2026 Australia Salary Guide

Jobseekers: Explore opportunities and grow your career with us.

We know navigating Australia’s job market is no easy feat. Competition remains fierce for jobseekers looking to land their next role, and employers are struggling to keep up with technological change in tough economic conditions.

But the 2026 Robert Half Australia Salary Guide is designed to help.

It provides the latest insights on salary benchmarks and compensation trends, giving both employers and jobseekers the information they need to make confident, well-informed decisions. In a market shaped by economic shifts, specific skill shortages, and changing workplace expectations, this guide is an invaluable tool for salary negotiations, workforce planning, and career development.

Covering projected starting salaries across six core professional fields, along with key insights into benefits and bonus trends, the 2026 Australia Salary Guide is a trusted resource for smarter hiring, stronger retention strategies, and more strategic career planning in the current Australian workplace.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

Australia compensation trends

Companies are recalibrating their compensation strategies to attract professionals essential for staying competitive, especially as digital transformation remains a key force driving strategic hiring. This shift is giving rise to several noticeable salary-related trends we’ve identified based on our continuous conversations with clients and candidates, and independent survey among 500 employers across Australia.

After several challenging years marked by economic uncertainty, many Australian employers are starting to show signs of optimism. In fact, 71% expect the economic outlook to positively influence their approach to setting salaries in 2026. Meanwhile, 20% anticipate a negative impact, and the remainder foresee little change. As the job market stabilises, businesses will need to strike a careful balance between rewarding performance and managing costs.

of businesses say they use company performance/profitability to determine salary ranges for open roles they hire for regularly

of businesses say they use industry benchmarking tools to determine salary ranges for open roles they haven’t hired for before

Even in an employer-driven market, companies are willing to negotiate salaries for professionals who bring specialised skills and can deliver immediate impact. However, with many organisations operating under tight salary budgets, flexibility in compensation is key.

Businesses are turning to alternative incentives as 56% are offering (greater) workplace flexibility, 55% are increasing performance-based bonuses, and 52% are expanding professional development opportunities to secure their preferred candidates.

of companies say that candidates possessing highly specialised skills affects their willingness to increase a salary offer during negotiations

of companies say they are prepared to offer an increase between 6% and 15% on the initial salary proposal during negotiations for an average role

In a competitive job market, having the right salary listed against a role is essential to attracting the right level of skill and experience. Despite more candidates being available, setting a salary that accurately reflects the position’s responsibilities and market value helps filter out unsuitable applicants and draw in those who can truly deliver impact.

A well-calibrated salary range signals to jobseekers that an organisation values talent appropriately, improving both the quality of applications and the efficiency of the hiring process.

of businesses say the compensation they offer is fully or mostly aligned with the skills and experience needed for the roles they hire for

of businesses say the alignment between compensation and role requirements has significantly improved their ability to secure preferred candidates

While some organisations see counteroffers as a quick fix to prevent immediate turnover, they often fail to address the underlying reasons employees consider leaving, such as limited career growth, lack of flexibility, or workplace culture.

In fact, in 2025, 85% of employers say they have extended a counteroffer, but 32% of those who did state the employee had left within 12 months. Employers should focus on proactive retention strategies to build a workplace where employees stay for development, culture, and purpose, not only compensation.

of companies view counteroffers as a short-term fix that rarely solves deeper issues

of companies say the approach they prioritise in response to turnover is proactive retention strategies (like career development and ongoing salary reviews)

Why should I trust your salary numbers?

Our starting salary projections are developed through a detailed, multistep process to ensure they accurately reflect the marketplace. They’re based on real compensation data from job candidates our recruiters have successfully matched with companies across Australia.

The Salary Guide from Robert Half is the original. We’ve been publishing salary forecasts since 1950, and our guide has served as a trusted source for employers, jobseekers, industry associations, government and educational institutions, and national and local media.

Trends and salaries by specialisation

Get 2026 starting salaries and salary insights in six specialisations.

Finance and accounting

Frequently Asked Questions

The 2026 Robert Half Australia Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends across six professional fields: finance and accounting, financial services, technology, human resources, business support, and marketing.
Employers can use the 2026 Australia Salary Guide to support recruitment, retention, and workforce planning, while jobseekers can rely on it to guide career decisions and pay negotiations.

What is the 2026 Robert Half Australia Salary Guide?

The 2026 Robert Half Australia Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends across six professional fields: finance and accounting, financial services, technology, human resources, business support, and marketing.
Employers can use the 2026 Australia Salary Guide to support recruitment, retention, and workforce planning, while jobseekers can rely on it to guide career decisions and pay negotiations.

The 2026 Robert Half Salary Guide is highly accurate, using real compensation data from our placements across Australia. Salary ranges are shown across three percentiles to reflect differences in skills, experience, and qualifications.
Here’s how we define each percentile in the guide:

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. We provide 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 our guide.

How accurate is the salary data?

The 2026 Robert Half Salary Guide is highly accurate, using real compensation data from our placements across Australia. Salary ranges are shown across three percentiles to reflect differences in skills, experience, and qualifications.
Here’s how we define each percentile in the guide:

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. We provide 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 our guide.

Employers need salary guides to set pay that’s competitive with what other companies are offering. Jobseekers use them to negotiate fair compensation based on their skills and experience.
Employers should use a salary guide to:

Benchmark salaries with confidence

Support retention and workforce planning

Strengthen negotiation and decision-making

Jobseekers and employees should use a salary guide to:

Know their market value

Negotiate with confidence

Plan their career strategically

Why should I use a salary guide?

Employers need salary guides to set pay that’s competitive with what other companies are offering. Jobseekers use them to negotiate fair compensation based on their skills and experience.
Employers should use a salary guide to:

Benchmark salaries with confidence

Support retention and workforce planning

Strengthen negotiation and decision-making

Jobseekers and employees should use a salary guide to:

Know their market value

Negotiate with confidence

Plan their career strategically

No. Salaries listed in the 2026 Australia Salary Guide represent starting salaries only, meaning pay for someone new to the role. They do not include bonuses, benefits, or superannuation. Total compensation, including bonuses, merit increases, and other rewards, is discussed in the perks and benefits section of the guide.

Do salaries in the Robert Half Salary Guide include bonuses or superannuation?

No. Salaries listed in the 2026 Australia Salary Guide represent starting salaries only, meaning pay for someone new to the role. They do not include bonuses, benefits, or superannuation. Total compensation, including bonuses, merit increases, and other rewards, is discussed in the perks and benefits section of the guide.

No, the 2026 Australia Salary Guide reports starting salaries, which represent the base pay ranges for new hires at the time they join the company. Factors, such as promotions, seniority, and individual performance influence ongoing pay and can vary widely. Similarly, bonuses, incentives, and benefits are not included as these differ greatly by industry and company.

Does “starting salaries” mean they’re all entry-level, like someone just starting their career?

No, the 2026 Australia Salary Guide reports starting salaries, which represent the base pay ranges for new hires at the time they join the company. Factors, such as promotions, seniority, and individual performance influence ongoing pay and can vary widely. Similarly, bonuses, incentives, and benefits are not included as these differ greatly by industry and company.

Salary levels in Australia are influenced or determined by a mix of market, individual, and economic factors. High demand for specialised skills in sectors such as technology, banking, and finance often drives higher salaries, especially for roles tied to revenue generation and operations. At an individual level, experience, education, and in-demand certifications are key drivers of pay. Broader influences, including Australia’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.
Location can also play a big role in influencing and determining salary levels in Australia. According to the 2026 Robert Half Salary Guide, roles in these locations pay above the national average for salaries:

Sydney +9%

Perth +9%

Melbourne +3%

Brisbane +1%

What factors influence (or determine) salary levels in Australia?

Salary levels in Australia are influenced or determined by a mix of market, individual, and economic factors. High demand for specialised skills in sectors such as technology, banking, and finance often drives higher salaries, especially for roles tied to revenue generation and operations. At an individual level, experience, education, and in-demand certifications are key drivers of pay. Broader influences, including Australia’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.
Location can also play a big role in influencing and determining salary levels in Australia. According to the 2026 Robert Half Salary Guide, roles in these locations pay above the national average for salaries:

Sydney +9%

Perth +9%

Melbourne +3%

Brisbane +1%

To access the salary data in the 2026 Australia Salary Guide, go to the Salary Calculator.
Enter the job title that best matches the role you are researching (e.g., Human Resources Manager, Financial Accountant, AI Engineer).
Then type the location you want to view the salary for (Sydney, Melbourne, Brisbane or Perth).
The Salary Calculator will display the salary data, broken down into three levels to reflect experience for that role in that location:

Low (25th percentile): Represents starting-level professionals new to the role.

Mid (50th percentile/Average): Represents the average starting salary.

High (75th percentile): Represents professionals with extensive experience and high-demand skills/certifications.

The results provide a gross yearly starting salary range for the selected position, helping you benchmark your pay expectations or set a competitive offer.
If you do not pick a location, the salaries displayed will be the national averages for the role.
Another way to access the salary data in the 2026 Australia Salary Guide is on each specialisation page.

Finance and accounting

Scroll down until you see the ‘view salaries by category’ section. Select the role category you would like to see, the location, and click on ‘view salaries’. The Salary Calculator will display the salary data, broken down into three levels to reflect experience for your chosen location.

How to use the salary guide data (or Salary Calculator)?

To access the salary data in the 2026 Australia Salary Guide, go to the Salary Calculator.
Enter the job title that best matches the role you are researching (e.g., Human Resources Manager, Financial Accountant, AI Engineer).
Then type the location you want to view the salary for (Sydney, Melbourne, Brisbane or Perth).
The Salary Calculator will display the salary data, broken down into three levels to reflect experience for that role in that location:

Low (25th percentile): Represents starting-level professionals new to the role.

Mid (50th percentile/Average): Represents the average starting salary.

High (75th percentile): Represents professionals with extensive experience and high-demand skills/certifications.

The results provide a gross yearly starting salary range for the selected position, helping you benchmark your pay expectations or set a competitive offer.
If you do not pick a location, the salaries displayed will be the national averages for the role.
Another way to access the salary data in the 2026 Australia Salary Guide is on each specialisation page.

Finance and accounting

Scroll down until you see the ‘view salaries by category’ section. Select the role category you would like to see, the location, and click on ‘view salaries’. The Salary Calculator will display the salary data, broken down into three levels to reflect experience for your chosen location.

The non-salary benefits/perks top candidates value and use the most are work-life balance and flexible work arrangements, financial benefits (bonuses, stock, overtime), and family and caregiving benefits. Explore the details in the perks and benefits section of the guide.

What non-salary benefits/perks are top candidates looking for?

The non-salary benefits/perks top candidates value and use the most are work-life balance and flexible work arrangements, financial benefits (bonuses, stock, overtime), and family and caregiving benefits. Explore the details in the perks and benefits section of the guide.

The kinds of roles and industries that are covered in this 2026 Australia Salary Guide are roles in finance and accounting, technology, financial services, human resources, business support and marketing. Businesses in all industries can use these salary ranges as a benchmark.

What kind of roles and industries does this 2026 Australia Salary Guide cover?

The kinds of roles and industries that are covered in this 2026 Australia Salary Guide are roles in finance and accounting, technology, financial services, human resources, business support and marketing. Businesses in all industries can use these salary ranges as a benchmark.

It is recommended that organisations review their compensation strategy using the Australia Salary Guide at least annually, since many guides are released yearly (e.g., 2026 edition). Upon significant changes (business strategy shift, market disruption, skills shortages) organisations should also refer back to benchmarking and adjust accordingly.

How often should organisations review their compensation strategy using the Australia Salary Guide?

It is recommended that organisations review their compensation strategy using the Australia Salary Guide at least annually, since many guides are released yearly (e.g., 2026 edition). Upon significant changes (business strategy shift, market disruption, skills shortages) organisations should also refer back to benchmarking and adjust accordingly.