Inside the salary decisions companies are making in 2026

Salaries for roles regularly hired for are predominantly based on company performance/profitability (50%), guidance from HR/internal salary benchmarks (47%), and fixed salary scales (38%).
Salaries for new roles not hired before are based on industry benchmarking tools (39%), guidance from HR/internal salary benchmarks (37%), and online salary guides (36%).

Sydney, 27 January 2026 – With evolving business needs and a growing number of new or redefined roles, new independent research by specialised recruiter Robert Half reveals that companies are blending internal metrics with external intelligence to determine salaries in 2026, with a notable reliance on market data when hiring for unfamiliar positions.

Companies look inward when setting salaries for familiar roles

When determining salaries for roles they hire for regularly, employers primarily rely on internal company frameworks. However, external data sources still play a supporting role to help validate and update internal benchmarks. The most commonly used approaches include:

	Approach	% of employers
1	Company performance/profitability	50%
2	Guidance from HR/internal salary benchmarks	47%
3	Fixed salary scales	38%
4	Industry benchmarking tools	36%
5	Recommendation from direct manager	34%

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

External data drives salary decisions for new roles

For newly created or unfamiliar roles, employers place greater emphasis on external market data, while still drawing on internal reference points. The most commonly cited approaches to setting pay include:

	Approach	% of employers
1	Industry benchmarking tools	39%
2	Guidance from HR/internal salary benchmarks	37%
3	Online salary guides	36%
4	Company performance/profitability	34%
5	Fixed salary scales	34%

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

“Company profitability remains the top driver of pay for familiar roles, indicating that many businesses continue to take a budget-first approach to hiring,” says Nicole Gorton, Director at Robert Half.

“While financial performance is important, relying on it alone can leave businesses out of step with the market. Salary expectations are increasingly shaped by skills scarcity, role complexity, and external demand. Companies that balance internal performance with up-to-date market data are better positioned to attract and retain in-demand professionals, especially in sectors where salary expectations move quickly.

“As job structures evolve and skill requirements change, flexibility and adaptability are becoming core elements of effective workforce planning. Increasingly, organisations are relying on market-informed salary setting for new and emerging roles, reflecting a broader shift towards data-driven decision making,” concludes Gorton.

RobertHalf_how_salaries_are_set_Jan2026.pdf

Notes to editors

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

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