Salary increases in 2025? 46% of women in region expect pay rise; men to get more bonuses
New report says men in the area could be entitled to more bonuses and other monetary benefits than women. The Bayt.com survey also found that women enjoy work-life balance policies more.
But flexible hours were available for only 25 per cent of workers, and family-based benefits such as tuition allowances or travel subsidies are few and far between.
The survey which was filled out by more than 1,200 workers in the GCC, North Africa and Levant, sought solutions to how employers could increase compensation levels, recruit employees, and know the demands of a working age.
Salary raises
Six in 10 of them (66 per cent) had not received raises in 2024, and 46 per cent of women and 34 per cent of men now expect salary increases of 20 per cent or more in 2025. One in five plans to ask for a raise by 2025 (higher expectations for wage).
Employers in the GCC said they were getting housing and allowances from their employer. Either way, about three-quarters of men who participated in the study say they’re the sole incomer, and only 31 per cent of women who participated say they support and depend on their spouse or family income.
Job mobility
Men are also more likely to change jobs than women (65% vs. 50%), as a result of looking for a higher wage or career advancement.
Younger people, specifically those between the ages of 18 and 25, experienced more turnover: more than 40 per cent were inclined to change jobs. Some have had three jobs or more in their first couple of years. The converse is true for workers aged 36 and above, who are likely to identify five or more prior roles (demonstrating job security and development).
The same survey showed that 81 per cent of the respondents have not worked at their current company for more than two years – suggesting widespread job moves in the region. Employers have their own contract provisions, reducing tenure: 48 per cent of GCC respondents have only been with their current company for 1–2 years.
Talent retention
Across the MENA region, 59 per cent of workers have an intention to quit their current roles in the near future and younger workers take the lead – they say poor pay, burnout and not enough recognition are their top drivers. Occupational toxins, office politics and favouritism also make people unhappy.
In total, 87 per cent of the population say they’ve changed jobs at least once in the past 12 months, so retention issues need to be addressed as quickly as possible by employers. The survey also revealed some critical compensation, benefit and promotion inequalities – especially for younger workers and women. When these gaps are solved, companies can better attract talent, decrease turnover, and create a more robust employee base.
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