Enterprise Compensation Trends: Insights From Robert Half’s 2026 Salary Guide

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Large enterprises continue to make significant investments in technology, innovation and skilled talent to maintain a competitive advantage. As the 2026 Salary Guide From Robert Half shows, employee compensation trends are central to that strategy and to the challenges enterprise leaders face.

Many large companies remain concerned about securing the right talent at the right pace: leaders cite retaining top talent, the need to hire quickly and ensuring candidates have the required skills.

At the same time, compensation alignment is a growing pressure point: 74% of hiring managers at large firms say keeping up with candidates’ pay expectations will be one of their greatest challenges through 2026. With professionals increasingly confident negotiating offers, enterprise employers are refining total rewards and pay strategies to stay competitive.

What’s Driving Enterprise Compensation Trends in 2026

Enterprise hiring outlook for 2026
Total compensation takes center stage
Hybrid work and flexibility varies across large enterprises
Enterprise employers boost pay and perks to encourage on-site work
Industry-specific enterprise compensation trends
Retaining top talent in 2026

Enterprise hiring outlook for 2026

Hiring across large enterprises remains steady, though measured. More than half (57%) of employers report plans to expand teams this year, while 39% plan to maintain current staff levels and only 3% expect to freeze hiring or eliminate roles.

Enterprises are focusing on filling highly specialized positions that align with strategic business goals, particularly in finance, technology, healthcare, manufacturing and professional services. With moderate salary growth projected across most industries, employers are prioritizing total compensation strategies, perks and benefits to attract and retain top talent.

Total compensation takes center stage

Beyond streamlining hiring processes and benchmarking pay to market rates, many large companies are shifting focus from base pay alone to total compensation packages that include financial, lifestyle and well-being benefits to secure skilled talent.

Robert Half research shows:

50% of hiring managers predict adding new benefits and perks will be key to attracting skilled candidates in 2026.

53% of workers say they’d switch jobs for better financial incentives such as bonuses and stock options.

Common offerings among enterprises include 401(k) matches, paid time off and health insurance, while differentiators like childcare assistance, student loan repayment and financial wellness programs are gaining traction as employers look for new ways to stand out.

Hybrid work and flexibility varies across large enterprises

Salary isn’t the only factor shaping today’s enterprise compensation trends. Research for the 2026 Salary Guide shows that remote work options and flexible schedules remain among the top perks workers want and many employers offer.

Among HR leaders, 83% of large companies report offering hybrid work arrangements, compared with 88% of midsize and 94% of small businesses. But access often depends on role or seniority: just 19% of large firms make hybrid work available to all employees.

For enterprise employers, flexibility should no longer be a perk but a retention strategy: 70% of job seekers rank hybrid as their preferred workplace arrangement, followed by fully remote at 43% and only 29% prefer a fully in-office position.

Enterprise employers boost pay and perks to encourage on-site work

Many large enterprises are tying higher compensation to in-office presence, reflecting a renewed focus on collaboration and engagement. Seventy-eight percent of leaders at large companies agree that on-site employees are paid more than remote peers. And notably, 66% of professionals say they’d be willing to work in the office full time for higher pay.

To make on-site work more appealing, enterprise employers are enhancing the office experience with perks and amenities, including free or subsidized meals (44%), commuter benefits (46%), fitness centers (35%) and ergonomic workstations (31%).

These trends show how enterprise organizations are redefining total compensation, blending financial incentives, flexibility and well-being benefits to strengthen engagement and retention in 2026.

Industry-specific enterprise compensation trends

Across every field, enterprise organizations are showing they’re willing to pay more for skills that drive digital transformation and operational efficiency. If candidates have the skill sets enterprise organizations need most, it could set the scene for more fruitful salary negotiations for those potential hires. That’s because many large companies are already prepared to offer higher starting salaries to professionals with the skills that they consider crucial to furthering their business growth and success.

Here’s a snapshot of the specific skills enterprise companies—and SMBs—are most likely to increase starting compensation for in the year ahead. This breakdown is based on the seven professional fields in focus in Robert Half’s Salary Guide.

Finance and accounting

Enterprises are prioritizing financial reporting, data analytics, financial modeling, ERP proficiency and regulatory expertise. Companies of all sizes are likely to offer higher salaries for candidates with expertise in financial reporting. They need professionals with these skills to help them meet compliance requirements, maintain transparency with stakeholders and make more informed business decisions.

Technology

Many large enterprises are engaged in digital transformation initiatives and thus, are willing to make generous offers to candidates with hard-to-find expertise in AI and machine learning, data science, cybersecurity and cloud architecture/engineering. SMBs, which are often top targets for cybercriminals who exploit them to gain access to larger firms, are more likely to increase starting salaries for professionals with cybersecurity skills.

Marketing and creative

Large enterprises value skilled marketers who have experience with digital marketing strategy, marketing analytics, marketing automation, AI and machine learning tools, and UX optimization to help them reach and engage with global audiences, drive brand awareness and stay competitive. SMBs, on the other hand, are more focused on boosting compensation for candidates with marketing research and analytics experience and social media skills that can help them raise their profile online and attract customers.

Administrative and customer support

Both large enterprises and SMBs are willing to increase salaries for customer experience (CX) professionals, data literacy/analysis and AI-enabled workflow automation that elevates service quality. SMBs, in particular, also value team-management skills to help deliver outstanding customer experience in a competitive market.

Legal

Corporate legal departments at large companies are offering higher starting compensation for legal professionals with skills in AI governance, data privacy, compliance and risk management, legal tech automation and data-driven matter management to drive efficiency in legal processes. SMBs, meanwhile, are placing more of a premium on litigation and research/analysis capabilities.

Healthcare

Large healthcare companies are increasing salaries for administrative skills like credentialing and insurance verification, patient registration, office administration and AI/automation that can streamline operations and support the patient experience. At smaller healthcare organizations, leadership and management experience are more likely to command higher salaries.

Human resources (HR)

At large enterprises, compensation is trending toward HR talent with strategy/execution and technology implementation as well as those with proficiency in data analytics, AI and automation. SMBs are more likely to raise salaries for HR professionals with expertise in learning and development and compensation and benefits.

Retaining top talent in 2026

According to research for our latest Salary Guide, retention remains a top worry: 84% of large enterprises say they’re concerned about keeping top talent through the end of 2026, a concern shared by midsize firms (86%) and small companies (83%). While many enterprises are increasing starting pay for new hires who agree to work on-site regularly, we also see a significant percentage of companies offering hybrid work arrangements. So, while many enterprise organizations may aim to have more employees working in the office more of the time, it appears that offering flexibility in the “where” of work continues to be the key to holding onto valued talent for many of these businesses.

Ultimately, keeping top talent requires more than competitive pay—it’s about the full package. Enterprises that align flexibility with strong total compensation can create an environment that keeps employees engaged and willing to stay.

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By understanding and adapting to these enterprise compensation trends, large companies can more effectively attract and retain the skilled talent they need to power performance through 2026 and beyond.

For more insights on salary benchmarks, hiring outlooks and strategies for organizations of all sizes, explore the 2026 Salary Guide From Robert Half.

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