Survey Shows China’s Professionals Have High Expectations – for Low Pay

Why It Matters

Wage stagnation combined with low mobility threatens talent retention and could slow productivity gains for Chinese firms. Employers must rethink compensation and career‑development strategies to stay competitive.

Key Takeaways

• 44% expect no salary increase in 2026
• Only 34% plan to change jobs this year
• 51% received no raise last year, highest in Asia
• Salary gains often come from switching employers
• Economic pessimism limits mobility despite dissatisfaction

Pulse Analysis

China’s labor market is under pressure from an oversupply of graduates, strained public finances and tepid consumer demand, creating a backdrop where salaries have remained flat. Hays’ latest survey, covering 13,000 professionals across Asia, reveals that 44 percent of Chinese workers anticipate no pay rise in 2026, while 51 percent did not receive a raise last year—the highest stagnation rates in the region. These figures illustrate a widening gap between employee expectations and employer compensation practices, fueling dissatisfaction without translating into higher turnover.

The reluctance to switch jobs, with only 34 percent of Chinese professionals planning a move compared with 50 percent regionally, signals a cautious workforce wary of economic uncertainty. Yet the data also shows that when mobility does occur, it is a primary driver of salary growth: 44 percent of those who secured more than a 10 percent pay bump did so by changing employers. For companies, this creates a talent‑retention dilemma; retaining high‑performers may require proactive salary reviews, flexible benefits, and clear career pathways to offset the allure of external offers.

Looking ahead, the persistent wage stagnation could exacerbate talent shortages in sectors that rely on skilled graduates. Policymakers may need to address structural issues such as graduate oversupply and regional wage disparities, while firms should consider performance‑based compensation and upskilling programs to boost employee engagement. Companies that adapt quickly to these dynamics will be better positioned to attract and keep talent in an increasingly competitive Chinese market.