2024 Pay‑Rise Countdown
Last week Amazon announced a nearly 10% jump in wages for a huge chunk of its UK workforce. That was the latest sign that pay increases are becoming the headline news of 2024.
The Amazon Shockwave
The e‑commerce giant will raise the minimum hourly rate from £13.50 to £14.50. Employees who have been with Amazon for three years or more now get an extra boost to £13.50. Of course, the exact figures can vary by location, so keep an eye on your local office memo.
Union Take‑Up
The trade union GMB rolled its eyes, calling the raise “too little, too late.” It’s a polite way of saying the new pay isn’t cutting it.
Other Big‑Name Pay‑Pumps
Amazon isn’t the only household name flirting with raises. Here’s a quick rundown of 2024 pay boosts across the UK retail landscape:
- The Co‑op — raised wages by 7.3% to 10.1%
- Tesco — a solid 9.1% increase
- Ikea — a range from 5% to 10%
- Asda — 8.4%
- Currys — 9.5%
- Lidl — boosts between 5.4% and 14%
- Sainsbury’s — 9.1%
- John Lewis — a generous 10%
- Primark — 9.1%
- Holland & Barratt — 9.1%
Why It Matters
With pay jumps this widespread, it looks like better wages aren’t a perk anymore—they’re an expectation. Workers across sectors are demanding a fair share of the profits, and companies are scrambling to meet those demands or risk losing talent.
All told, 2024 is shaping up to be the year where “raise” isn’t just jargon—it’s the reality many are counting on. Keep your wallets ready, folks!
But just how high should your pay rise expectations be in 2024?
How Much of a Raise Do You Really Need to Keep Your Salary Surfacing?
Inflation in the UK has been on a wild ride this year. While the head‑count rate has slowed from its meteoric peak, it’s still hovering around 2.7%. That means if you’re making £35,404 on average, you’re owing your wallet a generous £956 just to keep pace.
Regional Show‑down: Where to Grab the Big Bite of the Raise Tomato
Everyone loves a good bargain, but some regions need a bigger slice:
- London: £1,277 – Because if you’re in the capital, you’re already surrounded by a billion‑dollar appetite.
- South East: £1,040 – Not far behind, plus you get a tea break with a view.
- East of England: £1,006 – A solid doughnut‑friendlier number.
- Scotland: £910 – St- James’s Street’s own cold, sweet slab of keep‑up.
- West Midlands: £894 – Keep your boots muddy, your wallet steady.
- South West: £885 – Because the sea breeze means you should not feel the wind of rising prices.
- North West: £873 – A fair shake for folks at the edge of the industrial revolution.
- Northern Ireland: £863 – Believe in the power of the Stormont Penguin.
- East Midlands: £860 – Keep your steamer wagons happy.
- Yorkshire and the Humber: £854 – Yorkshire’s own “spread the wealth.”
- Wales: £823 – Pick up a few extra loaves of beef.
- North East: £814 – Your ferry ride to the next salary wave.
Why “Just Now” Might be the Right Time to Brag About Your Raise
Melanie Pizzey, the globe‑trotting CEO of the Global Payroll Association, says the economic roller‑coaster is calming after the election madness and a cool rate cut. But the 2.7% creep is still there, so packing a good argument for a raise should feel natural.
“We aren’t rushing the entire economy to feel better, so you’ll have to be a patient saint,” she adds—yet patience can outshine the opportunity to pile up some green.
Employers can – and should – bump the pay rate, but only if the company’s books are healthy. It opens the possibility for a nice employee boost while preventing a “some‑biz‑needs‑a‑tune” scenario. Remember: a big bonus for directors while employees stay stuck at the same salary looks bad, and can cause a ripple that’s more damaging than a single employee’s frustration.
How to Talk About It (And Not Leave Your Team in the Dark)
Both sides need transparency. Employees shouldn’t hang upside‑down waiting for a promised increase that might never roll out. Instead, discuss pay in person during performance reviews, or if it’s an organization‑wide issue, call an all‑hands meeting. Consistency reduces angst and helps teams stay on track.
In short: know your region’s raise target, present your case, keep the company in mind, and celebrate the win together.
