Cautious salary optimism returns as employers prepare for a changing economic cycle in 2026

71% of Australian employers say the economic outlook in Australia will positively impact their approach to setting salaries for staff in the next 12 months.
The top 3 factors that affect a company's willingness to increase a salary offer during candidate negotiations: the candidate possesses highly specialised skills (52%), years' experience (44%), and available budget (40%).
Between 6-10% is the range that 40% of companies say they are prepared to offer above the initial salary proposal during negotiations for an average role.
If they are unable to offer a candidate a salary within their expected range, the perks and benefits they do not currently offer but would be willing to offer to secure the candidate are (more) flexible work arrangements (56%), (higher) performance bonus (55%), and a one-time signing bonus (28%).

Sydney, 24 February 2026 – Australia’s economic outlook is starting to improve and, while many organisations remain disciplined on approvals and budgets, early-stage confidence is reopening salary conversations for 2026, the newly released 2026 Robert Half Salary Guide reveals.

New independent research by specialised recruiter Robert Half also reveals that businesses are open to engage in salary negotiations (99%) this year and are willing to offer alternative perks and benefits (97%) if salary expectations cannot be met.

A shift in the cycle

Early signs of improving economic conditions (even if fluctuating) are driving pay optimism among Australian businesses, as 71% say the economic outlook in Australia will positively impact their approach to setting salaries for staff in the next 12 months, likely leading to salary increases. Only 20% say the economic outlook will have a negative impact on salaries for staff, while 6% say there will be no impact and 3% are unsure.

“Employers are starting to plan for a change in the cycle, but salary growth isn’t yet widespread,” says Clinton Marks, Director at Robert Half. “With tighter approvals, fewer new projects in some businesses and more centralised decision making, organisations are being disciplined. But salary conversations are gradually opening up again. Even with a slight rise in interest rates, many businesses recognise they need to invest deliberately to stay competitive for in-demand talent.

“Employers haven’t forgotten the intensity of the last few years, and that context is shaping decisions today. With mandated office days rising, real wage growth under pressure and teams doing more with less, salary is moving back to the centre of workforce decision making but through a measured, targeted approach rather than across-the-board increases,” says Marks.

Factors that go a long way in salary negotiations

As competition for skilled talent continues, employers are carefully considering which candidate attributes warrant higher compensation. When asked about the top factors that affect their willingness to increase a salary offer during candidate negotiations, employers cited several key areas:

Factor	% of employers
The candidate possesses highly specialised skills	52%
Years' experience	44%
Available budget	40%
The seniority of the role	34%
Scarcity of qualified talent in the market	34%
People management responsibilities	29%

Independent survey commissioned by Robert Half among 500 employers in Australia.

How much wiggle room is really on the table

Employers are open to salary discussions during the recruitment process in 2026, with almost all (99%) of the surveyed leaders saying they are willing to go above the initial salary by the following amounts for an average role:

Percentage increase	% of employers
5% or less	16%
Between 6-10%	40%
Between 11-15%	29%
Between 16-20%	12%
More than 20%	2%

Independent survey commissioned by Robert Half among 500 employers in Australia.

“Specialised skills and depth of experience are the strongest levers in negotiation right now. Employers are still disciplined, but they will move quickly and decisively when a candidate brings capability that’s hard to find, particularly in areas tied to transformation and project delivery.

“Most negotiations for standard roles are landing within a 0–10% range, reflecting disciplined, targeted increases rather than broad-based lifts. But it’s not a hard ceiling. Where capability is genuinely scarce, employers will stretch further, and refreshed budgets could drive sharper movement in those areas even if the wider market stays measured,” says Marks.

Alternatives when salaries fall short

If a candidate’s salary expectations cannot be met, 97% of employers indicate they would offer alternative benefits to secure the hire, including:

(More) flexible work arrangements (56%)

(Higher) performance bonus (55%)

More professional development opportunities (52%)

A one-time signing bonus (28%)

Insurance program (26%)

More paid time off (25%)

(More) stock options (13%)

“Although competitive pay continues to underpin talent attraction, non‑financial incentives continue to gain prominence at the negotiating table. Employers are adopting more creative and flexible approaches to align with candidate expectations, especially when hiring pressures are high and salary budgets are under strain,” concludes Marks.

Top in-demand roles for 2026

Robert Half’s 2026 Salary Guide reveals the permanent roles that are in highest demand in finance and accounting, IT and technology, financial services, business support, human resources, and marketing this year, along with national average starting salaries.

Finance and accounting

Role	25th percentile	50th percentile	75th percentile
Financial Controller	$165,000	$195,000	$210,000
Finance Business Partner	$130,000	$140,000	$150,000
Finance Manager	$125,000	$145,000	$160,000
Payroll Manager	$115,000	$130,000	$170,000
Management Accountant	$100,000	$110,000	$120,000
Financial Accountant	$95,000	$105,000	$115,000
Payroll Officer	$80,000	$85,000	$90,000
AP Officer	$75,000	$80,000	$85,000
AR Officer	$75,000	$80,000	$85,000

IT and technology

Role	25th percentile	50th percentile	75th percentile
Cyber-Security Specialist	$135,000	$150,000	$180,000
Data Engineer	$125,000	$145,000	$160,000
Business Intelligence Analyst	$125,000	$140,000	$155,000
Cloud Engineer	$125,000	$155,000	$170,000
Business Analyst	$115,000	$130,000	$140,000
Systems Engineer	$110,000	$135,000	$145,000
IT Support	$70,000	$80,000	$85,000

Financial services

Role	25th percentile	50th percentile	75th percentile
Head of Financial Crime/AML	$185,000	$220,000	$270,000
Senior Operational Risk Manager	$155,000	$170,000	$195,000
Senior Compliance Manager	$155,000	$170,000	$210,000
Senior Legal Counsel	$145,000	$185,000	$265,000
Financial Crime/AML Manager	$125,000	$145,000	$160,000
Treasury Analyst	$85,000	$105,000	$140,000
Credit Risk Analyst	$60,000	$75,000	$85,000

Business support

Role	25th percentile	50th percentile	75th percentile
Company Secretary	$110,000	$120,000	$135,000
Executive Assistant	$100,000	$115,000	$125,000
Office Manager	$85,000	$100,000	$110,000
Facilities Coordinator	$75,000	$80,000	$85,000
Office Coordinator	$75,000	$80,000	$85,000
Receptionist	$65,000	$68,000	$70,000
Administrative Assistant	$65,000	$68,000	$70,000

Human resources

Role	25th percentile	50th percentile	75th percentile
HR Manager	$130,000	$145,000	$160,000
HR Business Partner	$110,000	$120,000	$140,000
Learning & Development Specialist	$105,000	$135,000	$155,000
HR Advisor	$85,000	$100,000	$115,000

Marketing

Role	25th percentile	50th percentile	75th percentile
Marketing Manager	$110,000	$140,000	$150,000
Content Manager	$100,000	$120,000	$130,000
Digital Marketing Specialist	$90,000	$100,000	$110,000
Communications Advisor	$80,000	$90,000	$100,000
Marketing Coordinator	$70,000	$75,000	$80,000
Graphic Designer	$70,000	$75,000	$80,000
Events Coordinator	$65,000	$70,000	$75,000

RobertHalf-salary negotiations-SG26-Feb2026.pdf

Notes to editors

About the Robert Half Salary Guide

The Robert Half Salary Guide is the most comprehensive and authoritative resource on starting salaries and recruitment trends in finance and accounting, financial services, technology, HR, marketing, and business support. The results and insights of the Robert Half Salary Guide are based on comprehensive analyses, local job placements, local expertise, and independent research of industry executives.

Starting salaries are not a one-size-fits-all, which is why they are separated into three percentiles. The percentiles account for differences in experience, skills, professional certifications, demand for the role, and the size/complexity of the company that’s hiring.

25th percentile

The candidate is new to the role or has limited experience and is building necessary skills.

50th percentile

The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th percentile

The candidate has extensive experience and advanced skills for the role, and may also have specialised certifications.

Note: The 25th percentile is not the lowest end of the salary range, and the 75th percentile is not the highest or a cap. Robert Half provides these percentiles because they are the ones most commonly used. Salaries outside of this range occur far less frequently and, as a result, are not included in the Robert Half Salary Guide. 

About the research

The study is developed by Robert Half and was conducted online in October 2025 by an independent research company of 500 finance, accounting, IT and technology, and HR hiring managers. Respondents are drawn from a sample of SMEs as well as large private, publicly-listed, and public sector organisations across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.

About Robert Half

Robert Half is the global, specialised talent solutions provider that helps employers find their next great hire and jobseekers uncover their next opportunity. Robert Half offers both contract and permanent placement services, and is the parent company of Protiviti, a global consulting firm. Robert Half Australia has offices in Brisbane, Melbourne, Melbourne South East, Perth, and Sydney. More information on roberthalf.com/au.   

For more information    

Courtney Fletcher

PR Manager

[email protected]

+61 421 209 304