Singapore’s 2026 pay divide: Why some jobs are racing ahead while others barely move

Salary growth in Singapore is set to continue in 2026, but the gains will not be shared evenly. While some professionals can expect modest single-digit increments, others are on track for double-digit raises, and, in some cases, pay jumps of up to 25%.

That is the central message from the Michael Page Salary Guide Singapore 2026, showing expected pay increases ranging from 3% to 25%, depending on role, sector, and skill scarcity.

Most salary surveys point to an average annual increment of 3% to 6%. But that headline number masks sharp disparities. Demand, not tenure or loyalty, is shaping pay outcomes. Employers are paying more to secure hard-to-find skills, and even more to prevent those workers from leaving.

Across many industries, baseline increments cluster around 3% to 4%. The picture changes, however, for roles linked to regulation, technology, data, and specialised leadership.

Sector-wise salary outlook for 2026

Healthcare and life sciences stand out as the strongest performers in 2026. Average salary increases in the sector are expected to range from 10% to 15%, with high-demand roles seeing potential increases of up to 25%.

Regulatory specialists, clinical leaders, and commercial heads are among the most sought after. Tight talent supply, rising compliance demands, and expanding healthcare infrastructure have created a market where experienced professionals are increasingly difficult to replace.

Engineering and manufacturing also show strong salary momentum. Average increases sit in the 10% to 15% range, with top roles reaching 20%. Positions such as process engineers, R&D leaders, and quality assurance heads remain hard to fill, pushing pay upward.

Sales continues to be a standout for reward. Enterprise, SaaS, and key-account sales roles could see pay jumps of up to 20%, reflecting firms’ willingness to pay for professionals who can deliver revenue and manage large, complex clients.

Marketing is no longer viewed as a purely creative function. Growth marketing, brand strategy, and CRM roles are expected to see increases of 15% to 20%, as data and performance metrics become central to the discipline.

Technology cuts across almost every sector. Average tech salary increases are expected to range from 6% to 10%, while roles in Artificial Intelligence, cloud engineering, and cybersecurity may reach 18%. As firms race to secure systems, manage data, and deploy AI tools, demand remains strong.

Banking and financial services show a more measured pattern. Most roles fall within the 5% to 8% range, but pockets of higher growth exist. Compliance, digital transformation, and sustainability finance roles could see increases of 12% to 15%, reflecting tighter regulation and evolving risk demands.

Legal professionals continue to see steady gains. Regulatory, privacy, and technology counsel roles may attract increases of up to 15%, as legal risk increasingly sits at the board and enterprise level.

Human resources sits in the middle of the pay spectrum. Average increases are expected to range from 4% to 7%, though HR business partners, total rewards specialists, and learning leaders could see raises of up to 12%.

Sustainability and ESG roles continue to grow, though unevenly. Average increases range from 7% to 10%, with higher-end roles reaching 15%, particularly in reporting, decarbonisation, and sustainable finance.

At the lower end, procurement, supply chain, secretarial, and business support roles typically see increases between 3% and 8%, with fewer opportunities for outsized jumps.

Skills matter more than titles

Beyond job titles, the report highlights a deeper shift in how work is valued. Data literacy now cuts across almost every function, from finance and marketing to HR, legal, and healthcare. In many roles, comfort with data is no longer optional.

Technology knowledge has also spread beyond IT teams. Engineers work with automation tools, supply chain teams rely on planning software, HR teams use workforce analytics, and legal professionals increasingly manage privacy and cyber risk.

Regulation is another major pay driver. Healthcare, finance, legal, and sustainability professionals who can manage compliance and risk remain in short supply, and are priced accordingly.

The result is a widening gap between workers with applied, in-demand skills and those in slower-growing roles. Experience alone matters less than capability. Employers are paying for what people can do, not how long they have been doing it.

The six-figure threshold moves closer

The same salary guide also shows how pay levels at the top continue to rise. Singapore now has at least 243 roles across 13 sectors with starting salaries of S$100,000 or more, equivalent to about S$8,300 a month.

Legal roles dominate the top end. General Counsel and Heads of Legal start at S$300,000, with partners earning up to S$800,000. Compliance and risk leaders often cross S$200,000 early in their careers.

In banking and finance, senior investment, private banking, and corporate banking roles commonly begin between S$180,000 and S$250,000, with significant upside for high performers.

Technology roles continue their steady climb. Heads of Generative AI start from S$225,000, while experienced data leaders and IT directors earn S$200,000 or more. Even mid-level tech specialists, such as developers and security architects, now see entry-level pay of S$140,000.

A selective, cautious market

Despite strong pay at the top, hiring overall has slowed. Michael Page notes that time-to-hire has increased by 5% to 10% compared with 2024, as firms take longer to commit amid global uncertainty.

“Singapore’s consistent policy environment and strong business fundamentals continue to foster confidence and attract investment,” said Nilay Khandelwal, Senior Managing Director at Michael Page Singapore. Still, caution defines most hiring decisions.

This explains why job switches remain the fastest route to higher pay. Michael Page estimates that professionals who change roles can secure 10% to 15% increases, roughly two to three times the typical annual increment.

A widening gap ahead

The data suggests that wage pressure has not disappeared. Firms face higher costs. Workers face rising living expenses. Pay growth has become a key retention tool, but only for those in demand.

AI is often framed as a threat to jobs. The salary data points to a quieter truth. People who can work with technology continue to be rewarded. Those who cannot may face slower growth.

Not everyone will see a raise. Outcomes still depend on company performance and role scope. But the direction is clear. As this data shows, workers in demand are not only paid more, they are also given higher annual increments to stop them from leaving. In 2026, the gap between roles, skills, and sectors is likely to widen, not shrink.