KPMG's 2026 employment outlook found salary expectations moderating, with most respondents expecting either no change or a 3-5 per cent increase in pay.
KPMG also cited Hong Kong wage data showing the Nominal Wage Index rose 3.3 per cent and the Real Wage Index rose 1.8 per cent as of September 2025, pointing to cautious real pay growth.
Pay outcomes differed by level: 76 per cent of assistant manager level or below respondents received salary increases, compared with 30 per cent of C-level respondents, according to KPMG.
Our perspective
Salary is personal. Candidates should be confident but reasonable, while employers should be open about budget reality without undervaluing good talent.
Our advice to HR partners
Employers do not always need the highest base salary. Bonus clarity, hybrid flexibility, medical coverage, training support and career pathway can make an offer more competitive.
Why the salary trend matters
Salary budget is being directed toward roles that protect revenue, improve efficiency, retain key clients or strengthen governance. Scarce skills can still attract premium offers.
Candidates should bring evidence into salary conversations. Sales growth, account size, project budget, cost saving, team size or measurable process improvement can support expectations.
Want to know how these market trends affect your hiring plans?
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