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Finance and accounting teams are the backbone of businesses in Hong Kong, often working behind the scenes to maintain stability and deliver critical insights that guide decision-making. Finance leaders, too, are shouldering immense responsibility as they balance strategic growth with the pressures of uncertainty, regulation, and risk.

Yet despite this dedication, we know talent shortages, tighter budgets, and accelerating technological change are creating a storm of challenges that demand resilience, adaptability, and support. Additionally, the finance and accounting job market in Hong Kong continues to undergo a significant shift, shaped by global economic changes and a growing emphasis on efficiency.

That’s why we have curated the 2026 Robert Half Finance and Accounting Salary Guide to arm you with the knowledge and confidence to make the right employment decisions. Hiring top finance talent in Hong Kong or exploring your next career move as an accounting professional both come down to one critical factor: compensation.

Our Finance and Accounting Salary Guide provides salary benchmarks and compensation insights, drawn from Robert Half’s Hong Kong placement data, to help businesses stay competitive and professionals understand their true market value.

For employers, we see 2026 offering both challenges and opportunities. The key is to hire with clarity by seeking people who not only bring technical excellence but can also help guide teams through change, foster collaboration, and contribute strategically. With more senior professionals available in the market, there’s a unique opportunity to bring in top-tier senior talent who can make a lasting impact.

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

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Starting salaries can vary greatly depending on a professional’s skills and experience, company size, and demand for the role.

Corporate Finance

Financial Controlling

Financial Planning & Analysis / Business

Financial Reporting / Accounting

Financial Transformation / System

Internal Audit / Risk

Tax

Treasury

Position title

25th percentile

50th percentile

75th percentile

Corporate Finance Analyst - S / M

350000

400000

440000

Corporate Finance Analyst - L

500000

560000

640000

Corporate Finance Manager - S / M

570000

610000

680000

Corporate Finance Manager - L

810000

950000

1250000

Corporate Finance Director - L

1260000

1720000

2030000

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.

Salary range based on three percentiles The starting salaries represent gross yearly salaries. They do not include bonuses, benefits or the Mandatory Provident Fund. Small companies: S < HK$ 50 million Midsize companies: HK$ 50 million ≤ M ≤ HK$ 150 million Large companies: L > HK$ 150 million

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2026 finance and accounting compensation trends

Key insights at a glance

96%

of finance workers say a comprehensive benefits package is important for them to stay with their current employer

39%

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

82%

of finance workers say their pay expectations have increased over the last 12 months 

26%

of finance workers say their biggest challenge when negotiating salary is fear of losing the job offer

Balancing cost and capability in finance teams

Companies are taking a more strategic approach to hiring and compensation by redefining senior roles and seeking those who can wear many hats, from managing core functions to supporting digital transformation and process improvements. While this enables companies to remain agile and control costs, it makes matching talent to roles more complex. Despite uncertainty around job stability, all surveyed finance professionals say they’d consider a new role if the offer was compelling.

Improved benefits or total compensation package (59%)

Opportunities for career advancement (51%)

Better work-life balance or flexible work arrangements (50%)

A significant increase in salary (49%)

Flexibility is the new currency in finance teams

Many organisations use flexible arrangements to attract and retain finance talent. Employees value this benefit and are often unwilling to give it up without added compensation. Still, 27% of finance professionals work full-time in the office. While employers set mandates, professionals who show versatility, embrace digital change, and act as transformation partners can negotiate better benefits and compensation.

Less than 10% increase (46%)

10-20% increase (20%)

Over 20% increase (4%)

No salary increase would suffice (3%)

While salary expectations are rising, many finance professionals recognise that earning above-average pay now requires broader skills beyond traditional roles. With leaner teams and expanded responsibilities, candidates are increasingly looking for compensation that reflects this shift. For employers, this means the strongest negotiations are with professionals who demonstrate versatility, adaptability, and measurable business impact.

standard

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

standard

say they need between a 5% and 15% increase for their salary to be an accurate reflection of their expertise, experience and/or level of responsibility say they need between a 5% and 15% increase for their salary to be an accurate reflection of their expertise, experience and/or level of responsibility

Most in-demand roles, skills, and areas

Accountant

Finance Manager

Internal Audit Manager

Senior Internal Auditor

System/Project Accountant

Finance Manager

Financial Controller

Financial Analyst

Finance transformation/process re-engineering

ERP/accounting systems (SAP, Oracle, Tagetik, Yonyou, Microsoft Dynamics 365)

BI and data analytic tools (Power BI, Tableau, Python)

Microsoft Excel (pivot tables, financial modelling, data analysis)

CPA/ACCA

South-East Asia regional exposure

External audit experience

Experience working with SSC/COE or external service provider

Language skills (Mandarin, English, Cantonese)

Accounting operations/full-set accounting

Internal audit

FP&A/commercial finance/business controlling

Treasury/tax

Finance transformation

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The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers across Hong Kong.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits, or the Mandatory Provident Fund. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in August 2025. The survey gathered responses from 300 finance, accounting, financial services, and IT and technology professionals employed by a diverse range of organisations in Hong Kong, including SMEs and large companies.