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閱讀中文版本
- 38% of Hong Kong professionals are dissatisfied with their current salary.
- Despite stagnant wage growth, only 41% plan to change jobs in 2026.
- Career opportunities – alongside salary – play a major role in decisions to stay or leave.
Pursuing higher salaries remains a major catalyst for job mobility in Hong Kong, with 59% of job movers securing an over 10% salary increase in 2025, the highest percentage across Asia according to Hays' 2026 Asia Salary Guide.
Drawing on responses from more than 13,000 professionals across the region, the report identified three major trends shaping salary-related mobility decisions:
- rising dissatisfaction with pay,
- the growing influence of the ‘mover’s premium’ on salary growth, and
- the increasing importance of a well-rounded employer value proposition (EVP) that extends beyond compensation.
Stagnant wage growth fuels dissatisfaction
The survey found that 38% of Hong Kong professionals are dissatisfied with their current salary. This sentiment is closely tied to their pay adjustment experience: 42% did not receive a pay rise last year, while 7% experienced a salary reduction.
The outlook for 2026 remains subdued. One in four (25%) local professionals do not expect a raise this year, while 2% expect a reduction in salary.
As the gap widens between employees’ expectations and employer offerings, many professionals are reconsidering their career plans.
Salary is not the only currency
Although higher salaries (41%) remain a top motivator for job change, Hong Kong professionals also value career opportunities (44%) and job security (26%).
This broader set of priorities helps explain why job mobility was less pronounced in Hong Kong, with only 41% of local professionals planning a career change in 2026.
“Beyond pay, concerns about limited career opportunities, job security, and managerial support are shaping how people judge the value of staying with their current employer. When these expectations are not met, the motivation to move becomes even stronger,” said Adrian Lai, Regional Director of Hays Hong Kong SAR.
To retain talent, the report recommends that employers strengthen their EVP by providing clear development pathways, visible internal mobility options, and a supportive work environment that enables long-term career growth amidst shifting employee expectations.
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