Schedule a walk-throughJob seekers:Explore opportunities and grow your career.In today’s complex, evolving labour market, compensation trends remain a core focus for Canadian employers and job seekers. As organizations compete for top talent and professionals seek roles that align with their career goals and financial expectations, access to accurate, up-to-date salary data is more important than ever to make informed hiring decisions and to navigate career development in 2026.The 2026 Canada Salary Guide From Robert Half provides a comprehensive overview of compensation trends across 6 professional fields. Drawing on proprietary research, external labour market data, and targeted surveys of hiring managers and professionals, the guide offers projected salaries for a wide range of roles, along with insights into total compensation strategies.Hiring managers: Get customized salary data and insights from a Robert Half talent solutions professional.
Shifting workforce dynamics, economic uncertainty and the growing demand for new skills are prompting employers to reassess how they attract and retain talent, including the evaluation of pay ranges and non-monetary offerings to remain competitive.
While salary levels are stabilizing overall, compensation expectations remain high—especially among professionals with specialized skills. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles.of hiring managers worry about keeping up with compensation expectations through 2026.of professionals feel confident negotiating their salary when given a job offer.
On the rise: skills-based hiring
Employers across Canada are prioritizing skills over titles or tenure when evaluating potential hires and are placing a premium on specialized, business-critical expertise. Compensation trends reflect this shift, aligning more closely with the market value of specific skills.83% of employers agree with the view that professionals with specialized skills are paid more than peers without them in the same role.54% are most willing to increase salaries for candidates with specialized skills or certifications.
Salary is not the only factor candidates weigh when evaluating job offers, and the total compensation package can be a true differentiator. Our research suggests many professionals would be most willing to switch jobs for benefits and perks that promote work-life balance and financial incentives like bonuses or stock options, even if their starting salary would stay roughly the same.of hiring managers predict adding new benefits and perks will be most effective for recruiting skilled candidates in 2026.of workers say they would switch jobs for better work-life balance and remote work options.
Why you can trust our numbers
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.The guide features salary benchmarks based on real compensation data and insights from Robert Half talent solutions professionals, who are available to provide hiring managers with a customized local salary report.
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Frequently asked questions
The 2026 Canada Salary Guide provides hiring managers and job seekers with compensation trends and projected starting salaries in 6 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation.
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.
Our starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation. Starting compensation—pay for someone new to a role—can vary significantly based on factors such as a candidate’s skills, experience and certifications, as well as other factors including demand for the role and industry growth. To reflect this variability, we report our compensation data in three levels: low, mid and high, though the high level is not a cap and some salaries might increase depending on company size, industry, and other factors.
Yes. Use our Salary Calculator to enter your city 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. Explore total compensation trends for information on bonuses and other incentives.
We partner with our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area.
Robert Half’s Demand for Skilled Talent report covers hiring trends and workforce strategies across key professions. And our Labour Market Overview connects the dots between Statistics Canada data, job postings and hiring trends, giving you a clearer view of employment shifts.
