Perks and benefits

2026 Robert Half China Salary Guide

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We know that getting employee benefits right requires meticulous planning. In a market where salary growth has slowed, professionals are increasingly weighing factors beyond pay. Those perks and benefits can be the difference between attracting top talent and seeing them accept an offer at a competing organisation.

In the Robert Half Salary Guide, we go beyond the numbers. We explore the key benefits that can make all the difference in attracting, engaging, and retaining top professionals in China, giving you reassurance that you are offering a competitive benefits package.

Companies can stand out in a competitive market and secure the best professionals by going beyond workplace flexibility and offering benefits that employees truly value, like financial benefits and professional development.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

(More) flexible
work
arrangements (Higher)
performance
bonus Professional
development
(e.g., training) More paid
time off One-time
signing bonus (More) stock
options Insurance (More) flexible
work
arrangements (Higher)
performance
bonus Professional
development
(e.g., training) More paid
time off One-time
signing bonus (More) stock
options Insurance

The strategic use of bonuses allows organisations to recognise employees’ significant contributions without overextending base salaries. Common types of bonuses include performance, sign-on, retention, and referral bonuses. The potential of receiving a bonus is enough to make many employees stay at their current employer or jump to one who offers them.

of employers say that bonuses are the most valued benefit among employees

of employers say they’re open to offer a one-off signing bonus when they’re unable to meet a candidate’s salary expectations

The perks and benefits China workers value the most

To attract candidates with the critical skills their teams need, employers must clearly communicate the full value of working for their company. In a market where salary growth has moderated, hiring managers benefit from emphasising what they have on offer beyond the salary. Employers can align their benefits offering with the most popular options, which, according to employers, are:

Flexible work arrangements (e.g., ability to leave early/start late, compressed hours/weeks) (31%)

Agreed bonus (i.e., annually, quarterly, monthly, ad-hoc) (31%)

Staff benefits hub (e.g., special offers, reductions, cashback scheme) (29%)

Flexible benefits program (allowance or gifts given on holidays, birthday gifts) (26%)

The current retention power play

Beyond salary, perks such as professional development, flexibility, and wellbeing support play a vital role in retention. A comprehensive benefits package can strengthen employee commitment and encourage long-term retention. Based on our research, employers also shared the top four perks and benefits they plan to offer staff to support retention in 2026.

No compensatory working days/leaving early before holidays (34%)

Flexible work arrangements (e.g., ability to leave early/start late, compressed hours/weeks) (30%)

Flexible benefits program (allowance or gifts given on holidays, birthday gifts) (28%)

Agreed bonus (i.e., annually, quarterly, monthly, ad-hoc) (26%)

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The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers across China.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses or benefits. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in October 2025. The survey gathered responses from 200 HR and hiring managers in finance, accounting, technology, supply chain and procurement from a diverse range of organisations in China, including SMEs and large companies in first-tier cities.