Key takeaways
- Salary growth in 2026 is expected to stay measured, with most increases in the 3% to 5% range.
- Scarce skills in technology, compliance, sales and healthcare can still support a stronger package.
- Bring evidence into salary talks; employers should be clear on range, bonus mechanics and review timing.
Salary growth in Hong Kong is expected to remain measured in 2026, although specialist capability can still influence an offer. Employers are directing budgets towards roles that protect revenue, improve efficiency, retain important customers or strengthen governance.
KPMG’s 2026 employment outlook found that most respondents expected either no salary change or an increase of 3% to 5%. The report cited Hong Kong wage data showing the Nominal Wage Index rising 3.3% and the Real Wage Index increasing 1.8% as at September 2025. Outcomes varied by seniority: 76% of respondents at assistant-manager level or below received salary increases, compared with 30% of C-level respondents.
Where skills still influence pay
Scarce capability in technology, compliance, sales and healthcare can support a stronger package where the role has direct operational or commercial importance. The premium depends on the depth of experience and how closely it matches the employer’s immediate requirement.
Advice to candidates
Bring evidence into the salary discussion. Revenue growth, account size, project budget, cost savings, team scope and measurable process improvements can support an expectation more effectively than a market figure alone.
Advice to employers
Be clear about the approved range, bonus mechanics and review timing. Where base salary is constrained, medical coverage, flexibility, training support and a credible career path can improve the overall proposition.
Our view
A good salary conversation is grounded in role scope and evidence. Candidates should understand their priorities, while employers should avoid extending a long process if the budget cannot support the required experience.
Workforce planning considerations
Consistent job grading and reliable payroll data make salary decisions easier to explain. Employers reviewing internal pay structures may also consider support with payroll outsourcing or secondment arrangements.
For a confidential discussion, contact the iTalent team, or browse our latest opportunities.
Sources
Source: KPMG, Hong Kong Employment Outlook 2026
This article is for general information only and does not constitute legal advice.