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In the Netherlands, a dynamic and innovation-driven economy is shaping hiring priorities across sectors. Employers are placing strong emphasis on professionals with specialized expertise – particularly in areas like digital transformation, compliance and process optimization. With talent shortages persisting in finance, IT and administrative roles, the ability to combine technical skills with adaptability and international outlook is highly valued. At the same time, Dutch companies are balancing cost-efficiency with competitiveness. While some are revising salary frameworks in response to market shifts, others are offering tailored compensation and flexible work models to secure top talent.

The 2026 Salary Guide from Robert Half Netherlands provides projected starting salaries across three core professional fields, alongside up-to-date insights on hiring trends, in-demand skills and evolving expectations. It’s a practical tool for businesses planning their workforce – and for professionals navigating their next career move in a fast-changing labor market.

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

Netherlands' compensation trends

As the Dutch labor market continues to evolve, companies are refining their compensation strategies to stay competitive in a landscape defined by digital innovation, international talent mobility, and growing skills shortages. Employers are increasingly focused on attracting professionals with specialized expertise where digital fluency and adaptability are key.

In the Dutch job market, salary benchmarks remain a key reference point for setting pay ranges, but they’re only part of the equation. When professionals bring specialized or hard-to-find skills to the table, many employers are willing to go beyond standard ranges to stay competitive. As the war for talent intensifies, the ability to recognise and reward niche expertise is becoming a strategic advantage.

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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

Hybrid work is embedded in the Dutch workplace, but compensation still has the power to shift preferences. When a role requires full-time office presence, many professionals weigh the trade-off through salary, total rewards and practical considerations like commute and work-life balance. Employers that link in-office expectations to meaningful pay adjustments, and communicate the value clearly, stand a better chance of bringing talent back on site and keeping them engaged.

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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

Professionals in the Netherlands are entering salary discussions with greater confidence, yet many still face challenges when it comes to negotiation. From justifying their value to navigating the conversation itself, hesitation continues to hold some back. For employers, this highlights the importance of transparent pay structures. For candidates, it’s a reminder that preparation and self-awareness can make all the difference.

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of professionals feel confident about negotiating higher salary in 2026

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of professionals say a lack of negotiation skills, justifying their salary and a lack of confidence are the top challenges in salary negotiations

In the Dutch labor market, professionals are weighing long-term growth with their current employer against the proven gains of switching jobs. While many see internal progression as the path to higher pay, past experiences show that changing employers often delivers a faster salary boost. For employers, it’s a clear signal: retaining talent means offering not just stability, but visible and timely rewards.

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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 media.

Trends and salaries by specialization

Get projected 2026 starting salaries and salary insights in 3 specializations.

Finance and accounting

IT

Administrative, HR and customer support

Frequently Asked Questions

The 2026 Salary Guide provides hiring managers and job seekers with compensation trends and projected starting salaries across 3 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 3 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.

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.