Singapore firms: Steady pay rises in 2026

The firm noted that specialised roles in the tech sector such as artificial intelligence (AI), cybersecurity and cloud computing professionals showed robust salary growth of 8 per cent to 12 per cent.

Among professionals in banking and financial services, HR firms found that professionals related to environmental, social and governance (ESG) compliance and disclosures are projected to enjoy strong salary increases. 

According to data findings from Robert Walters, a surge in hiring for compliance and risk projects is expected, with tightened regulations in areas like digital assets. Salary premiums will be offered to those with scarce skills and domain expertise in AI automation, risk and ESG. 

In the supply chain, procurement and logistics sector, Robert Walters found that those in specialised roles could see salary increases of 10 per cent to 15 per cent. Contract roles can expect a rise of 5 per cent to 8 per cent, said the firm, while pay rises for permanent employees are expected to “remain flat”, with companies possibly exploring non-monetary benefits.

However, data from the HR firms showed some differences in their predictions, with some prospects differing across industries.

For example, data by ManpowerGroup revealed that the construction and real estate sector had the largest proportion of employers (33 per cent) who are more likely to give more competitive increments of above 5 per cent. This is followed by the finance and insurance sector (27 per cent).

Ms Teo attributed the positive momentum in the construction and real estate sector to increased government spending on infrastructure projects, which is driving demand for skilled professionals. “With a relatively smaller talent pool, organisations in this sector are likely using higher salary increments and bonuses as strategic tools to retain experienced talents.”

Meanwhile, she added, in the finance and insurance sector, larger increments may reflect the intense competition for specialised skills in areas such as compliance, risk management and digital transformation.

On the other hand, some HR companies are expecting moderate salary increases for the construction and real estate sector. Mercer said salary increases in the real estate sector are expected to remain aligned with the market at 3.9 per cent, while those in the construction sector can expect a 3.8 per cent increase.

For the construction sector, Persol similarly expects moderate growth, but added that with an increasing focus on green building standards and digital construction technologies, specialists in sustainable architecture and project management can expect higher compensation.

Bonuses are showing signs of moderation, with 11 per cent of employers planning to offer bonuses of more than 1½ months, according to ManpowerGroup. This is a decrease from 12 per cent the previous year.

The proportion of employers planning to give employees more in bonuses has also fallen, with 34 per cent of them planning for bonuses of between one month and 1½ months in 2025-26, compared with 35 per cent in 2024-25.

But more employers (45 per cent) are awarding exactly one month’s bonus, compared with the previous year (42 per cent).

ManpowerGroup found that employers in the finance and insurance sector, as well as the tech and IT services sector, are more likely to give bonuses of more than one month.

in the region, according to Aon.

Robert Walters noted that for contract roles, employers in sales and marketing may use bonuses, stock options and non-monetary benefits such as flexible work and upskilling allowances “more aggressively” than large fixed salary increases.

Pay increases for employees who switch jobs tend to be higher.

Robert Walters, which surveyed 361 professionals and companies in Singapore in September 2025, said job switchers can expect increments of 5 per cent to 15 per cent. But those in niche areas like AI or cybersecurity can expect up to 20 per cent.

For those who are looking to switch jobs, a large share of employees – or 83 per cent of them – expect a more than 10 per cent pay rise. The firm said 23 per cent of them are likely to request a more than 20 per cent pay bump.

Aon highlighted that turnover levels in Singapore firms in the period from June 1, 2024, to June 1, 2025, remained among the highest in the region at 19.3 per cent, just behind the Philippines (20 per cent). 

The Persol report noted that as younger professionals, particularly those in the Gen Z age group of 17 to 28, are reshaping workplace expectations, the optimal job tenure for many remains one to two years. This is substantially shorter than in other Asian markets.

But notably, there were

in 2025, according to the Ministry of Manpower’s figures released on Nov 28.

The share of employed residents who changed jobs fell from 7.6 per cent in 2024 to 6.2 per cent in 2025. This bears out the

, where employees choose to hold on to their current jobs instead of pursuing new opportunities or career advancement. 

Mr Foo See Yang, managing director of Persol Singapore, said that while economic uncertainty has prompted young professionals to re-evaluate the timing of their career moves, it has not changed their preferences for mobility.

These beliefs, he said, have been shaped by their “exposure to fast-changing industries, the rise of portfolio careers, and the understanding that progression is often unlocked through movement rather than long stints in a single role”.

“Job changes remain common, but they are increasingly intentional and purpose-driven. Instead of switching jobs quickly, they ask if a new role will truly advance their skills, offer stability and prepare them for the future economy.”

Mr Foo added that when the economy slows down, people tend to hold on to their jobs a little longer, but that the “job hugging phase is often short-lived”.

“Once things improve, job movement usually picks up again, especially for those who feel stuck. Economic uncertainty usually changes how people act, not what they believe,” he said.