Robert Half Salary Guide 2025

The Dutch labor market is experiencing a persistent talent shortage, with high numbers of open positions across various sectors. This ongoing demand for skilled professionals is driving continuous hiring efforts.

With inflation stabilizing in 2024, starting salary offers are becoming more consistent. When it comes to salary increases, companies still merely turn to merit-based pay raises to attract and keep top talent.

As the economic climate shifts, employers are carefully managing their workforce. To secure top talent for both permanent and contract roles, many businesses are partnering with specialized recruitment firms.

Permanent jobs Flexible jobs Project-based
management Permanent jobs Flexible jobs Project-based
management

Hottest functional areas in which companies are most likely to hire

Accounting

Customer Service

IT Service / Support / Operations

Artificial Intelligence / Automation / Machine Learning

Hottest technical skills companies are desperate to find

Artificial Intelligence/Automation/Machine Learning

Data Analytics

Financial Analysis

Supply Chain

To improve customer experience or to manage repetitive tasks – artificial intelligence is already finding its way into many industries and businesses. While some companies are still looking for suitable use cases, others have already started with the implementation. And even employees do not hesitate to already use AI support to maximise efficiency and effectiveness throughout their working day.

of employers encourage employees to use or explore usability of Gen AI for routine tasks to enhance productivity of employers encourage employees to use or explore usability of Gen AI for routine tasks to enhance productivity

of employees use Generative AI tools almost every workday of employees use Generative AI tools almost every workday

Salary adjustments in 2025 will primarily be driven by recognizing outstanding employee performance and retaining top talent. While the labor market remains tight with a shortage of skilled workers, only 20% of companies plan to increase salaries to stay competitive.

of employers grant salary increases based on individual employee performance goals or for retention of employers grant salary increases based on individual employee performance goals or for retention

of employers indicate that physical presence in the office significantly impacts an employee’s likelihood for promotion of employers indicate that physical presence in the office significantly impacts an employee’s likelihood for promotion

would change jobs for the right opportunity without a salary increase would change jobs for the right opportunity without a salary increase

are content in their current role are content in their current role

across generations would change jobs right now for an increase of up to 20% across generations would change jobs right now for an increase of up to 20%

Considering economic uncertainties, job security is a top priority for many employees in 2025. If they had to choose between salary and job security, significantly more would opt for the security of their job. A smaller portion of employees, however, values salary more than job security. This shows that stability in the workplace is more important for the majority than financial incentives.

of workers prioritize job security over salary of workers prioritize job security over salary

of workers prioritize salary over job security of workers prioritize salary over job security

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Non-salary data referenced in this Salary Guide is based on an online survey developed by Robert Half and conducted by an independent research firm. During June and July 2024 Robert Half commissioned research amongst 750 respondents using an online data collection methodology. The respondents represent 250 hiring managers from the employer side and 500 workers in finance and accounting, IT and administrative, HR and customer support. Respondents are drawn from a sample of SMEs to large private, publicly listed and public sector organizations across the Netherlands.