As inflation continues to rise and responsibilities within the finance sector increase, finance professionals are facing mounting pressure to secure salary hikes. However, recent findings indicate that many are finding it harder than ever to successfully negotiate pay raises.
A new report from Robert Half, the 2025 Salary Guide, reveals that while the demand for salary increases among finance workers remains high, negotiating terms has become significantly more difficult. The research highlights that 70% of finance employees believe that negotiating a pay raise has become more challenging than it was last year. In contrast, only 9% found the process easier, and 21% noted no change.
The report also shows that nearly half (49%) of employers acknowledge that candidates are requesting higher pay compared to previous years, further exacerbating the tension between employees and employers. According to Nicole Gorton, director at Robert Half, the findings underscore the ongoing salary conflict in today’s workforce.
“Our 2025 Salary Guide reveals the increasingly complex salary landscape shaping the job market,” Gorton said. “Employers are grappling with budget constraints, focusing on cost management, while employees are demanding higher pay. Many have not seen significant pay rises in recent years despite their hard work, and they now seek financial stability.”
Despite the challenges, the survey found that 92% of finance professionals remain determined to ask for a raise, underscoring their commitment to advancing their financial well-being.
When asked why they were seeking a salary increase, respondents cited several key reasons: 35% attributed it to increased responsibilities in their role, 34% sought a higher income, and another 34% highlighted the acquisition of new skills or qualifications. On the employer side, only 30% of employers agreed that merit justified a pay rise, with 26% stating that all employees are evaluated similarly, and other factors could influence salary decisions.
The research also explored the actions workers would take if their pay demands were not met. In response, 32% stated they would immediately leave their role or begin searching for new opportunities. Meanwhile, 38% would remain in their position while maintaining a strong work ethic, 41% would focus on professional development, and 37% would revisit the conversation at a later time.
Gorton emphasized that employees are becoming increasingly vocal about their compensation expectations, and the strain of inflation is making these issues even more pressing. “Employees are recognizing their value and are no longer hesitant to voice their concerns,” she added.
The report also identifies the most in-demand permanent roles in finance and accounting, including financial controllers, FP&A managers, finance managers, and various accounting positions.
Gorton warned that overlooking top performers could be costly for employers. “While salary increases may not always be feasible, maintaining morale, engagement, and loyalty requires transparent communication, strong benefits packages, and opportunities for professional growth,” she stated. “In today’s competitive job market, offering attractive compensation packages is crucial for both retaining talent and attracting top candidates.”
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