Setting salaries correctly is currently one of the most important factors of a successful HR strategy. Companies are competing for high-quality employees, pressure on salary growth continues, and candidates have increasingly higher expectations.
Without up-to-date data, however, companies often make decisions “blindly”. Salary surveys provide companies with a real overview of the labour market, salary levels, and candidate expectations.
In 2026, salary surveys are even more important due to new European legislation in the areas of equal pay and pay transparency, which is significantly changing the way companies approach remuneration.
What are salary surveys?
Salary surveys are market salary overviews that compare remuneration by:
- positions
- region
- industries
- candidate experience
They help companies understand where they stand in comparison with the competition.
Why they are important for HR strategy
Setting competitive salaries
Without data, it is difficult to set the right salary level. Salary surveys help determine whether a company is offering less, more, or exactly what the market expects.
Reducing employee turnover
If salaries are below the market level, employees are more likely to leave. Regular benchmarking helps companies retain their people.
More effective recruitment
A properly set salary increases the number of high-quality candidates and shortens the time needed to fill a position.
Better budget planning
Salary data allows companies to plan employee costs more accurately and prepare for company growth.
Transparency and fairness
Salary surveys help set internal salary bands and reduce differences between employees in the same positions.
The most common mistakes when setting salaries in 2026
Many companies still make fundamental mistakes in remuneration, which negatively affect recruitment, retention, and company reputation.
In connection with the new EU legislation on equal pay and pay transparency, pressure is also increasing for transparent, objective, and data-based remuneration.
Companies most often:
- work with outdated salary data,
- set salaries only according to the internal budget,
- do not compare themselves with the competition,
- do not have defined salary bands,
- do not analyse differences in remuneration,
- are unable to objectively justify salary levels,
- do not have transparent remuneration rules.
Why use a recruitment agency
A recruitment agency has up-to-date market data and a real overview of candidate expectations. It can advise on how to set salaries so that they are competitive, while also sustainable for the company.
Conclusion
Salary surveys are a fundamental tool of a modern HR strategy.
Companies that work with up-to-date data make better decisions, recruit more effectively, and are able to retain high-quality employees.
For companies that want to better understand the labour market and set competitive salaries, a salary survey can be a suitable solution.
