Graph and download economic data for Employment Cost Index: Wages and Salaries: Private Industry Workers: Construction (ECICONWAG) from Q1 2001 to Q2 2025 about ECI, salaries, workers, private industries, construction, wages, private, industry, inflation, and USA.

Graph and download economic data for Employment Cost Index: Compensation: Private Industry Workers (ECICOM) from Q1 2001 to Q1 2025 about ECI, compensation, workers, private industries, private, industry, inflation, and USA.

As of December 2024, it was calculated that among all goods-producing, and service-providing private industry workers, employers spent more on average in compensation for those that are in a union. All private industry workers within a union cost employers an average of 59.86 U.S. dollars per hour.

United States Employment Cost Index: sa: Compensation: Private Industry data was reported at 181.200 Jun1989=100 in Dec 2005. This records an increase from the previous number of 179.800 Jun1989=100 for Sep 2005. United States Employment Cost Index: sa: Compensation: Private Industry data is updated quarterly, averaging 116.300 Jun1989=100 from Mar 1980 (Median) to Dec 2005, with 104 observations. The data reached an all-time high of 181.200 Jun1989=100 in Dec 2005 and a record low of 60.800 Jun1989=100 in Mar 1980. United States Employment Cost Index: sa: Compensation: Private Industry data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G073: National Compensation Survey: Employment Cost Index: Jun 1989=100.

United States ECI: Wages: Private Industry Workers (PW) data was reported at 132.000 Dec2005=100 in Mar 2018. This records an increase from the previous number of 130.600 Dec2005=100 for Dec 2017. United States ECI: Wages: Private Industry Workers (PW) data is updated quarterly, averaging 110.600 Dec2005=100 from Mar 2001 (Median) to Mar 2018, with 69 observations. The data reached an all-time high of 132.000 Dec2005=100 in Mar 2018 and a record low of 87.600 Dec2005=100 in Mar 2001. United States ECI: Wages: Private Industry Workers (PW) data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G072: National Compensation Survey: Employment Cost Index: Dec 2005=100.

In 2022, the year-over-year growth rate of net average earnings of full-time employees in the Hungarian private sector was estimated to reach **** percent. Moreover, this figure is expected to increase by a further **** percent in 2023.

In the second quarter of 2023, the average wage in the private sector in Tunisia grew by *** percent compared to the previous quarter. This was the lowest growth in salaries observed in the period examined. Previously, the salary growth rate peaked at *** percent in the first quarter of 2023.

United States ECI: Compensation: Private Industry Workers (PW) data was reported at 131.900 Dec2005=100 in Mar 2018. This records an increase from the previous number of 130.500 Dec2005=100 for Dec 2017. United States ECI: Compensation: Private Industry Workers (PW) data is updated quarterly, averaging 110.000 Dec2005=100 from Mar 2001 (Median) to Mar 2018, with 69 observations. The data reached an all-time high of 131.900 Dec2005=100 in Mar 2018 and a record low of 85.000 Dec2005=100 in Mar 2001. United States ECI: Compensation: Private Industry Workers (PW) data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G072: National Compensation Survey: Employment Cost Index: Dec 2005=100.

United States Employment Cost Index: sa: Wages: Private Industry data was reported at 170.500 Jun1989=100 in Dec 2005. This records an increase from the previous number of 169.400 Jun1989=100 for Sep 2005. United States Employment Cost Index: sa: Wages: Private Industry data is updated quarterly, averaging 113.450 Jun1989=100 from Mar 1980 (Median) to Dec 2005, with 104 observations. The data reached an all-time high of 170.500 Jun1989=100 in Dec 2005 and a record low of 63.100 Jun1989=100 in Mar 1980. United States Employment Cost Index: sa: Wages: Private Industry data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G073: National Compensation Survey: Employment Cost Index: Jun 1989=100.

Wages in Poland increased 9 percent in June of 2025 over the same month in the previous year. This dataset provides - Poland Wage Growth- actual values, historical data, forecast, chart, statistics, economic calendar and news.

Wages in Argentina increased 2 percent in May of 2025 over the same month in the previous year. This dataset provides - Argentina Wage Growth- actual values, historical data, forecast, chart, statistics, economic calendar and news.

The statistic shows the average salary growth of employees working for privately held companies and entities in urban China between 2010 and 2023. In 2023, the average annual income of a private enterprise employee in urban China increased nominally by approximately *** percent and real *** percent compared to the previous year. The average salary of privately owned enterprises in urban areas is generally lower than the average salary of non-private companies and organizations in China.

In the three months to May 2025, average weekly earnings in the United Kingdom grew by five percent, while pay including bonuses also grew by five percent, when compared with the same period leading to April 2024. In the same month, the inflation rate for the Consumer Price Index was 3.4 percent, indicating that wages were rising faster than prices that month. Average salaries in the UK In 2024, the average salary for full-time workers in the UK was 37,430 British pounds a year, up from 34,963 in the previous year. In London, the average annual salary was far higher than the rest of the country, at 47,455 pounds per year, compared with just 32,960 in North East England. There also still exists a noticeable gender pay gap in the UK, which was seven percent for full-time workers in 2024, down from 7.5 percent in 2023. Lastly, the monthly earnings of the top one percent in the UK was 15,887 pounds as of November 2024, far higher than even that of the average for the top five percent, who earned 7,641 pounds per month, while pay for the lowest 10 percent of earners was just 805 pounds per month. Waves of industrial action in the UK One of the main consequences of high inflation and low wage growth throughout 2022 and 2023 was an increase in industrial action in the UK. In December 2022, for example, there were approximately 830,000 working days lost due to labor disputes. Throughout this month, workers across various industry sectors were involved in industrial disputes, such as nurses, train drivers, and driving instructors. Many of the workers who took part in strikes were part of the UK's public sector, which saw far weaker wage growth than that of the private sector throughout 2022. Widespread industrial action continued into 2023, with approximately 303,000 workers involved in industrial disputes in March 2023. There was far less industrial action by 2024, however, due to settlements in many of the disputes, although some are ongoing as of 2025.

Explore a detailed dataset of employees' compensation by type and economic activity in Saudi Arabia. This dataset covers a wide range of industries, from manufacturing to healthcare, providing valuable insights for economic analysis and decision-making.

Other manufacturing, Remediation activities and other waste management services, Industry of paper and its products, Health and social work, Extraction of crude petroleum and natural gas, Social work activities without accommodation, Manufacture of food prod. and beverages, Manufacture of textiles, Financial intermediation, Motion picture, video and tv programme production, sound recording, Scientific research and development, Hotels and restaurants, Other personal service activities, Retail trade, except of motor vehicles and motorcycles, Information service activities, Manufacturing of apparel, preparing and tanning fur, Food and beverage service activities, Manufacture of food products, Manufacture of leather and related products, Repair and installation of machinery and equipment, Programming and broadcasting activities, Other mining and quarrying, Education, Manufacture of office, accounting and computing machinery, Creative, arts and entertainment activities, Insurance and pension funding, except compulsory social security, Construction, Sports activities and amusement and recreation activities, Printing and reproduction of recorded media, Travel agency, tour operator...

Saudi Arabia Follow data.kapsarc.org for timely data to advance energy economics research..Data from the Annual Economic Establishment Survey.Do not include establishments operating in the governmental and external sectors. Including establishments operating in the private and public sector and not for profit.

In 2023, an employee working for a not privately held company or organization in urban areas of China earned around ******* yuan annually on average. That year, the year-on-year growth rate of the average salary ranged at *** percent nominally and *** percent real. Regional differences in salary levels Salary levels in urban China have seen a significant rise between 2013 and 2023. During that period, average annual salaries of employees in non-private urban units have grown from around ****** to ******* yuan per year. Yet as of 2022, large income disparities still existed between different regions in China. While employees in Shanghai enjoyed the highest annual salaries on average, Henan province and Jilin province in central and northeastern China displayed the lowest average annual salaries. Regions with lower income levels are mainly located in central China or in the former centers of steel and heavy industry in Northeast China, whereas the coastal regions and municipalities in general still provide comparatively higher salaries. Occupational salary differences Moreover, a considerable salary discrepancy exists between different occupational groups in China. As of 2023, people working in IT services were atop the list earning about ******* yuan per year on average, whereas people in the financial service sector reached approximately ******* yuan. The hotels and catering sector ranked at the lower end with an average annual salary of around ****** yuan.

Graph and download economic data for Average Hourly Earnings of All Employees, Total Private (CES0500000003) from Mar 2006 to Jun 2025 about earnings, average, establishment survey, hours, wages, private, employment, and USA.

Average hourly and weekly wage rate, and median hourly and weekly wage rate by North American Industry Classification System (NAICS), type of work, gender, and age group.

Glassdoor Data for U.S. Salary Intelligence, Executive Compensation & HR Strategy Glassdoor Data is one of the most actionable and trusted sources of alternative data for understanding salary benchmarks, executive compensation, and company-level payroll dynamics. This Glassdoor Data product provides granular salary insights across thousands of U.S. companies, based directly on job titles, experience levels, and compensation submissions. Each record includes: • Company name • Job title • Location • Years of experience • Submission count • Total pay • Base and additional pay • Scrape timestamp • Source URL The dataset is designed to offer transparent, real-world compensation intelligence for roles across industries and seniority levels—without relying on external company datasets or third-party matching. Whether you're benchmarking pay levels, building compensation bands, or modeling payroll scenarios, this Glassdoor salary data delivers raw, high-signal insights to support strategic decisions across HR, finance, and analytics teams. This dataset is ideal for compensation strategists, HR teams, financial analysts, and market researchers who require consistent, transparent, and scalable compensation intelligence to support pay benchmarking, cost modeling, or workforce evaluation. Use Cases: What Problems This Glassdoor Data Solves Whether you’re building a salary model, evaluating leadership compensation trends, or enhancing your payroll benchmarking strategy, Canaria’s Glassdoor data replaces assumptions with structured, evidence-based insights. Compensation Benchmarking & Strategy • Benchmark average salary ranges, executive pay, and bonus structures by industry • Understand pay differences by company size, structure, and market positioning • Compare compensation levels across roles, sectors, and seniority levels • Support equitable pay band development and validate DEI-focused compensation initiatives • Track salary progression over time across different industries and geographies Financial Intelligence & Valuation Modeling • Integrate salary and payroll data into operating cost and DCF models • Analyze compensation-to-revenue ratios across public and private companies • Use Glassdoor executive compensation signals to estimate fiscal discipline and growth maturity • Evaluate total labor cost benchmarks across sectors to support investment or M&A models • Support startup valuation modeling using real-world salary and review signals HR Analytics & Payroll Planning • Calibrate compensation plans, equity offers, and incentive structures based on real benchmarks • Align workforce planning with external salary and benefits trends • Compare employee sentiment with compensation ratings to monitor retention risk • Understand compensation differentials across company size brackets and industries • Evaluate which employers attract and retain talent based on pay satisfaction reviews Company Analysis & Leadership Signals • Track CEO and leadership pay benchmarks to evaluate executive strategy alignment • Use Glassdoor scores and review counts to evaluate employee morale and culture • Analyze patterns in rating trends, review frequency, and compensation satisfaction • Compare compensation strategies across different growth stages and business models • Detect early warning signals through declining ratings or increasing negative reviews Who Uses Canaria’s Glassdoor Data? • HR & People Analytics teams refining salary structures • Finance and Operations teams modeling payroll scenarios • Private Equity, VC, and Corporate Strategy teams estimating workforce cost risk • Compensation Consultants benchmarking roles by industry and geography • BI and Research Analysts tracking labor cost trends and employer sentiment • KYC and corporate due diligence workflows integrating public employee reviews Summary Canaria’s Glassdoor Data product delivers verified, structured, and independently sourced salary and compensation intelligence for U.S. companies. With a focus on executive pay, workforce sentiment, and real-world salary benchmarks, it equips HR, finance, and strategy teams with the tools needed to model, analyze, and optimize compensation decisions.

From benchmarking CEO pay to understanding employee satisfaction and cost structures, this dataset supports decision-making across compensation strategy, HR planning, and company evaluation—at scale.

About Canaria Inc. Canaria Inc. is a leader in alternative data, specializing in job market intelligence, LinkedIn company data, Glassdoor salary analytics, and Google Maps location insights. We deliver clean, structured, and enriched datasets at scale using proprietary data scraping pipelines and advanced AI/LLM-based modeling, all backed by human validation. Our platform also includes Google Maps data, providing verified business location intelligence — such as addresses, coordinates, hours, categories, and ratings — which is fully matchable with our company datasets for powerful ...

The Quarterly Census of Employment and Wages (QCEW) Program is a Federal-State cooperative program between the U.S. Department of Labor’s Bureau of Labor Statistics (BLS) and the California EDD’s Labor Market Information Division (LMID). The QCEW program produces a comprehensive tabulation of employment and wage information for workers covered by California Unemployment Insurance (UI) laws and Federal workers covered by the Unemployment Compensation for Federal Employees (UCFE) program. The QCEW program serves as a near census of monthly employment and quarterly wage information by 6-digit industry codes from the North American Industry Classification System (NAICS) at the national, state, and county levels. At the national level, the QCEW program publishes employment and wage data for nearly every NAICS industry. At the state and local area level, the QCEW program publishes employment and wage data down to the 6-digit NAICS industry level, if disclosure restrictions are met. In accordance with the BLS policy, data provided to the Bureau in confidence are used only for specified statistical purposes and are not published. The BLS withholds publication of Unemployment Insurance law-covered employment and wage data for any industry level when necessary to protect the identity of cooperating employers. Data from the QCEW program serve as an important input to many BLS programs. The Current Employment Statistics and the Occupational Employment Statistics programs use the QCEW data as the benchmark source for employment. The UI administrative records collected under the QCEW program serve as a sampling frame for the BLS establishment surveys. In addition, the data serve as an input to other federal and state programs. The Bureau of Economic Analysis (BEA) of the Department of Commerce uses the QCEW data as the base for developing the wage and salary component of personal income. The U.S. Department of Labor’s Employment and Training Administration (ETA) and California's EDD use the QCEW data to administer the Unemployment Insurance program. The QCEW data accurately reflect the extent of coverage of California’s UI laws and are used to measure UI revenues; national, state and local area employment; and total and UI taxable wage trends. The U.S. Department of Labor’s Bureau of Labor Statistics publishes new QCEW data in its County Employment and Wages news release on a quarterly basis. The BLS also publishes a subset of its quarterly data through the Create Customized Tables system, and full quarterly industry detail data at all geographic levels.

As of the first quarter of 2025, wages in the UK's construction services sector grew by approximately 7.5 percent compared with the same quarter of 2023, with wages growing by 5.3 percent overall.