Gen Z respondents are the most proactive in salary negotiations, with 24% saying they would renegotiate with their line manager or HR after an unsuccessful request.
While approximately 70% of respondents in Hong Kong feel they are “fairly or well paid”, only 34% are satisfied with their current salary, according to Jobsdb by SEEK’s latest Salary Pulse: Hong Kong report.
The online survey, conducted among 1,010 Hong Kong employees in February 2026, found that many local workers recognise their pay aligns with market rates, but still seek a stronger sense of being meaningfully rewarded for their individual efforts.
To secure a salary that meets their expectations, nearly half (48%) of respondents have proactively asked their companies for a pay rise. Among them, a striking 77% successfully received a pay increase.
How Hong Kong compares across APAC
The survey ran concurrently across eight Asia-Pacific (APAC) markets and revealed that Hong Kong workers are the least proactive in the region to ask for a raise.
In terms of success rates, Hong Kong ranked the third-lowest in the region, ahead of only Singapore (73%) and New Zealand (76%).
Top three markets where workers are most proactive in asking for a pay rise:
- Indonesia (64%)
- Philippines (60%)
- Malaysia (56%)
Top three markets with the highest chance of successfully securing a pay rise among workers who asked:
- Thailand (86%)
- Philippines (85%)
- Indonesia (83%)
Employment outlook shapes confidence in pay negotiations
The survey also revealed that employees’ view of the employment outlook is a factor influencing their confidence in pay negotiations.
In Hong Kong, workers are taking a cautious “wait-and-see” approach towards future employment prospects. Only 28% of respondents said they felt optimistic about the employment outlook, while 32% were neutral and 40% were pessimistic.
Among those who felt positive about the employment market in Hong Kong, 58% said they were comfortable asking for a pay raise. In contrast, only 19% of those with a negative outlook felt comfortable doing so, making optimistic employees three times more likely to initiate salary discussions.
If a pay rise request were rejected, nearly a quarter (24%) of respondents said they would look for a new job. Meanwhile, 16% would attempt to renegotiate with their manager or HR department, while another 16% said they would accept the outcome but acknowledged it would negatively affect their motivation at work.
Gen Z are most proactive in salary negotiations
Confidence and attitudes towards salary negotiations vary significantly across generations, genders, and seniority levels.
Among all generations, Gen Z respondents reported the highest levels of confidence and satisfaction regarding their pay, with 36% and 44% respectively saying they felt they were well paid and satisfied with their salary.
Even when a pay rise request fails, 24% of Gen Z respondents said they would proactively renegotiate with their line manager or HR – significantly higher than the average.
Overall, Gen Z (40%), those in senior positions (48%), and men (37%) are more confident in asking for a pay rise than average. By comparison, women (38%) and those in entry-level or junior positions (34%) are the least confident in asking.
Refuse to compromise for a pay rise
When it comes to the what workers in Hong Kong would give up for a pay rise, most have clear boundaries.
Although more than half (57%) of respondents said they would be willing to make certain compromises in exchange for a 10% salary increase, 43% explicitly stated they would not be willing to make any concessions for it.
The compromises Hong Kong workers most resistant to:
- working for a company with a poor reputation (3%)
- working for a company with questionable business practices (3%)
- working in a toxic or negative office culture (4%)
ALSO READ: Beyond the “lazy worker” myth: Are legacy systems failing to reward young talent?