Jobseekers: Explore opportunities and grow your career with us.

We know navigating Hong Kong’s job market is no easy feat. Whether you are a business leader hiring top talent or a professional seeking your next opportunity, competition is high and constantly changing.

But the 2026 Robert Half Hong Kong Salary Guide is here to help. It's packed with the latest insights on salary benchmarks and compensation trends, helping both employers and jobseekers make confident, well-informed decisions. This guide serves as a valuable tool in what we know is a complicated market and supports you in salary negotiations, workforce planning, and career exploration.

The 2026 Hong Kong Salary Guide includes projected starting salaries across four key professional fields, along with essential compensation insights. It is a trusted resource for smarter hiring, better retention strategies, and more strategic career planning.

The market at a glance: Business leaders are prioritising specialised skills to maintain a competitive edge and are trying to keep pace with shifting compensation trends while dealing with tight budgets. For jobseekers, roles that drive revenue, ensure operational continuity, or support innovation (particularly in areas like AI) are seeing stronger demand and more competitive pay. Explore our salary report to stay informed.

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

Hong Kong compensation trends

Companies are recalibrating their compensation strategies to attract the professionals essential for staying competitive, especially as digital transformation remains a key force driving specialised hiring. This shift is giving rise to several noticeable salary-related trends we’ve identified based on our independent survey among 300 full-time office workers in Hong Kong.

Even with the Hong Kong job market favouring employers, most workers report they are better equipped for salary negotiations with only 18% saying they are less confident or have no change in their confidence in negotiating a higher salary in 2026. That said, candidates are facing organisations with tighter budgets and limited flexibility, making it more challenging to secure competitive offers. For employers, the focus is on balancing cost control with fair pay to retain talent.

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of workers say they are more confident in negotiating a higher salary in 2026

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of workers say the biggest challenge when negotiating a higher salary is the lack of market data/salary information

In the current cautious job market, some workers have tempered their salary expectations despite others having more confidence. With restructuring and budgetary pressures across the board, professionals are accepting lateral moves or even lower pay when changing jobs. For many, stability, growth prospects, and long-term opportunity now weigh more heavily than immediate salary gains.

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of workers say their pay expectations have not increased in the last 12 months

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of workers state that their salary is an accurate reflection of their expertise, experience and/or level of responsibility

Many organisations continue to offer hybrid work and workers are hesitant to give up this level of workplace flexibility despite mandates being set. While none of the surveyed workers with work-from-home options said they would comply with such a request without a corresponding salary increase, the reality is that their bargaining power in this scenario remains limited.

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of workers say they would need a pay rise of 5-20% to attend the office full-time

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of employees report that they already work on-site full-time

Hong Kong professionals face a difficult decision: remain in their current role with stable pay and security or move for the possibility of a raise. While salary increases aren’t guaranteed when changing jobs, and many cite challenges in the negotiation process, those who move strategically, targeting roles with growth potential, in-demand skills, or stronger packages can unlock higher earning potential.

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of workers say their salary increased when they most recently changed employers

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of workers believe finding a new job will offer greater salary potential in 2026

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 Hong Kong.

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 projected 2026 starting salaries and salary insights in four specialisations.

Finance and accounting

Technology

Financial services

Human resources

Frequently asked questions

The Robert Half 2026 Hong Kong Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends across four professional fields: finance and accounting, financial services, technology, and human resources.
Employers can use the 2026 Robert Half 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 Hong Kong Salary Guide?

The Robert Half 2026 Hong Kong Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends across four professional fields: finance and accounting, financial services, technology, and human resources.
Employers can use the 2026 Robert Half 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 Hong Kong. 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, with little or no experience, and requires more than casual instruction or supervision to perform day-to-day duties.

50th Percentile: The candidate has the experience to consistently perform core responsibilities without direct supervision and is very comfortable with processes and subject matter associated with the role.

75th Percentile: The candidate’s value to the organisation goes far beyond the ability to perform normal job duties; the candidate has rare qualifications that enable consistent contribution in unique ways and is ready for the next career level when the opportunity becomes available.

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 Hong Kong. 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, with little or no experience, and requires more than casual instruction or supervision to perform day-to-day duties.

50th Percentile: The candidate has the experience to consistently perform core responsibilities without direct supervision and is very comfortable with processes and subject matter associated with the role.

75th Percentile: The candidate’s value to the organisation goes far beyond the ability to perform normal job duties; the candidate has rare qualifications that enable consistent contribution in unique ways and is ready for the next career level when the opportunity becomes available.

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 Hong Kong Salary Guide represent starting salaries only, meaning pay for someone new to the role. They do not include bonuses, benefits, or the Mandatory Provident Fund. 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 the Mandatory Provident Fund?

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

No, the 2026 Hong Kong Salary Guide reports starting salaries, which are the base pay ranges for new hires at the time they join the company. We present salaries in this way because 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 Hong Kong Salary Guide reports starting salaries, which are the base pay ranges for new hires at the time they join the company. We present salaries in this way because 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 Hong Kong 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 Hong Kong’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.

What factors influence (or determine) salary levels in Hong Kong?

Salary levels in Hong Kong 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 Hong Kong’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.

To access the 2026 Hong Kong Salary Guide salary data, 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).
The calculator will display the salary data, broken down into three levels to reflect experience:

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.
Another way to access the salary data in the 2026 Hong Kong Salary Guide is through each specialisation page.

Finance and accounting

Financial services

Technology

Human resources

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

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

To access the 2026 Hong Kong Salary Guide salary data, 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).
The calculator will display the salary data, broken down into three levels to reflect experience:

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.
Another way to access the salary data in the 2026 Hong Kong Salary Guide is through each specialisation page.

Finance and accounting

Financial services

Technology

Human resources

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

The non-salary benefits/perks top candidates value 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 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.