Salary Guide 2019

Learn how much you should earn or pay

You want to offer your current or future staff a salary in line with the market? Or you want to have an insight into what is a typical salary for your own job? The Robert Half Salary Guide tells you everything you need to know to make a well-informed decision. From salary scales per position and the latest fringe benefits to labor market trends.

Whether you work in finance & accounting or administrative support, with the Robert Half Salary Guide 2019 you can:

  • find out what a job is really worth
  • find out more about fringe benefits
  • get an insight into the latest trends in your sector
  • discover the top jobs and most important skills

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All the data in the Guide comes from our workplace survey, an independent study carried out annually in cooperation with two hundred Dutch CFOs, three hundred Dutch senior managers with responsibility for recruitment and more than 23,000 employees worldwide, 1000 of them Dutch.

Fringe benefits, incentives and extras: what are the differences?

All professionals expect to get a salary that is in line with what other companies are offering. However, they also want to have a choice between competitive fringe benefits, incentives and extras. But what exactly is the difference?

  • Fringe benefits are all forms of remuneration in kind that an employer does not pay directly and that are not performance linked, such as holiday pay or a pension, for example.
  • With incentives, like a bonus or a prize, an employer can reward and encourage exceptional performance by an employee. Incentives are not established rights, they are linked to performance.
  • Extras – also referred to as perks – are privileges that employers can give employees in addition to fringe benefits and incentives. Fitness club membership or free meals are common examples.

How to read our salary tables

Below we give you a brief overview of percentile scales, to help you determine the salary level for new staff in finance and accounting and administrative support.

The data in our salary tables represents the national average. You should therefore adapt the data in the tables to your market.

25th

For candidates who still need to develop, for whom the position – in a market with relatively little competition for talent – is new.

50th

For candidates with average experience and sufficient skills for the job. This applies to averagely complex positions or markets with moderate competition for talent.

75th

For candidates with strong skills and above average experience, possibly with specialized qualifications. The position is relatively complex or there is a lot of competition for talent in the market concerned.

95th

For candidates with a lot of relevant experience and specialized qualifications. The position might be very complex or be in a market where the competition for talent is fierce.

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Read more on our blog (in Dutch)