties and changing workplace priorities.

Survey Highlights

The results indicate that while a vast majority of employers (95%) are planning to implement some form of raise next year, the reality for many employees may not be as straightforward. Only 15% of the surveyed companies intend to grant raises to all employees, with nearly half of respondents stating that only 50% or fewer of their workforce is likely to receive an increase in pay. This selective approach to compensation illustrates the ongoing economic pressures many organizations are negotiating, forcing companies to restrict pay raises primarily to their top-performing employees.

Among the tools employed to determine raises, performance-based adjustments rank highest at 79%, followed by adjustments based on cost of living (63%) and promotions (54%). The data reveal a troubling trend: over 20% of companies have promoted staff members without augmenting their salaries, which raises questions about company values regarding employee advancement and satisfaction.

Employers are increasingly substituting traditional pay raises with non-monetary perks. For instance, 44% of organizations provide professional development opportunities, while others offer meals or social outings (33%), extra leave (33%), or even gift cards (30%).

Implications for Employee Morale

Addressing the survey findings, experts indicate a disconnection between organizational practices and employee expectations. Dennison, a spokesperson for Resume.org, emphasizes the detrimental impact of stagnant wages on employee morale. Without even minimal raises or cost-of-living adjustments, workforce satisfaction may plummet. This is especially true for high performers, who might see a lack of raises as an indicator to seek employment elsewhere.

Furthermore, when financial increments are absent, companies must ensure that non-monetary forms of recognition, such as skill development and internal mobility, become a priority to retain talent in this shifted landscape.

Looking Forward: 2026 Outlook

Looking to the future, the survey indicates that about 78% of employers do plan to offer raises in 2026. However, the prevailing sentiment is that these increases will continue to be highly selective rather than universal. This reflects not only the current economic climate but also ongoing adjustments to workforce demands. Among organizations that anticipate implementing layoffs—21% definitively and 27% probably—there is a clear signal to employees: adaptability and skill enhancement are paramount.

In conclusion, the landscape of compensation in the U.S. is evolving amidst economic constraints and company strategies. With a majority of companies likely to continue honoring select raises, employees are encouraged to invest in skill-building and maintain strong networks to navigate potential challenges in an unpredictable job market.

Methodology

The survey was commissioned by Resume.org and carried out using Pollfish with strict demographic criteria to gauge insights effectively. It represents a cross-section of U.S. business leaders across diverse sectors. For the complete report, visit Resume.org's official page.