Jobs With the Lowest and Highest Expected Pay Raises in Singapore in 2026

By Valerie Ong, Regional Marketing Manager
Published by Reeracoen Singapore, a leading recruitment agency in APAC.

Language
This article is written in English for readers in Singapore. Chinese and Japanese translations are available on our website.

Why Pay Raises in 2026 Are No Longer Evenly Distributed

For many years, salary increments in Singapore followed relatively predictable patterns. Annual reviews, cost-of-living adjustments, and market corrections meant most employees could expect steady, incremental pay growth.

Heading into 2026, that assumption no longer holds.

Insights drawn from Singapore’s Ministry of Manpower (MOM) Labour Market Developments 2025, combined with findings from Reeracoen Singapore’s Salary Guide 2025–2026 and Hiring Manager Survey 2025–2026, show that pay raises are becoming increasingly uneven and role-specific.

Rather than broad-based increases, employers are directing higher increments toward roles that are scarce, difficult to replace, or critical to business continuity, while other positions see slower or minimal growth.

This article examines:

• Which jobs are expected to see the highest pay raises in Singapore in 2026
• Which roles face lower or stagnating salary growth
• What employers and professionals should consider when planning compensation, hiring, and career moves in 2026

What’s Driving Uneven Pay Growth in 2026?

Several structural factors are reshaping how salary increases are distributed across Singapore’s labour market.

1. Selective Hiring Over Broad Expansion

According to MOM data, employment growth continues, but at a more measured pace. Employers are no longer expanding headcount indiscriminately. Instead, hiring and pay increases are targeted toward roles that deliver clear productivity or revenue impact.

2. Skills Scarcity in Critical Functions

Reeracoen Singapore’s Salary Guide 2025–2026 highlights persistent shortages in areas such as data, engineering, risk, and regulatory compliance. Where talent pools remain tight, employers are more willing to offer above-average increments to retain experienced professionals.

3. Heightened Cost and Productivity Scrutiny

Hiring managers surveyed in 2025–2026 indicate greater scrutiny on fixed costs. Pay increases are increasingly tied to measurable contribution, rather than tenure or role seniority alone.

4. Retention Risk in Hard-to-Replace Roles

Roles that carry high replacement costs or long vacancy periods often receive stronger salary protection. Employers recognise that underpaying in these functions can lead to operational disruption and higher recruitment costs.

Jobs With the Highest Expected Pay Raises in Singapore in 2026

1. Technology, Data and Digital Roles

Roles supporting digital transformation continue to see above-median salary pressure.

Based on Reeracoen’s Salary Guide and hiring activity, stronger pay growth is expected for:

• Data analysts and business intelligence professionals
• AI, automation, and systems specialists
• Cybersecurity and digital risk professionals
• Cloud, infrastructure, and systems integration roles

These professionals are valued not just for technical expertise, but for their ability to:

• Translate data into actionable business insights
• Improve productivity through automation
• Manage digital and regulatory risk

Salary increases are strongest where technical capability is paired with commercial understanding.

2. Risk, Compliance and Governance Professionals

As regulatory expectations grow more complex, risk and compliance roles remain critical.

Roles seeing stronger pay raises include:

• Risk and compliance managers
• Internal auditors
• Regulatory reporting and governance specialists

Hiring managers cite limited talent availability, the high cost of non-compliance, and the difficulty of replacing experienced professionals as key reasons for competitive salary adjustments.

3. Engineering and Advanced Manufacturing Roles

Singapore’s manufacturing sector continues to evolve toward higher value-added activities.

Higher pay growth is evident for:

• Process and production engineers
• Reliability, quality, and maintenance specialists
• Engineering managers with automation exposure

Salary pressure is strongest in roles that support:

• Operational efficiency
• Yield optimisation
• Technology integration and automation

4. Revenue-Generating and Strategic Sales Roles

While sales hiring is more selective, professionals who deliver consistent, sustainable revenue continue to see pay progression.

Roles with stronger salary outcomes include:

• B2B sales professionals with sector expertise
• Key account and regional business development roles
• Commercial roles tied to long-term client relationships

Employers are prioritising revenue stability over transactional growth.

Jobs With the Lowest Expected Pay Raises in Singapore in 2026

1. Generalist Administrative and Support Roles

Roles with easily transferable or automatable tasks are seeing below-average salary growth.

This includes:

• General administrative roles
• Basic coordination and support positions
• Roles with limited scope for skills differentiation

While these roles remain necessary, pay increases are often limited unless responsibilities expand meaningfully.

2. Oversupplied Entry-Level Roles

Some entry-level positions face slower pay growth due to:

• High candidate availability
• Lower barriers to entry
• Reduced training budgets in some organisations

Graduates in these roles may experience modest increments unless they actively build in-demand skills.

3. Roles With Limited Skills Evolution

Jobs that have not evolved in scope or complexity are at higher risk of salary stagnation.

This includes roles where:

• Tasks remain largely unchanged
• Automation or process redesign is possible
• Upskilling has not been prioritised

In 2026, skills stagnation often leads to salary stagnation.

What This Means for Employers

Compensation Must Be Targeted

Across-the-board pay increases are becoming less sustainable. Employers are increasingly:

• Prioritising increments for critical or scarce roles
• Using pay strategically to manage retention risk
• Balancing salary growth with career development and flexibility

Clear benchmarking helps organisations allocate budgets more effectively.

Retention Risk Is Uneven

Roles with high replacement difficulty carry higher retention risk. Underpaying in these functions can result in:

• Longer vacancy periods
• Higher recruitment costs
• Operational disruption

What This Means for Professionals

Pay Growth Follows Scarcity, Not Seniority

Professionals experiencing stronger salary growth typically:

• Possess in-demand or niche skills
• Demonstrate measurable business impact
• Continue upgrading their capabilities

Relying solely on years of experience is increasingly insufficient.

Career Choices Shape Salary Trajectory

Professionals should regularly assess:

• Whether their role aligns with growth sectors
• How transferable their skills are
• Which capabilities could unlock higher pay potential

Frequently Asked Questions (FAQ)

Are salary increases guaranteed in 2026?

No. Pay raises depend on role demand, skills scarcity, and business priorities.

Which sectors offer the strongest salary growth?

Technology, risk, engineering, and revenue-critical roles continue to see stronger pay pressure.

Should professionals change jobs to get higher pay?

Not necessarily. Strategic moves supported by skills alignment are more effective than frequent job changes.

How can employers manage pay expectations?

By benchmarking realistically, communicating clearly, and aligning pay with role impact.

 

For Employers
👉 Speak with Reeracoen Singapore to benchmark salaries, assess retention risks, and plan compensation strategies for 2026.

[Talk to our hiring specialists]

For Professionals
👉 Explore roles aligned with stronger salary growth and receive career guidance based on Singapore’s hiring trends.

[Submit your CV to Reeracoen Singapore]

 

🔗 Related Articles (Singapore)

You may also find these Reeracoen Singapore articles useful:
Beyond the Paycheque: What Singapore Employees Really Want in 2026
Why Paying More Is No Longer Enough to Retain Talent in Singapore
Top In-Demand Jobs in Singapore: Skills, Salaries and Hiring Trends

 

📚 References

• Ministry of Manpower (MOM), Labour Force in Singapore 2025
• Ministry of Manpower (MOM), Labour Market Developments 2025
• Reeracoen Singapore, Salary Guide 2025–2026
• Reeracoen Singapore, Hiring Manager Survey 2025–2026
• Reeracoen × Rakuten Insight, Singapore Employee Sentiment Study 2026

 

 

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