Most workers in Singapore believe their salaries are fair, yet few feel genuinely satisfied, according to Jobstreet by SEEK’s Salary Pulse: Singapore 2026 report. The findings point to a widening gap between perceived fairness and actual fulfilment, with broader expectations around progression, recognition and career mobility reshaping how employees assess pay.
Nearly three-quarters of respondents said they are paid fairly for their work, but only 37% reported being happy with their salary—placing Singapore among the least satisfied markets in Asia Pacific. Notably, seven in ten workers who consider their pay “about right” still expressed dissatisfaction, underscoring a shift beyond compensation alone.
Transparency and expectations rise
Salary transparency is emerging as a key expectation. Some 77% of workers want internal disclosure of salary ranges, while 57% said they are less likely to apply for roles without pay information listed. This signals a growing demand for clarity as employees increasingly evaluate compensation in the context of career trajectory and lifestyle support.
Confidence gap in pay conversations
Despite evidence that salary discussions often yield results, many workers remain hesitant to initiate them. Only 7% feel “extremely comfortable” asking for a pay rise, with women and entry-level employees the least confident.
Yet outcomes suggest otherwise: 73% of those who have asked for a raise received an increase, either fully or partially. Experience appears to build confidence—79% of repeat negotiators feel comfortable initiating discussions, compared with 48% of first-time askers.
Younger workers more mobile
Generational differences are pronounced. Gen Z and millennial workers are more likely to act on dissatisfaction, with 29% and 25% respectively saying they would seek new roles if pay increments fall short. This compares with 20% of Gen X and 13% of baby boomers.
Younger employees are also more inclined to pursue additional income streams, with 60% of Gen Z considering a side hustle in the next 12 months.
The ‘loyalty tax’ effect
The report highlights a growing “loyalty tax” in Singapore’s labour market. While 87% of workers received their last pay increase from their current employer, those who switched jobs were five times more likely to secure raises exceeding 10%.
Unmet salary expectations carry tangible risks: over 20% of workers said they would consider leaving, while many reported reduced motivation.
“Employees in Singapore do not necessarily feel underpaid in the strictest sense — they feel resigned and unmotivated,” said Jaslyn Koh, Head of Remuneration and Benefits, Asia, SEEK. “Many workers feel they are working harder… but are not seeing meaningful movement in return.”
Rethinking pay satisfaction
The findings suggest that improving satisfaction requires deliberate action. Employers are urged to enhance transparency, define clearer progression pathways and foster open salary conversations. Employees, meanwhile, are encouraged to better understand their market value and approach negotiations with evidence-based preparation.
Ultimately, salary satisfaction is increasingly shaped by whether employees feel valued and see a clear path forward—not just by how much they earn.
