West Australian workers are hoping for a pay rise this year after many received only modest increases or none at all in the past year, new research suggests.
Survey reveals pay rise expectations
A survey of 3,000 workers conducted by employment marketplace Seek found that 83 per cent expect a salary increase in 2026. However, only 57 per cent actually received a pay rise in the previous year.
When pay rises did occur in Western Australia, they were modest. Seventy-one per cent of increases were five per cent or less, which is above the national average of 67 per cent. Only Queensland had a higher share at 74 per cent.
Just 52 per cent of West Australians say they are satisfied with their current salary, slightly better than the national figure of 49 per cent, but still only about half of workers.
Expert insights on salary conversations
Kylie Pascoe, Seek’s customer insights and research lead, said that discussing pay is “incredibly timely” as workers and businesses grapple with tough economic conditions.
“It’s more important than ever to equip workers with greater clarity and confidence to navigate salary conversations in the current market, while also supporting businesses to retain and engage the best talent,” she said.
Despite the desire for higher pay, many workers remain reluctant to initiate the conversation. Almost half of WA workers have never asked for a pay rise, and one in three feel uncomfortable even starting the discussion.
Ms Pascoe noted that those who do ask often achieve better outcomes than they might expect, with 81 per cent of workers who have ever requested a raise reporting success.
Unique trends in Western Australia
Western Australia stands out in how pay increases are delivered. Of those who received a pay rise, 92 per cent received it by staying with their current employer, while only four per cent obtained one by changing companies. This represents the widest “stay versus switch” gap among major states.
For workers who stayed, company-wide increases accounted for half of pay rises, well below the national figure of 59 per cent. Instead, WA had more individual pay adjustments (21 per cent versus 15 per cent nationally) and more retention or counteroffer rises (four per cent versus two per cent), indicating a more case-by-case, negotiable approach.
Career coach advice
Seek career coach Leah Lambart advised workers to focus on clearly articulating their value, backing it with results, and keeping the discussion constructive.
“If a pay increase isn’t possible right now, it’s worth exploring other forms of recognition such as flexible working arrangements, additional leave, training and development opportunities, or agreeing on clear goals and a timeframe to revisit the conversation later,” she said.
