Average Raise for a Promotion in 2026: What to Expect and How to Counter a Low Offer
Survey data on promotion raises, why they run well above standard merit increases, and how to respond to an offer that lands below benchmark.
The Average Promotion Raise in 2026
The average raise for a one-level promotion in 2026 is about 8.5%, according to Mercer's most recent U.S. compensation survey — roughly two and a half times a standard annual merit increase (3.1–3.2%). Employers project promoting around 9% of their workforce in 2026, down slightly from prior years, as companies grow more selective about which promotions carry a pay increase.
- A promotion raise (~8.5%) runs roughly 2.5x a standard merit increase (~3.1-3.2%) in 2026.
- Employers expect to promote about 9% of their workforce in 2026 — a slightly smaller share than in recent years.
- The 8.5% figure is an average across all promotion types — a jump spanning more organizational levels, or into a role with materially more scope, often runs higher.
- A promotion raise below this benchmark isn't automatically unreasonable, but it's worth understanding why before accepting it as final.
See what an 8.5% promotion raise is actually worth after tax — and compare it against a lower counteroffer in real take-home terms.
Compare promotion offersPromotion Raise vs. Other Raise Types
| Raise Type | 2026 Average | Multiple of Standard Merit |
|---|---|---|
| Standard merit increase | 3.1% – 3.2% | 1.0x (baseline) |
| Top-performer merit increase | ~5.6% | ~1.8x |
| One-level promotion | ~8.5% | ~2.7x |
| Job change (new employer) | 10%+ | 3x or more, highly variable |
Individual promotion raises vary widely around that average depending on how many levels the promotion spans, how far below market your current pay sits, and company-specific pay philosophy. A single-level promotion within the same broad role tends to land closer to the average; a promotion that spans a bigger jump in scope or seniority often runs meaningfully higher.
If Your Promotion Raise Is Below Benchmark
A few things worth checking before treating a below-average promotion raise as final:
- Is it a title change without a scope change? Some "promotions" are level adjustments with limited new responsibility, which reasonably pay less than a promotion into a genuinely different role.
- Was your prior salary already at or above the new role's midpoint? Compensation structures sometimes cap increases when the starting salary is already close to the new band, which can produce a smaller raise even for a substantial promotion.
- Is there a separate salary structure adjustment coming? Some companies review the pay band itself on a separate cycle from individual promotions — worth asking directly whether one is planned.
If none of those explain the gap, it's reasonable to raise it directly — citing the ~8.5% national benchmark, your added scope, and (where available) market data for the new role — and ask whether the number can be revisited, either now or at a defined future date.
Frequently Asked Questions
What is a typical raise for a promotion?
Around 8.5% on average in 2026, according to Mercer's compensation survey data — roughly 2.5 times a standard annual merit increase of 3.1-3.2%.
Is a 5% raise good for a promotion?
It's below the 2026 national average of roughly 8.5% for promotions, though whether it's reasonable depends on the specifics — how much the role's scope actually changed, and where your prior salary sat within the new role's pay band.
What percentage of employees get promoted each year?
Employers project promoting around 9% of their workforce in 2026, according to Mercer's survey data, a slightly smaller share than in recent prior years.
Should a promotion raise be higher than a merit raise?
Typically yes, and by a meaningful margin — 2026 data puts promotion raises at roughly 2.5x standard merit increases, reflecting the larger jump in scope and responsibility a promotion usually represents.
Frequently asked questions
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