{"id":14101,"date":"2025-11-19T08:00:00","date_gmt":"2025-11-19T08:00:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=14101"},"modified":"2025-11-17T13:02:43","modified_gmt":"2025-11-17T13:02:43","slug":"pay-trends-2025-november-report","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-trends\/pay-trends-2025-november-report\/","title":{"rendered":"Pay trends 2025 | November Report"},"content":{"rendered":"\n
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By Clare Moore<\/strong>, Brightmine Communications Manager<\/p>\n\n\n\n

Public-sector settlements push the median pay award above 3% for the first time in 2025<\/strong><\/h2>\n\n\n\n

The latest data from HR data and insights provider Brightmine<\/a> shows the UK\u2019s median basic pay award has risen to 3.3% in the latest quarter, shifting above the 3% benchmark that has characterised most of 2025. This increase is driven by a series of public-sector agreements effective in August and September.<\/p>\n\n\n\n

While the headline figure has increased, the broader pattern across 2025 remains one of pay restraint. Three-quarters of this year\u2019s deals have been lower than those awarded in 2024, and just over six in 10 have been worth 3% or less, reflecting employers\u2019 continued caution.<\/p>\n\n\n\n

At the Brightmine November 2025 pay and labour market update webinar, 44% of organisations reported that their 2025 pay increase fell short of employee expectations, underscoring the tension between budgetary pressures and demands for higher awards.<\/p>\n\n\n\n

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“The move to 3.3% is notable but should be viewed in context. Public-sector settlements have lifted the median for this quarter, but the wider market continues to show a measured and cautious approach. Employers are balancing affordability pressures with employee expectations, and most remain constrained in their pay decisions.”<\/p>\n\n\n\n

– Sheila Atwood, Senior Content Manager, Data and HR Insights, Brightmine<\/p>\n<\/div>\n\n\n\n

Outlook for 2026: continued pay restraint<\/h2>\n\n\n\n

Looking into 2026, pay expectations remain centred around a 3% increase, with employers signalling another year of controlled and moderate awards. The April 2025 rise in national insurance contributions is also influencing planning, with many employers anticipating a negative impact on next year\u2019s pay decisions.<\/p>\n\n\n\n

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“Unless economic conditions improve meaningfully, most organisations are preparing for another year of tight pay budgets. Early indications suggest that 2026 pay awards are likely to remain steady – and potentially edge lower – as cost pressures continue to weigh on employers.”
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– Sheila Atwood, Senior Content Manager, Data and HR Insights, Brightmine<\/p>\n<\/div>\n\n\n\n

Brightmine November Pay Trends 2025 highlights<\/h2>\n\n\n\n

Brightmine November analysis draws on 24 pay awards implemented between 1 August and 31 October 2025, together affecting almost 461,858 UK employees. Headline findings are as follows:<\/p>\n\n\n\n

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  • Most awards cluster around the 3% band. <\/strong>A quarter (25%) of settlements delivered increases of between 2% and 2.99%, and an equal share (25%) between 3.01% and 3.99%.  <\/li>\n\n\n\n
  • Deals fall short of last year\u2019s levels.<\/strong> More than half of the latest settlements (53.3%) awarded lower deals than in 2024, with only a small share (13.3%) exceeding last year\u2019s outcomes.<\/li>\n\n\n\n
  • Public-sector deals comfortably ahead.<\/strong> On our 12-month measure (year to the end of October 2025), the median pay award now stands at 3.8% in the public sector but remains at 3% in the private sector.<\/li>\n<\/ul>\n\n\n\n

    Pay review pattern \u2013 whole economy, October 2024 to October 2025<\/h3>\n\n\n\n
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