Despite a strong perception of pay fairness, a growing number of employees in Singapore remain dissatisfied with their salaries, highlighting widening expectations for recognition, career progression, and workplace transparency, according to new findings from Jobstreet by SEEK. Its Salary Pulse: Singapore 2026 report found that while nearly three-quarters of employees believe they are paid fairly for their work, only 37% are satisfied with their salary levels, placing Singapore among the lowest-ranked markets in Asia-Pacific for pay satisfaction. The findings suggest employees are increasingly assessing remuneration
beyond base compensation, weighing factors such as career advancement opportunities, recognition, and whether pay reflects rising workloads and contributions. Even among employees who felt their salary was “about right”, seven in 10 still reported dissatisfaction with their remuneration. Salary transparency is also emerging as a critical expectation among employees. More than three-quarters of respondents said they want salary ranges disclosed internally, while 57% indicated they are less likely to apply for a role if compensation details are omitted from job advertisements. The findings come as
employers across Singapore continue grappling with retention pressures and evolving workforce expectations in a competitive labour market. While salary negotiations are often viewed as uncomfortable, the report found that employees who initiated pay discussions frequently achieved positive outcomes. Half of the surveyed employees said they had previously asked for a salary increase, and 73% of those requests resulted in a full or partial raise. However, confidence around initiating such conversations remains limited. Only 7% of employees said they felt “extremely comfortable” asking for a pay
rise, with women and entry-level employees among the least confident groups. The report also highlighted the role of experience in building confidence. Among employees who had negotiated for higher pay multiple times, 79% said they felt comfortable initiating salary discussions, compared with 48% among those who had negotiated only once. Repeat negotiators were also more likely to report higher satisfaction with their salaries. Generational differences were particularly pronounced in how employees responded to unmet salary expectations. Gen Z and millennial employees were significantly more likely
to consider changing jobs if salary increments fell short of expectations, with 29% of Gen Z and 25% of millennials saying they would actively seek new opportunities, compared with 20% of Gen X and 13% of baby boomers. Younger employees were also more open to supplementing their income through additional work. Six in 10 Gen Z respondents said they were likely to consider a side hustle within the next year, compared with less than half among older generations surveyed. READ MORE: Singapore unveils refreshed economic
strategy with workforce transformation at its core The report additionally pointed to a growing “loyalty tax” within Singapore’s workforce. Although 87% of employees received their most recent pay increase while remaining with their current employer, employees who changed organisations were five times more likely to secure salary increases exceeding 10%. According to the findings, unmet salary expectations have broader implications beyond compensation, affecting motivation, engagement, and retention. More than one in five employees said they would consider leaving their organisation if salary expectations were not
met. Jaslyn Koh, Head of Remuneration and Benefits, Asia, SEEK, said many employees no longer feel overtly underpaid, but increasingly disconnected from meaningful progression and recognition within their organisations. “Many employees feel they are working harder, taking on more responsibilities and remaining loyal to their organisation, but they are not seeing meaningful movement in return – whether in pay, progression or recognition.” She added that employers risk losing engagement and retention if employees no longer see long-term opportunities within the organisation, even where compensation remains
broadly competitive. The report concluded that improving salary satisfaction will require more deliberate action from both employers and employees. For organisations, this includes strengthening transparency, creating clearer career progression pathways, and encouraging more open conversations around remuneration.
Singapore employees, pay satisfaction, salary transparency, Jobstreet by SEEK, Salary Pulse Singapore 2026, employee retention, salary negotiations, career progression, remuneration and benefits