Nice thought Disco but the further between pay reviews the better for EK. They have a whole year at discount then play catch up to the previous years inflation figures at best. By then we have moved on and another year behind the drag curve which is only getting steeper by the day.
Bi-annual pay reviews is a great fantasy. If they did anything the preference would be for reviews every 2 years. In a marginal inflational environment that might even make sense from a admin point of view.
Take the extremes: 0% inflation means no urgency for comparison. Marginal increases for years of service, the only issue. In a 1000% environment, weekly reviews required or no workforce by year end. The higher the inflation the more frequent the reviews required.
Rumour has it that EK HR is woefully behind in salary comparisons and are getting quite a few rude shocks in the sub-continent where offers are actually getting rejected. We will never see the stats on job offer rejections for the company as a whole, but those empty or hastily filled transition course places are some indication.