In today’s Belgian market, employers are placing greater emphasis on hiring professionals with specialized skills, multilingual capabilities and sector-specific expertise to strengthen operations, ensure compliance and accelerate innovation. This focus is particularly strong in roles tied to business continuity, regulatory change and revenue. While some companies are moderating their hiring plans or adjusting salary benchmarks, others are offering attractive packages to secure scarce talent in strategic roles.

The 2026 Salary Guide from Robert Half Belgium provides projected starting salaries across 4 key professional domains, combined with the latest insights into compensation trends. Whether you’re hiring, planning your workforce or evaluating your next career step, this guide is a vital resource for making informed decisions in a complex and evolving labour market.

Hiring managers: Schedule a walk-through to get customized salary data and insights from a Robert Half talent solutions professional.

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Belgium compensation trends

Companies across Belgium are rethinking their compensation strategies to attract and retain skilled professionals in an increasingly competitive and multilingual market, as well as to prepare themselves for the upcoming legislation about salary transparency. As digital transformation accelerates across sectors, it is driving demand for niche expertise and reshaping salary expectations. These insights are based on Robert Half’s latest survey of 500 hiring managers and 1.000 professionals across Belgium.

In a competitive hiring landscape, salary benchmarking remains the starting point for most compensation decisions – with 66% of employers relying on industry standards and online guides. But when professionals bring in-demand, specialized skills to the table, 61% of hiring managers say they’re prepared to offer higher salaries. For jobseekers, understanding the benchmarks – and knowing where you add extra value – can make a real difference at the negotiating table.

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of employers base salary ranges on industry benchmarks and online guides

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of employers say specialized skills influence their willingness to offer higher salaries

In Belgium’s evolving world of work, employers are navigating shifting expectations around flexibility, workplace culture and compensation. As organizations assess return-to-office strategies, salary seems to be a key lever. These findings highlight the growing importance of aligning remuneration policies with workforce preferences – especially in a market where talent is scarce, and hybrid work has become the norm across regions and industries.

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of professionals would be willing to return to the office full-time in exchange for a higher salary

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of those professionals would be willing to return to the office full-time in exchange for a 5–10% salary increase

In Belgium’s complex and multilingual job market, salary negotiation is becoming a more active part of the career journey. Thanks to benchmarking tools and evolving job roles, professionals are entering 2026 more aware of their market value. Still, emotional barriers remain a significant hurdle – especially in competitive sectors like finance, legal and tech. For employers and candidates alike, transparent conversations and data-backed insights are essential to bridge the gap between confidence and outcome.

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of professionals feel confident about negotiating a higher salary in 2026

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of professionals say fear of losing the job offer, justifying the salary and confidence are the top challenges in salary negotiations

Belgian professionals are rethinking what drives long-term earning potential. While many believe staying with their current employer could lead to better pay in 2026, changing jobs has historically delivered results for more than half of them. This contrast reflects a broader conversation in Belgium’s labour market – where retention, reward structures and internal mobility must align if companies want to keep top talent from looking elsewhere. Clarity and consistency in pay progression are more critical than ever.

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of professionals believe staying with their current employer offers greater salary potential in 2026

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of professionals say their salary increased the last time they changed employers

Why should I trust your salary numbers?

Our starting salary projections come from a detailed, multistep process that ensures our numbers accurately reflect the marketplace. They’re based on real compensation data for job candidates our recruiters have matched with companies across the country.

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, job seekers, industry associations, government and educational institutions, and national and local media.

Trends and salaries by specialization

Get projected 2026 starting salaries and salary insights in 4 specializations.

Finance and accounting

IT and digital

Legal

Administrative, HR and office support

Frequently asked questions

The 2026 Salary Guide provides hiring managers and job seekers with compensation trends and projected starting salaries across 4 professional fields. It supports employers with recruitment, retention and workforce planning while helping job candidates with career planning and pay negotiation.

What is the Robert Half Salary Guide?

The 2026 Salary Guide provides hiring managers and job seekers with compensation trends and projected starting salaries across 4 professional fields. It supports employers with recruitment, retention and workforce planning while helping job candidates with career planning and pay negotiation.

Our salary projections use real compensation data from Robert Half placements nationwide. We provide three salary percentiles because pay varies based on a candidate’s skills, experience and qualifications, and other factors.

How accurate is the Robert Half Salary Guide?

Our salary projections use real compensation data from Robert Half placements nationwide. We provide three salary percentiles because pay varies based on a candidate’s skills, experience and qualifications, and other factors.

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

Why should I use a salary guide? Why are salary guides important?

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

Yes. Use our Salary Calculator to enter your location and find figures for your market.

Can I find salaries specific to my location?

Yes. Use our Salary Calculator to enter your location and find figures for your market.

No. Salaries listed in the guide represent starting salaries only — pay for someone new to the role. They do not include bonuses or annual merit increases. 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 annual merit increases?

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

We partner with our colleagues to calculate market salary variances between cities based on local cost of living differences, labour supply and demand, and the concentration of high-paying industries in each metropolitan area.

How are market variances determined?

We partner with our colleagues to calculate market salary variances between cities based on local cost of living differences, labour supply and demand, and the concentration of high-paying industries in each metropolitan area.