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| Concept artwork on workplaces generated by Google Gemini (Nano Banana). |
Global talent solutions business Robert Walters’ Salary Survey 2026, a benchmark of salary trends, forecasts a challenging 2026 for Singapore. The market will continue to see volatility, combined with cost pressures and the lack of skilled talent, the company said.
Demand for talent in AI, data and cloud skills continues to outstrip supply, resulting in a skills mismatch.
Key findings include:
- Industries such as banking and finance are starting to see AI applications go from pilot phases to actual implementation, and various industries across the board are seeing AI usage increase. A third of companies said that they have already introduced AI with the objective of optimising headcount, while 30% are planning to do so.
- Functions that companies see are most at risk with the integration of AI are administration and business support (50%), IT and digital transformation (29%), as well as accounting and finance (28%).
- Nearly eight in 10 (78%) businesses expect up to 50% of their workforce to need reskilling/upskilling due to advancements in AI over the next 5 years. To prepare themselves for AI-driven changes in the workplace, one in two (46%) of professionals surveyed said they have started to research or pursue AI-related training.
- Top skills that employers are looking for in an AI-driven workplace are critical thinking and fact-checking (71%), data analysis (59%), adaptability (44%) and ethical decision-making (41%).
- Professionals using AI at the workplace tend to mostly use AI tools for research and information gathering (50%), chatbots or virtual assistants for communication and support (43%), as well as copywriting, content creation and editing (42%).
- Top concerns over AI adoption at the workplace include having their jobs displaced due to automation (48%), bias or unfair treatment due to algorithms (such as in hiring or promotions) (42%), and the lack of training to keep up with AI skills (41%).
Modest wage increments
Talent moving between jobs can expect increments of 5 to 15%, or up to 20% for niche areas such as AI or cybersecurity, Robert Walters predicted.
Employer snapshot- AI-driven workplace: 78% of the businesses expect up to half of their workforce to need reskilling due to AI advancements.
- Employers are looking for talent with skillsets in critical thinking and fact-checking, data analysis, and who are highly adaptable.
- Top concerns by professionals over AI adoption at the workplace include having their jobs displaced due to automation, bias or unfair treatment due to algorithms, and the lack of relevant training.
The rapid growth in demand for AI and data skills plus the automation of transactional roles dominated the job market in 2025. Employers focused on a skills-based workforce planning approach, invested in targeted upskilling/reskilling (AI, cloud, data), and used AI to automate screening and candidate engagement.
At the same time, talent with skills in AI, data and cloud were more mobile, while mid-career professionals saw stronger incentives to reskill. Increased competition for AI-savvy candidates led to more selective hiring and higher packages in those niche areas.
2026 industry predictions for Singapore
2026 will see the prevalence of AI usage, sustained careful wage management to persist, and a stronger demand for flexible workforce models. There will be continued demand for AI, data and cloud skilled talent. Companies will continue to focus on skills-based hiring, instead of looking at traditional qualifications, as well as internal mobility and talent development programmes to retain and nurture talent.
The tech & transformation business function in Singapore is likely to see high attrition, with 78% of respondents looking to change jobs in 2026. Top technology & transformation jobs include cybersecurity specialists, data/AI engineers, and cloud engineers.
Snapshot
● Demand for talent: very high
● In 2025: With strong interest in AI adoption, there is a sharp rise in demand for skillsets related to AI, cloud and data. New data centre projects and capacities boosted hiring volumes in infrastructure, engineering and operations. Cost pressures kept headcount growth for permanent positions to the minimum, while driving contract hiring and offshoring.
Professionals were more open towards contracting. Hybrid work stayed the norm, but has created new challenges around employee engagement and productivity.
● In 2026: Cost pressures will see companies maintain a flexible mix of permanent and contract employees. Employers will need to show stronger local representation in their workforce.
Key trends
● Employers are moving towards a skills-first approach, with a heavier focus on practical assessments, real project experiences and proof of skills.
● Evolving talent strategy with roles that were once offered permanently increasingly filled by contract talent, in particular for project-based and transformation-heavy work, such as in cloud, data, AI and cybersecurity.
● While global talent will remain important, regulatory scrutiny around Employment Passes will see local talent have an advantage during the hiring process.
Sought-after professionals
● Permanent roles: Commercial roles such as sales and presales talent, AI/machine learning (ML) and data engineers, cybersecurity specialists especially in cloud and data centre security.
● Contracting: Cloud engineers, DevOps, cybersecurity specialists, data and AI engineers.
● Nearly eight in 10 (78%) professionals are looking for a new job, and 37% are confident about job opportunities in the sector.
● What talent value most: excellent compensation & benefits, flexible work arrangements, and job security.
● Valuable soft skills include change management, critical thinking and problem solving, collaboration in hybrid cross-functional teams, and the ability to influence and communicate with business leaders. Adaptability and learning agility are also prized, especially for contractors.
Robert Walters says:
● Talent are advised to develop adaptability across tools and platforms, deepen their domain knowledge and carve out specialisations in niche technologies.
● Companies that are looking to attract and retain talent should be competitive (move quickly on offers, competitive salaries on scarce roles), be efficient (streamline the recruitment process, build an alumni pool of contractors), and showcase clear career value (help professionals see how they can grow in a role).
Salaries
Permanent roles are expected to see their pay rise at a stable rate, while skills such as AI, cloud and cybersecurity continue to seek high premiums. Similarly, contract roles for domains like cloud, data and cybersecurity are expected to see increases in rates.
● More than nine in 10 (93%) of businesses are giving pay rises, while 85% of professionals are expecting a pay rise in 2026.
Future-proofing against AI
Roles with repetitive and standardised tasks, such as entry-level data reporting, low-level programming, and first-line IT support are most vulnerable to automation. Professionals need to show a strong grasp of their domain expertise, understanding of AI governance, and an ability to harness AI in daily work. In- demand skills include stakeholder management and business storytelling as well.
Explore
Read the Robert Walters Salary Survey at https://www.robertwalters.com.sg/salarysurvey.html
*Salaries shown in the Robert Walters Salary Survey are based on an analysis of placements made across the company's network of offices and specialist disciplines during the course of 2025.
Now in its 27th year, the Survey is used by employers, HR managers and employees for benchmarking salary levels within their industries.
Robert Walters surveyed 361 professionals and companies in Singapore in September 2025 to get feedback on their main expectations or concerns for the year to come with regards to salaries, career changes or staff retention.
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