Over a third of employers in Hong Kong plan to increase hiring volume in 2026, while only 30% of professionals report low confidence about the job market, a 16% drop from last year, according to research from Robert Walters.
The research showed that 81% of professionals expect a 10%+ pay rise to move roles, yet 83% of employers plan to offer less than 6%.
Robert Walters noted that in 2025, Hong Kong recorded its strongest first-half IPO performance since 2021, with funds raised sevenfold year-on-year. The momentum helped restore confidence in Hong Kong’s role as a super connector for cross-border investment, reinforcing its position as a regional financial hub.
Despite the improving outlook, salary expectations and employer budgets remain misaligned.
Job seekers are increasingly prioritising job security since 2023 with 40% of professionals ranking job security & stability among their top three things they value from an employer, up 1.7% from the same time in 2024.
With salary growth remaining flat and living costs rising, professionals are increasingly seeking double-digit increments to justify a move, Robert Walters noted.
“Hiring managers often assume there’s an abundance of talent, but the reality is quite the opposite,” John Mullally, managing director of Robert Walters Hong Kong, said in a press release. “Many strong candidates are still prioritising job stability and are hesitant to move without a compelling offer.”
When asked about challenges of hiring qualified job seekers, the top three struggles include a lack of quality candidates with the right skills/expertise (69%), salary and benefit expectations too high (48%), and qualified professionals are hesitant to move (23%).
According to Robert Walters, Hong Kong employers are increasingly adopting flexible hiring solutions to manage costs and maintain agility in an uncertain economic environment.
While contract hiring remains common, Statement of Work (SOW) arrangements are emerging as a preferred model for project-based work. According to the Robert Walters Salary Survey 2026, 23% of employers are already using SOW, and a further 8.6% plan to implement it in the coming year. This model is particularly popular in technology, digital transformation, and compliance projects, where speed, governance, and cost efficiency are critical.
Meanwhile, when it comes to AI, 58% of employers are implementing AI solutions, and 49% do so with the purpose of workforce optimisation. Employers identified administration and business support (53%), IT and digital transformation (50%), and accounting and finance (39%) as the functions most at risk of being replaced by AI.
Further research showed that 81% of employers expect that over a quarter of their workforce will need reskilling or upskilling within the next five years to keep pace with technological change.
Employers believe that critical thinking and fact-checking (62%), data analysis (60%), creativity (42%), ethical decision-making (35%) and machine learning expertise (30%) will be the most critical capabilities in an AI-driven workplace.
Professionals are responding to this shift, with nearly half (48%) already pursuing AI-related training or upskilling programmes, and a further 30% planning to start soon. While 65% of professionals believe AI will have a positive impact on their careers, concerns remain around job displacement, algorithmic bias, and accountability for AI-driven decisions.
“As AI takes over transactional tasks, the value of human-centric skills is rising. Relationship management, communication, and authentic client engagement are becoming key differentiators in an increasingly digital workplace,” said Mullally.
Article by Staffing Industry Analysts