How Much Salary Should You Ask For in 2027? A Singapore Negotiation Checklist

CareerNovember 05, 2026 09:00

Singapore professional preparing salary negotiation notes with a checklist before a call with a hiring manager

"So, what are your salary expectations?" It is often asked early, sometimes in the very first call. Answer too low and you may anchor the whole offer below what the role is worth. Answer too high without evidence and you may end the conversation before it starts. The good news is that a strong answer can be prepared in advance.

In short: There is no single percentage increase that suits every job move in Singapore. The amount to ask for should be based on the market range for your role, level and industry, where your skills and scope place you within that range, and what else the offer includes. Before any negotiation, prepare three numbers (a target, an acceptable figure and a walk-away point), gather evidence for your ask, and decide which other terms you could negotiate if the salary cannot move.

Key numbers for 2027 salary conversations

80.3% of Singapore hiring managers name candidates' salary expectations as a hiring challenge (Reeracoen x Rakuten Insight, Hiring Managers Unfiltered 2025/2026, n=375).
47.5% of Singapore employees name base salary as the most important factor when choosing a job (Reeracoen x Rakuten Insight, Beyond the Paycheque 2026, n=337).
72.4% of establishments granted wage increases in 2025, down from 78.3% in 2024 (MOM, Report on Wage Practices 2025).
In July 2026, 27.9% of firms expected to raise wages in the following three months (MOM).

Why There Is No "Right" Percentage to Ask For

You may have heard rules of thumb about how much more to ask for when changing jobs. In practice, the right figure depends on the role. Official data describes wage changes for employees overall, not what an individual should ask for. For example, MOM's Report on Wage Practices 2025 found that nominal total wages for full-time resident employees who had stayed with the same employer for at least a year grew 4.9% in 2025, a figure that includes employer CPF contributions. That is useful context on the wider market, but it is not a guide to what a new role should pay you.

Employers are also paying close attention to expectations. In Reeracoen's survey of 375 Singapore hiring managers, salary expectations were the most common hiring challenge, cited by 80.3%. Based on Reeracoen's observations, this means a well-supported ask is more likely to be taken seriously than a number that simply adds a percentage to your current pay.

Step 1: Start From the Market Range

Begin with the typical basic monthly salary range for the role you are applying for, at the right level and in the right industry. Our guide to benchmarking your pay explains how to find and read the correct range.

For illustration, Reeracoen's Singapore Salary & Hiring Guide 2026/2027 places a Senior-level marketing role in the IT, telecommunications and software industry at S$5,000 to S$7,500 in basic monthly salary.

When assessing where your salary expectations should sit within a market range, consider the role's responsibilities, specialist skills, industry requirements and scope. Your experience and evidence of results should also support the figure you request.

Step 2: Set Three Numbers Before You Talk

Number	What it means	How to set it
Target	The figure you would be pleased to receive	A point in the range that reflects your strongest evidence
Acceptable	A figure you would accept, with the right overall offer	Considers the full package and the role's other benefits
Walk-away	The lowest figure that makes the move worthwhile	Considers your current pay, what you would give up and your priorities

A worked example (hypothetical): A senior marketing professional in the IT industry earns S$5,800 a month and is applying for a similar-level role with a broader regional scope. Using the example range above, they set a target of S$6,800, an acceptable figure of S$6,400 and a walk-away point of S$6,000. Their target sits in the upper part of the range because the new role adds regional responsibility, and they can point to campaign results that support it.

Your own numbers will depend on your role, evidence and priorities. The point is to decide them before the conversation, not during it.

Step 3: Build the Evidence for Your Ask

Employers are more likely to agree to a figure they can justify internally. Prepare two or three points such as:

Scope: the size of the team, budget, market or client base you are responsible for.
Results: specific outcomes you delivered, with numbers where you can share them.
Scarce skills: specialist, technical or language skills the role needs and that are hard to find.
Market evidence: the benchmark range for the role and level.

Step 4: Know What Else You Could Negotiate

If the base salary cannot move further, other terms may still be open to discussion. Possible options include a salary review after probation or after six months, start date, job title, annual leave, flexible work arrangements or a learning budget. Decide in advance which of these matter to you. (For how to value a full package, see our guide to comparing total compensation.)

What to Say: Practical Phrases for Key Moments

When you are asked about salary expectations early

"Based on my research for similar roles at this level, I'm looking at a basic salary in the range of S$[X] to S$[Y], depending on the scope of the role and the overall package. I'd be happy to discuss once I understand the role better."

When the offer is below your target

"Thank you, I'm really interested in this role. Given the regional scope we discussed and the results I've delivered in similar work, I was hoping for a basic salary closer to S$[X]. Is there flexibility on the base, or could we discuss a salary review after six months?"

When you are asked about your current salary

Be honest if you choose to share it, then bring the focus back to the role: "My current basic salary is S$[X]. Based on the broader scope of this role, I'm looking for S$[Y] to S$[Z]."

When you reach agreement

"Thank you, that works for me. Could you please send the offer in writing, including the basic salary, any bonus terms and the start date?"

If You Are Asking Your Current Employer for a Raise

The same preparation applies, with one difference: timing. Some employers review pay at set points in the year, so ask when reviews take place and raise the conversation beforehand. MOM data suggests a more cautious pay environment, with 27.9% of firms expecting to raise wages in the three months after July 2026. A request supported by market evidence and clear results, and one that also asks what you would need to achieve for a future increase, can keep the conversation constructive.

Your 2027 Salary Negotiation Checklist

Before the conversation	Done?
Market range checked for the exact role, level and industry
Target, acceptable and walk-away numbers set
Two or three pieces of evidence prepared
Other negotiable terms prioritised
Answer to "What are your salary expectations?" practised
Plan to request the final offer in writing

Common Mistakes to Avoid

Naming a single low number too early, which can anchor the offer below your target.
Comparing annual packages with monthly basic salary. Confirm you are discussing the same thing.
Mentioning offers you do not have. It can damage trust if questioned.
Negotiating before you understand the role. Scope affects what is reasonable to ask.
Accepting verbally without written terms. Ask for the offer in writing.

Negotiate With Reeracoen Singapore on Your Side

For professionals: Want help understanding what your skills are worth in 2027? Register with Reeracoen Singapore and speak with a specialist consultant about roles, market ranges and offers.

Get the guide: See salary ranges by industry, function and level in Reeracoen's Singapore Salary & Hiring Guide 2026/2027.

For employers: Want to make more competitive, market-aligned salary offers? Speak with Reeracoen Singapore's recruitment team about salary benchmarking and candidate expectations.

Frequently Asked Questions

How much salary increase should I ask for when changing jobs in Singapore?

There is no universal percentage. Base your ask on the market range for the new role, level and industry, where your skills and scope place you in that range, and the value of the full package. A figure supported by evidence is easier for an employer to agree to than a fixed percentage on top of your current pay.

How do I answer "What are your salary expectations?" in Singapore?

Give a researched range for basic monthly salary, linked to the role's scope and the overall package. For example: "Based on similar roles at this level, I'm looking at S$[X] to S$[Y], depending on the scope and package."

Should I tell a new employer my current salary?

That is your choice. If you share it, be accurate, then explain why the new role's scope supports your expected range.

Is it acceptable to negotiate a job offer in Singapore?

Yes, when it is done professionally. Salary expectations are a common topic in hiring: 80.3% of Singapore hiring managers in Reeracoen's research named them as a hiring challenge. A polite, evidence-based request is generally part of a normal hiring conversation.

How should I ask for a raise in 2027?

Find out when your employer reviews pay, prepare evidence of your results and the market range for your role, and ask before decisions are made. Also ask what you would need to achieve for a future increase.

About the Author

Valerie Ong

Regional Head of Marketing, Reeracoen Group

Valerie leads content and market insights for Reeracoen across Asia. She works closely with Reeracoen's specialist recruitment consultants to translate hiring data, salary benchmarks and labour market trends into practical guidance for Singapore's employers and professionals. Her work draws on Reeracoen's proprietary research including the annual Salary Guide, Hiring Pulse, and Hiring Manager Survey.

Language note: This article is published in English. Reeracoen Singapore also publishes selected content in Chinese and Japanese for our bilingual and Japanese-speaking professional community.

References

Ministry of Manpower. Report on Wage Practices 2025 (28 May 2026). https://www.mom.gov.sg/newsroom/press-releases/2026/0528-report-on-wage-practices-2025
Ministry of Manpower. Labour Market Report, Second Quarter 2026 (21 September 2026). https://www.mom.gov.sg/newsroom/press-releases/2026/0921-labour-market-report---second-quarter-2026
Reeracoen Singapore. Singapore Salary & Hiring Guide 2026/2027.
Reeracoen x Rakuten Insight. Hiring Managers Unfiltered: How Singapore Employers View Unemployment, Skills and Talent in 2025/2026 (n=375).
Reeracoen x Rakuten Insight. Beyond the Paycheque: Singapore Employee Sentiment Study 2026 (n=337; fieldwork October to December 2025).

Article Banner

Disclaimer

This article is for general information only and does not constitute financial, legal or career advice. Salary figures are indicative basic monthly salaries and exclude bonuses, allowances and employer CPF contributions. The worked example and sample phrases are illustrative. Official statistics are correct as of the dates cited.