Market conditions and rising living costs are shaping compensation discussions for administrative and customer support roles—especially strategic positions requiring both digital savvy and strong interpersonal abilities. Demand continues to rise for adaptable team members who can navigate evolving tools and processes.

However, employers in Canada face challenges recruiting and retaining professionals with these vital skills. As remote work options decline and retention issues persist, companies must find new ways to attract and reward in-demand administrative and customer support talent in 2026.

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Salaries by job category

The salaries below default to national averages. Select a job category and city to find figures for a specific market. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our compensation data in three levels: low, mid and high.

Administrative

Customer Service/Call Centre

Health Care

Management

Office Services

Procurement

Job Title

Low

Mid

High

Senior Executive Assistant

80750

91500

107750

Executive Assistant

70750

80750

94000

Senior Administrative Assistant

58500

67250

75250

Administrative Assistant

53500

61250

68750

Entry-Level Administrative Assistant

48250

51750

57750

Project Coordinator

57500

67250

77750

Property Management Assistant

51250

57500

62500

Sales Assistant

51250

56500

64750

Workplace Coordinator

47000

55000

62500

Front Desk Coordinator

50500

54750

62000

Receptionist

48000

51500

58500

Records Manager

44250

47750

53500

Low

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

Mid

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

High

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

2026 administrative and customer support compensation trends

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will participate in a major digital transformation initiative in the next 2 years. will participate in a major digital transformation initiative in the next 2 years.

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of leaders say they will increase starting salaries for roles that support critical business needs, like tech upgrades. of leaders say they will increase starting salaries for roles that support critical business needs, like tech upgrades.

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identify modernizing technology as a top near-term priority for transformation. identify modernizing technology as a top near-term priority for transformation.

Professionals with AI skills seeing higher compensation offers

87% of administrative and customer support leaders agree with the view that professionals with specialized skills are paid more than peers without them in the same role. Robert Half’s research shows that employers in Canada are offering higher wages to professionals with the following skills, ranked by demand:

AI-powered customer support tools

AI-driven data management

Project and program management

Customer experience

Automation tools for administrative work

Year-over-year salary gains

+2.2%

projected average increase across administrative and customer support roles

+2.9%

for customer service roles due to needing skilled agents to handle multichannel interactions and grow brand loyalty.

+2.7%

for administrative professionals such as executive assistants as they take on more strategic, tech-driven tasks.

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of leaders worry about keeping pace with compensation expectations through 2026. of leaders worry about keeping pace with compensation expectations through 2026.

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are most willing to increase salaries for candidates with specialized skills or certifications. are most willing to increase salaries for candidates with specialized skills or certifications.

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predict that including pay ranges in job descriptions will help them attract and hire skilled talent in 2026. predict that including pay ranges in job descriptions will help them attract and hire skilled talent in 2026.

New skills and expectations for administrative roles

As administrative roles evolve, with more emphasis on strategic planning and business operations, strong interpersonal skills and tech adaptability are becoming essential for higher pay.

While automation is transforming administrative workflows, human oversight remains critical for monitoring and auditing AI-driven tasks.

Hiring managers often prioritize administrative job candidates who upskill to stay relevant in a rapidly changing tech landscape.

Bridge skills gaps with contract talent

A flexible solution when permanent hiring isn’t an option

Whether you need to navigate a hiring slowdown, cover open roles, or manage workload surges and urgent deadlines, interim professionals can step in quickly with the skills and experience to help keep your business running smoothly. Supplementing your administrative or customer support team with contract talent can help you stay agile—without the long-term commitment of a full-time hire.

Top certifications and industries

Candidates with in-demand certifications are commanding higher starting salaries, notably in sectors experiencing active hiring and strong demand for specialized skills. The following certifications are the most sought-after credentials.

Certified Administrative Professional (CAP)

Certified Associate in Project Management (CAPM)

Certified Customer Service Professional (CCSP)

Direct Contact Service Professional (DCSP)

Google Workspace Administrator

HDI Customer Service Representative (HDI-CSR)

Microsoft Office Specialist (MOS)

Companies in the following sectors are willing to pay top dollar for the right combination of skills and experience. Likewise, these industries are providing the greatest opportunities for career advancement and salary growth.

Consumer products

Finance/insurance/real estate

Health care

Manufacturing

Professional services

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The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary ranges. Learn more about our salary methodology.

Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across Canada.