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Average Bonus Percentage for 2024: Industry Guide

Ryan Shank

An average bonus reflects the extra pay that employees get. It can be based on several factors but the main ones are industry standards, the nature of an employee's role, and the company's success over the financial year.

The ins and outs of average bonus percentages can be a little confusing, so this guide will unpack how they differ across sectors and what influences them.

Key Takeaways:

  • The average bonus percentage can vary widely from industry to industry.
  • There are several factors influencing how bonus percentages are determined.
  • Both employers and employees can leverage strategies to increase bonus potential.

Average Bonus Percentages by Industry

As mentioned, bonus percentages can vary quite a lot. So, here's a breakdown of how they differ across industries, as well as how they are shaped by various factors:

Tech industry

A bonus program in the tech industry is normally as dynamic as the sector itself. Companies usually structure them in a way that rewards performance and encourages innovation. For tech companies, a bonus percentage ranging from 5% to 15% of an employee's annual salary is usually considered fair.

Choosing a number within this range typically comes down to driving factors like hitting project milestones, product launches, and company financial targets. Lots of startups in this industry will use a performance bonus to reward employees and, more importantly, attract top talent in this competitive field.

Finance and banking

With finance and banking, bonuses can make up quite a large chunk of employee compensation packages, often reflecting personal and company performance.

On average, the annual bonus percentage in this sector sits at around 20.9%. The finance industry also offers the highest average nonproduction bonus at 12.3%.

These numbers are quite high for an annual bonus and are on account of how companies in this industry can afford to offer more generous bonuses.  

These bonuses are usually influenced by market conditions. During years of good financial health, bonuses tend to be higher, as banks, for example, tend to achieve better financial results.

However, when economic times are tough, bonuses might shrink. Factors like trading profits, client acquisition, and regulatory compliance all have a huge say in what a bonus looks like in this industry.

It's also worth noting that because this industry is built around numbers, employers usually have some pretty well-defined metrics for employees to qualify for year-end bonuses.


The healthcare sector is where bonus percentages vary quite a lot by role, from administrative staff to surgeons. It's also the industry that usually has the lowest average annual bonus percentage, sitting at around 1.1% to 5% of an employee's salary. Bonuses are influenced significantly by healthcare outcomes and patient satisfaction.

For example, hospitals might give out bonuses to doctors and nurses who meet high standards of patient care or help in reducing hospital readmission rates. Non-clinical staff can also earn bonuses by improving operational efficiency or enhancing patient service.

These sorts of performance-based incentives can do a lot in terms of improving healthcare quality and patient outcomes.

Retail and consumer goods

In retail and consumer goods, you'll see quite a big difference in the bonus structures of frontline retail staff and corporate employees. Take retail sales associates, for example, their bonuses might be tied to sales targets or seasonal performance.

Bonuses for retail staff are usually around 2.5% of an employee's salary.

On the other hand, corporate staff in these companies could see bonuses of 10% to 20%, usually depending on company performance and individual contributions.

This industry's bonuses also see quite a lot of seasonal variations, like increased holiday sales. However, meeting performance metrics like customer satisfaction scores can be a huge determining factor too. Bonus incentives are quite a popular tool in this industry for aligning employee efforts with corporate goals.

How Average Bonus Percentages are Determined

The bonus amount an employee will receive depends on many factors, the main ones being industry, position, and company performance. But, it's not exactly that simple. So, we've broken down these factors and more below...

Factors influencing bonus percentages

Company performance

If a company isn't hitting its financial targets, it's highly likely that bonuses will be slim to non-existent that year. But, when a company exceeds financial goals, hits big milestones, and goes beyond market expectations, it'll often share this success through more generous bonuses.

So, bonus percentages can increase significantly during profitable years. Why? Because most employers want to ensure that employees stay motivated by seeing the fruits of their labor.

When a performance bonus is well-structured, it can align individual efforts with company goals, reinforcing the connection between collective success and individual reward.

Individual performance

Individual performance is carefully assessed when allocating bonuses. Staff who exceed their targets or make notable contributions to projects often get higher bonuses. Performance-based incentives are designed to recognize and reward individual efforts that impact company success.

In industries where employee output directly influences results, like sales or production, this factor influences the typical bonus percentage. This is why companies need to implement good performance management systems to ensure fair contribution assessments.

Market conditions

Market conditions play a substantial part in shaping bonus percentages. When the economy is booming, companies offer larger bonuses because of increased profitability and competitive pressures to attract and keep talent.

During harsher economic conditions, bonus pools tend to shrink as companies tighten budgets because of reduced revenue and market stability. Understanding and predicting these trends is important for employees negotiating their compensation packages and employers refining their compensation practices.

Role and seniority

Bonus amounts and a company bonus structure can be impacted by the company structure and the nature of individual roles.

  • Entry level: At entry level, you'll find much smaller bonuses compared to mid or senior-level employees. They're also usually structured as flat amounts or a modest percentage of salary. These bonuses are geared towards rewarding new staff for meeting initial learning curves and contributing to team goals.
  • They also function as an incentive for continued professional development and integration into company culture.
  • Mid-career: Mid-career professionals can start to expect bigger bonuses. This increase reflects their increased responsibilities and company contributions. Companies usually link bonuses in this bracket to performance metrics.
  • Senior management: At a senior management level, bonuses tend to be the highest. People at this level usually have responsibilities and contributions that could make or break a company's financial year. Bonuses in this tier can have such a big impact on a company's financial health.
  • With these bonuses, companies often try to mix cash and equity-based incentives to align with the interests of executives. However, even this approach can have its problems.
  • This is also why profit sharing is one of the preferred bonus practices. Plus, you can easily integrate it with key performance indicators and a good profit sharing plan template.

Company size

The size of a company can change the size and structure of bonuses. Larger corporations usually have more formal bonus programs and standard percentages based on salary grades. But, smaller businesses might offer more flexible bonus schemes, which will likely also be smaller.

Another upside with small businesses is that they're better positioned to provide highly personalized bonuses based on their knowledge of individual circumstances and contributions.

Bonus type

There are more ways than one to pay out bonuses. Depending on the method your company chooses, the bonus percentage will be affected. Here are the most notable bonus types:

  • Cash profit sharing: A profit sharing bonus distributes a percentage of company profits among staff.
  • Referral bonus: Employee referrals account for almost half of all hires. This is why some companies look to save time and money while recruiting by giving out referral bonuses. Employees earn this bonus when they recommend job candidates who are hired and stay within the company for a certain amount of time.
  • Retention bonus: The main objective of a retention bonus is to keep employees when the company needs them the most. Companies usually pay these bonuses over a period to keep an employee motivated to stay with them.
  • Commission-based bonus: You'll see this bonus type being used a lot in sales roles. Here, the bonus percentage depends on how much revenue or sales an employee has brought in. This is also an incredibly popular model, as it directly links compensation to performance.
  • Quarterly bonus: Quarterly bonuses are simply bonuses given out four times a year. They help to keep everyone motivated, as a tangible reward is always fairly close to being given.
  • Non-monetary: Bonuses aren't always cash payouts. Sometimes, companies can give out things like company gear, extra vacation days, and professional development courses as an incentive.
  • Signing bonus: Signing bonuses are an upfront amount paid to individuals who've signed with a company. Companies in competitive industries, like the tech sector, typically benefit the most from this bonus model, as it serves to attract top talent.
  • Holiday bonus: A holiday bonus, sometimes called a Christmas bonus, is usually given out at the end of a calendar year as the holiday season starts. They can do a lot in terms of making employees feel appreciated because of how the extra cash can add to the festive cheer.
  • Spot bonus: A spot bonus is a one-time reward (usually cash) sporadically given to employees who perform well or make a noteworthy contribution. It's typically given at a manager's discretion.

Maximizing Bonus Potential

Bonuses have their fair share of complications when it comes to just how big they can be. However, there are a few strategies that both individuals and employers can use to maximize their bonus potential:

Strategies for individuals

When negotiating a bonus during the hiring process, you should always do your research. Look into industry standards and typical bonus percentages to set realistic expectations. Then, find a way to clearly articulate how your skills and experience will add value to the company to justify your bonus expectations.

Once hired, you can maximize your bonus potential by meeting and exceeding performance metrics, while demonstrating a proactive attitude. Get regular feedback from higher-ups to ensure your actions are well-aligned with company goals and adjust them as needed.

Other useful approaches include networking within the company and taking on additional responsibilities to enhance visibility and impact.

Considerations for employers

For employers, structuring a bonus program effectively is your best shot at maximizing bonuses and company success. Start by establishing measurable performance criteria that align with objectives. This ensures that your bonus program is balanced and fair in allocations so that employees are actually motivated to partake in it.

You could then combine short-term and long-term incentives to maintain employee motivation throughout the year. Additionally, conduct regular reviews and adjust your bonus structure so that it stays competitive in your industry while remaining financially sustainable.

Throughout the implementation of your bonus structure, balance fairness so that individual and team contributions are accurately reflected. When employees feel like it's an even playing field, they're more likely to work collaboratively towards company goals.

How Bonus Percentages are Calculated

Here's a straightforward explanation of how bonuses are calculated:

  1. Determine the base: Start by identifying the base salary from which the bonus will be calculated. It's usually the annual salary of the employee.
  2. Set the percentage: The bonus percentage agreed on in the employment contract or bonus policy should be applied. This percentage can vary based on the role, performance, or company profitability.
  3. Calculate the bonus: Multiply the base salary by the bonus percentage. For example, if the bonus percentage is 10% and the base salary is $50,000, the bonus would be $5,000.

Bonus calculation examples

  • Scenario 1: An entry-level employee earning $40,000 with a performance bonus of 5% would receive a $2,000 bonus.
  • Scenario 2: A mid-level manager earning $80,000 with a 15% year-end bonus for meeting company-wide targets would receive a bonus of $12,000.

Payout structures

Bonuses can be paid out in two main ways:

  • Lump sum: A one-time payment made at the end of the year or business cycle. It's straightforward and gives employees a significant amount at once.
  • Incrementally: Distributed in smaller amounts throughout the year. They're often referred to as quarterly or semi-annual bonuses. Incremental payments are good for maintaining motivation.

Tax implications and deductions

Bonuses are subject to taxation, sometimes at a higher rate than regular income, which can affect the final amount received.

Employers must withhold the right amount of taxes to ensure compliance with the IRS. Other deductions could also apply, like retirement plan contributions or health premiums, depending on company policies and employee selections.

The Future of Bonuses

As we look to the future, a few trends are emerging in terms of how bonuses are structured and rewarded. Here's a snapshot of what's next:

  • Profit sharing: More and more companies are moving towards profit sharing schemes. These allow employees to benefit directly from the company's success. This model does a lot in terms of boosting motivation and nurturing a sense of involvement in the company.
  • Stock options: Offering stock options directly aligns the interests of employees with the financial goals of the company. This encourages long-term commitment and performance.
  • Non-monetary bonuses: There's a growing trend towards offering non-monetary rewards. For example, companies are realizing how much their staff value work-life balance and wellness which is why many of them offer additional vacation days and well programs.  

The role of data analytics

Data analytics play a big role in personalizing bonus schemes so that they accurately match everyone's preferences and performance. By analyzing data on individual and team performance, companies can fine-tune their bonus packages.

This targeted approach enhances satisfaction and motivation by making employees feel appreciated while helping to keep top talent. Overall, these trends show a shift towards bonus systems that are more dynamic and personalized.

Profit Sharing Examples & the Bonus Percentage of Each

Major companies like Ford and Johnson & Johnson show exactly how profit sharing can benefit both employees and employers.

Ford's profit sharing plan is pretty strong because of the company's financial performance and commitment to employee benefits.

The plan allocates based on North American pre-tax profits. So, bonus amounts are directly linked to company success. For example, if Ford gets a pre-tax profit of $10 billion, an employee working 2,000 hours might receive a bonus of about $200.

Johnson & Johnson has a slightly different approach. They integrate their profit sharing into a 401(k) plan, which allows employees to either receive a lump sum or contribute right into their retirement plans. This flexibility, in addition to the company's generous contribution rate of 8% of profits, shows how committed they are to employee welfare.

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Ready to harness the power of profit sharing in your business? ShareWillow makes it easy to create and manage a profit sharing plan that aligns with everyone's interests and drives company success. Start for free today and explore our easy-to-use tools. They ensure transparency and fairness in how bonuses are calculated and distributed.

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FAQs on Average Bonus Percentages

What is an annual bonus?

An annual bonus is an incentive given to employees once during the financial year. They're usually based on the company's financial health, employee performance, and the achievement of predetermined targets. These bonuses are a way of recognizing and rewarding an employee's contribution to the company's success.

These bonuses can vary depending on the industry and role, usually reflecting a percentage of an employee's salary. Employers use annual bonuses to boost morale, foster loyalty, retain top talent, and synchronize company and employee efforts.

What is an average annual bonus?

An average annual bonus is usually a percentage of an employee's salary and can be a significant portion of a compensation plan. However, this can vary depending on the industry and internal company policies.

In the U.S., the average bonus as a percentage of annual salary is around 9.6%. For exempt employees (those exempt from minimum wage and overtime pay criteria), it's usually 11% of salary, 6.8% for nonexempt salaried staff, and 5.6% for hourly employees. Understanding the average annual bonus in your industry helps keep expectations realistic and guides negotiation for positions.

What is a good bonus percentage?

Anything close to the nationwide average of 8% or above might be considered a good bonus percentage. If 8% isn't possible, employers could go down to around 5% for it to still be seen as worthwhile. Around 20% of an annual salary is usually considered generous but this could still depend on the industry.

Higher bonus percentages are often associated with critical positions or exceptional contributions. But, it's important for employers to balance competitiveness, fairness, and sustainability when creating bonus plans.


Ryan is the founder of ShareWillow. He's passionate about helping businesses create incentive plans that motivate and reward employees. He previously built and sold PhoneWagon.

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