The Robert Walters Salary Survey is one of the most widely used global reports for tracking hiring trends, salary benchmarks, and employer behaviour across industries in 2026.
It pulls data from real placements, employer surveys, and market analysis across more than 30 countries, giving both job seekers and employers a clear picture of what is happening in the job market.
Robert Walters Salary Survey 2026
The Robert Walters Salary Survey 2026 is a global salary and hiring trends report that covers multiple industries and job roles.
It provides salary ranges, hiring insights, and labour market trends based on real recruitment data and employer feedback.
The report covers areas like finance, IT, legal, HR, and supply chain across both permanent and contract roles.
You can explore or download it directly from the official portal here.
This makes it a trusted source for both companies and professionals.
What hiring trends are shaping 2026?
Hiring in 2026 is cautious but active across many industries.
Companies are still recruiting, but they are taking longer to make decisions and focusing more on the right fit.
There is also a stronger shift toward hiring based on potential rather than only past experience.
At the same time:
- Employers are more selective with new hires
- Contract and interim roles remain important
- Businesses are investing in long-term team building
Demand for skilled professionals still exceeds supply in many sectors, which keeps competition high.
Are salaries increasing in 2026 according to the survey?
Salary growth in 2026 is steady but not aggressive.
Most increases are linked to inflation rather than large pay jumps.
In many sectors, salary growth is expected to be around 5% to 10% depending on the role and market demand.
However, companies are also offering non-cash benefits instead of large salary increases.
These include:
- Flexible work options
- Training and career development
- Improved work-life balance
This shows that total compensation is becoming more important than base salary alone.
What skills are in high demand in 2026?
The survey highlights strong demand for specialised and technical skills.
Industries are prioritising professionals who can adapt quickly and bring practical value.
In-demand areas include:
- Technology and digital transformation
- Data and analytics
- Finance and compliance
- Supply chain and logistics
Employers are focusing more on skills than job titles, especially in fast-changing industries.
This trend is pushing professionals to upgrade their skills to stay competitive.
Are employees planning to change jobs in 2026?
A large number of professionals are open to changing jobs in 2026.
Survey data shows that up to 78% of workers are considering new opportunities.
At the same time, more than half of professionals in some regions say they plan to switch roles within the year.
This movement is driven by:
- Limited salary increases
- Better opportunities elsewhere
- Desire for career growth
Employee mobility remains high, which increases competition for talent.
What are employers doing to attract and retain talent?
Employers are adjusting their strategies to keep skilled workers.
Offering competitive pay is still important, but it is no longer enough on its own.
Companies are now focusing on:
- Strong workplace culture
- Career growth opportunities
- Recognition and appreciation programs
- Flexible working conditions
Retention is becoming just as important as hiring because replacing talent is costly.
How can job seekers use the salary survey?
Job seekers can use the survey to make better career decisions.
It helps you compare your current salary with market rates and identify roles that pay more.
You can also use it to:
- Prepare for salary negotiations
- Identify high-demand skills
- Plan career moves
- Set realistic salary expectations
The survey gives you data-backed insights so you are not guessing your worth in the job market.
How can employers use the Robert Walters Salary Survey?
Employers use the survey to stay competitive in hiring and retention.
It helps businesses benchmark salaries against the market and avoid underpaying or overpaying staff.
Companies also use it to:
- Plan hiring budgets
- Design compensation structures
- Identify talent shortages
- Improve recruitment strategies
With accurate salary data, employers can make better hiring decisions and reduce staff turnover.
