2025 Guangdong-Hong Kong-Macau Greater Bay Area (HKSAR) pay and benefits survey report

The 2025 Guangdong-Hong Kong-Macao Greater Bay Area (HKSAR) Pay and Benefits Survey covered 78 organizations from a mode spectrum of business sectors. Data collection was conducted from July to September 2025 through online questionnaires. A total of 73,262 employees were covered in the Survey, comprising employees at 4 different job levels including Senior/Managerial Staff’, “Middle Level/Supervisory/Professional Staff’, “General Staff’ and Frontline/Operative Staff. The total number of benchmark jobs surveyed was 330.
The survey covered several topics including “Profile of Participated Organizations”, “Actual and Projected Salary Adjustments”, “Starting Salaries for Fresh Graduates”, “Incentive Schemes”, “Employee Benefits”, “Workforce Movement”, and “Annual Cash Compensation Packages for the 330 Benchmark Jobs”. For ease of reference, the data were analyzed in terms of Business Sectors, Organization Sizes, and Staff Levels.
The survey results showed that the overall actual average salary increased 2.5% (ranging from 2.4% to 2.7%) from July 2024 to June 2025. Senior/Managerial Staff and Frontline/Operative Staff has recorded an average salary adjustment of 2.4%, and Middle Level / Supervisory / Professional Staff at 2.6%, General Staff at 2.7%. In terms of staff level, the highest average salary increment was 3.7% for Senior/Managerial Staff, 3.8% for Middle Level/ Supervisory/ Professional Staff and Frontline/Operative Staff, 4% for General Staff, all of them were from the “NGO and social enterprises” Sector.
Foi the 2026 projected salary adjustments, overall projected average salary increase was 2.8%, ranging from 2.8% to 3% for different levels of staff. One organization predicts to have a salary freeze. The most important criterion of salary review for all staff levels was “Organization’s Overall Performance”, followed by “Individual performance”.
The highest average starting monthly salary of fresh graduates with Bachelor degree recorded in Engineering function.
For employee turnover, the turnover percentage ranged from 8.3% to 24.5% for different staff levels during the survey period, with an overall average of 17.7%. General and Frontline/Operative Staff had relatively higher turnover percentage. Regarding the reasons for turnover, “Career/promotion prospect” was the top reason for Senior/Managerial and Middle Level/ Supervisory/ Professional Staff, while “Pay” ranked the top for General Staff and Frontline/Operative Staff.
Fifty-eight out of the 78 organizations (74.4%) had involuntary turnover during the survey period. Percentage of employees involved was 7.2% of total employees, out of which 6.3% was Frontline/Operative Staff. In terms of staff levels and business sector, the Frontline/Operative Staff from Real Estate & Property Management Sector was recorded with the highest involuntary percentage (26%).
The Real Estate & Property Management Sector reported with the largest number of job vacancy (representing 1.4% of total employees) at June 30, 2025. In terms of Organization size, large¬-sized companies had the largest number of job vacancy.
The weighted averages of annual cash compensation packages for the 330 benchmark jobs were covered in this survey, while jobs with sufficient data are presented in Part 7 of section 3 in this Report.

參與香港特別行政區調查的機構共有78間。總調查僱員人數為73,262人。調查覆蓋330個職位，隸屬四個職級，分別為：管理/經理級員工、中層/主任/專業員工、普通職員及一線/基層員工。調查的範圍包括：參與機構概覽、員工實際及預測的薪酬調整幅度、應屆畢業生入職薪金、獎勵計畫、僱員福利、人事變動及330個職位的薪酬及津貼。資料以行業、機構規模及或僱員職級進行分析，方便機構參考。

調查結果顯示，2024年7月至2025年6月期間，各職級僱員的平均薪金調整幅度介乎2.4%至2.7%，平均幅度為2.5%。管理/經理級員工及一線/基層員工的平均增幅均為2.4%、中層/主任/專業員工為2.6%、普通職員為2.7%。按職級劃分，各職級及行業錄得最高平均增幅在「非政府組織與社會企業」業，管理/經理級員工錄得3.7%，中層/主任/專業員工錄得3.8%，普通職員均錄得4.0%，及一線/基層員工錄得3.8%。

2026年度的薪金調整幅度預測，平均調整幅度為2.8%。不同級別的僱員平均加幅介乎2.8%至3%，一間機構預測凍薪。機構在考慮調整薪金時，將「機構整體業績」列為首要因素，其次為「個人表現」。

應屆學士學位/本科畢業生的入職薪金。從職能界別方面看，投身「工程」職能的平均入職薪金為最高。

僱員流失方面，調查期間各級僱員的平均流失率介乎8.3%至24.5%，整體平均流失率為17.7%。普通職員及一線/基層員工在個別行業及不同機構規模中，錄得較高的平均流失率。管理/經理級員工及中層/主任/專業員工以「晉升及發展機會」為最主要的主動離職因素，普通職員及一線/基層員工均以「薪酬」為最主要因素。

調查結果亦顯示，本年度在非自願離職方面，當中58間（佔總參與機構74.4%）表示於過去一年曾有非自願離職員工，佔總僱員人數7.2%，當中6.3%是一線/基層員工。在職級百分比方面，「房地產及物業管理」業在一線/基層員工錄得最高百分比，為26%。

職位空缺方面，在2025年6月30日錄得「房地產及物業管理」業是職位空缺數目最多的行業（佔總僱員數量14%）。以機構規模劃分，大型機構錄得最多空缺數目。

調查包括330個職位的薪酬資料，當中有足夠數據的職位其薪酬加權平均數值詳載於本報告的第三部分第七章內。