Welcome to the 2026 Salary Guide from Robert Half China

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In current market, employers in China increasingly prioritise professionals with specialised skills and industry expertise to drive innovation, enhance efficiency, and maintain a competitive edge. This is particularly evident in roles linked to revenue growth, operations, and business continuity. While some companies are taking a more measured approach to hiring or refining salary expectations, many are moving quickly to fill key replacement roles, offering competitive packages to secure top talent essential to maintaining business performance and continuity.

The 2026 Salary Guide from Robert Half provides projected starting salaries across three key professional fields, along with benefits and perks trends. It’s a vital tool for hiring, retention, workforce planning – and for professionals making informed career decisions.

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Explore the 2026 Robert Half Salary Guide

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Salary Calculator

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Salaries by profession

Check out starting salaries projected for 2026 across three specialisations. Choose your specialisation

Perks and benefits

Find out how companies are combining salaries with appealing benefits and perks. Explore the perks and benefits page

China compensation trends

Companies across China are recalibrating their compensation strategies to attract the skilled talent critical for maintaining a competitive edge. As digital transformation now becomes a key driver of hiring, this shift is shaping several emerging salary trends. These insights are drawn from our survey involving 200 local HR and hiring managers.

Specialised skills drive salary growth

While overall salary levels are stabilising, pay remains highly variable across industries and roles. Employers continue to rely on salary benchmarking tools to define compensation – but are willing to stretch budgets when candidates bring in-demand, specialised skills to the table. For professionals with expertise in niche areas, market knowledge can be a powerful tool in salary negotiations.

of employers base their salary ranges on online guides

of employers say specialised skills influence their willingness to offer higher salaries

Clear roles, stronger hires

Candidates are placing greater emphasis on how well a role aligns with their career goals. Job descriptions should go beyond generic summaries, clearly defining responsibilities, expectations, and progression paths to attract and retain skilled professionals. A well-articulated career path and strong role alignment are key to improving offer acceptance.

of employers say candidates turn down job offers due to unclear or limited career progression opportunities

of employers say candidates turn down job offers due to role misalignment with skills or career goals

Strategic pay wins talent

To compete effectively for talent, employers need to be strategic, not just generous, with pay. Rather than blanket salary increases, companies need to focus on rewarding critical or hard-to-fill roles and staying aligned with market rates. Open communication about pay and progression also helps retain existing staff and reduce counteroffers.

of employers say that the scarcity of qualified talent in the market influences their ability to offer higher salaries

of employers say counteroffers affect their ability to offer higher pay

Balancing pay growth with retention concerns

While some companies plan to implement pay increases for existing staff, overall salary growth remains steady but moderate due to cost control. Employers should align compensation with business priorities, concentrating on retaining and motivating key talent. Enhancing employee satisfaction and promoting a sense of belonging through non-monetary benefits can help maintain team stability and attractiveness while confronted with budget constraints.

of employers plan to increase salaries for existing staff in 2026

of employers plan to add flexible working hours as a new benefit in 2026 to help retain talent

Why should I trust your salary numbers?

Our starting salary projections are developed through a rigorous, multistep process to ensure they accurately reflect the marketplace. They’re based on real compensation data from job candidates our recruiters have successfully matched with firms across China.

The Salary Guide from Robert Half is the original. We’ve been releasing salary forecasts since 1950, and our guide has served as a trusted source for employers, jobseekers, and international and local media.

How much should I earn or pay?

Trends and salaries by specialisation

Get projected 2026 starting salaries and salary insights across three specialisations.

Finance and accounting

Technology

Supply chain and procurement

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Frequently asked questions

What is the Salary Guide from Robert Half?

The 2026 Robert Half Salary Guide offers hiring managers and jobseekers insights into salary trends and projected starting salaries across three specialisations, including finance and accounting, IT and technology, and supply chain and procurement. The Salary Guide assists employers with hiring, retention, and workforce planning, while helping candidates with career decisions and salary negotiations.

How accurate are the salaries in the Salary Guide from Robert Half?

The 2026 Robert Half Salary Guide is highly accurate, using real salary data from our placements across China. Salary ranges are shown across three percentiles to reflect differences in skills, experience, and qualifications.

Why should I use a salary guide?

A salary guide enables organisations to accurately benchmark compensation, manage budgets and retain talent, while empowering candidates to understand their market value, plan their career paths, and negotiate confidently. By aligning expectations, the guide fosters transparent, data-driven salary discussions.

Employers should use a salary guide to:

Benchmark pay with confidence

Support retention and workforce planning

Strengthen negotiation and decision-making

Jobseekers and employees should use a salary guide to:

Know their market value

Negotiate with confidence

Plan their career strategically

What’s the source of the non-salary data in the Salary Guide?

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.

Do salaries in the Robert Half Salary Guide include bonuses?

No. The starting salary ranges reflect base salary only. Bonuses and benefits are set out separately in the guide’s perks and benefits section to help you model total compensation.

Can I see salaries by experience level?

Yes. The guide provides pay ranges for junior, mid-level, and senior roles, helping both employers and candidates understand how skills and experience impact earning potential.

Explore a world of salary and hiring insights

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.