Each summer, professionals at EY await updates on compensation—raises, promotions, and bonuses that reflect their hard work and market trends. FY26 (summer 2025) was no exception, and Reddit’s r/Big4 and r/Accounting communities once again served as a valuable source for firsthand data.
This post breaks down the trends, numbers, and reactions from employees across the U.S. and Canada during EY’s FY26 compensation cycle.
📅 Timing of Raises & Promotions
EY’s annual compensation updates typically take effect in early August, with promotions officially effective October 1. However, salary adjustments are reflected in August or September paychecks, depending on region and payroll cycle.
“Annual pay raises come in every August, unless you get some sort of early promo… which would increase your pay in Jan.”
— Reddit user, r/Big4
📈 FY26 Raise & Bonus Patterns
Reddit threads provided a wealth of data showing that raises varied widely based on:
- Location (LCOL, MCOL, HCOL)
- Performance rating (Progressing, Differentiating, Strategic Impact)
- Service line (Audit, Tax, Consulting, Tech Risk)
- Promotion eligibility
🔍 Real Examples
| Role/Market | Raise % | Bonus | Notes |
|---|---|---|---|
| CBS (VHCOL) Senior Assoc → Supv. Assoc | ~15% | 3.6% | $135K → $158K |
| Tax, Staff 2 → Senior 1 (Midwest HCOL) | 9% | ~$5K + 3% | Broke $100K barrier |
| Tech Risk, SDC (LCOL) | 11.7% | 3.25% | Rating: Differentiating |
| Audit, Staff 1 → Staff 2 (VLCOL) | 8% | 3.25% | ~$75K → ~$81K |
| Digital Consulting, HCOL | 4% | $0 | Rating: Progressing |
| Audit FSO S3 → M1 (MCOL) | 24.5% | 10.5% | Rating: Strategic Impact |
🎯 Performance Ratings Matter—A Lot
FY26 saw stricter enforcement of bonus eligibility:
“If your ranking is ‘Progressing’ or ‘Need to Progress’ you won’t get a bonus.”
— r/Big4 thread, FY26 EY compensation
This surprised many, as previous years offered at least modest bonuses for mid-performing employees.
Ratings directly affected:
- Merit/market raises
- Promotion eligibility
- PBB (performance-based bonus) percentages
💬 Redditor Sentiment
EY’s raises drew mixed reviews this year. Some users were satisfied with double-digit gains tied to promotions. Others—particularly in consulting or with “Progressing” ratings—expressed frustration:
“EY had that 10% salary increase across the board… they said it’s going to be every year for the next 3 years… I’m skeptical.”
— r/Big4, on the $1B EY talent initiative
Many pointed out that while entry-level and new hire pay was clearly rising, raises for existing employees were inconsistent across teams and service lines.
🧾 Quick Takeaways
| Category | Summary |
|---|---|
| Raise Timing | Early August effective date; seen in Aug/Sept paychecks |
| Raise Size | Ranged from 2–5% (merit only) to 25%+ (promo + strong rating) |
| Bonuses | Reserved for “Differentiating” or higher; ~$2K–$15K common |
| Disappointment Areas | Consulting, HCOL regions with flat raises, Progressing-rated staff |
| Bright Spots | Promotions in Audit/FSO, Strategic Impact ratings, lower COL markets |
🔚 Final Thoughts
EY’s FY26 compensation cycle reflects a more performance-driven, selective bonus culture, especially as economic pressures tighten budgets. High performers were rewarded—often significantly—while average-rated employees in some practices saw minimal change.
For those aiming to maximize compensation in FY27, it’s clear that promotion + high performance ratings are key—and that bonus eligibility now has stricter gates than in prior years.
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