As an employer you want to offer a fair and competitive salary. But what is a good salary for your staff in 2026?
In this article, Marjan Heemskerk from The Happy Financial tells you how to determine the right salary based on the minimum wage, average income, sector benchmarks and regional differences. I also explain the new European rule that requires employers to be transparent about salary indications in vacancies.
A good salary in the Netherlands
A good salary is usually available between the minimum wage and the average income. In 2026, roughly between €2,550 and €3,875 gross per month for a full-time job. However, that amount shifts considerably up or down depending on factors such as position, experience, responsibilities, sector and region.
As a guideline you can use:
- Entry level: 5–10% above the minimum wage.
- Average function: around average.
- Experienced specialist or manager: 10–25% above average.
Legal minimum wage 2026
From January 1, 2026, a statutory minimum hourly wage van €14.71 gross per hour for employees aged 21 and over. This is an increase of 2.16% compared to the current minimum wage. Younger employees receive a lower minimum wage, for example € 11.77 gross per hour for 20-year-olds.
This increase affects all pay scales in your organization: as soon as the bottom rises, the entire wage structure often shifts upwards.
Use this amount as an absolute lower limit when determining entry-level salaries. Check whether positions with little experience or low entry levels have at least this salary, lower is simply not allowed, but too close can make it difficult to find staff.
Average income and average salaries
The average income will end in 2026 €3,875 gross per month. Net keep employees is expected to be approximately €38.50 more per month than in 2025, partly thanks to adjustments in the Tax Plan.
For comparison: the average salary in the Netherlands is slightly higher, around € 4,100 gross per month, but varies greatly per sector.
A good salary is therefore often between the minimum wage and the average income, depending on education level, responsibilities and experience. If you structurally bid below the market average, you run the risk of employee turnover.
Use the average income as a benchmark: if your position is around the ‘average Dutch’ in terms of responsibilities, then a remuneration around this amount is in line with the market. If your position is lower or higher in complexity, adjust the salary downwards or upwards by 10–20%.
Salary per sector and collective labor agreement increases
Salaries in many sectors are determined by collective labor agreements. For example, the collective labor agreement for higher education stipulates a 5% wage increase, plus a one-off payment of €700 gross for full-time employees. In technology and healthcare, the expected increases are slightly lower, around 3–4%.
Do you want to know what is common in your industry? Consult the most recent collective labor agreement or use a benchmark report (e.g. our salary benchmarkvia CBS, AWVN or trade organizations). This allows you to compare salaries at job level and substantiate why your salary is appropriate.
Regional differences: salary per province
The region also influences salary levels. In provinces such as North Holland and Utrecht, the average wage is 8–10% above the national average, while in Groningen, Drenthe and Limburg the average is 5–8% lower.
This difference is mainly due to the sector distribution: in the Randstad, relatively more people work in higher-paid sectors such as IT, consultancy and financial services.
Use regional figures when recruiting staff: a position in Amsterdam usually requires a higher starting salary than the same position in Drenthe. So determine a salary scale that suits your business location and the place of residence of candidates.
Do you work partly remotely? Then use one national scale, but clearly indicate whether place of residence influences the salary.
Gross-net and hourly wages: what does an employee really cost?
Make a clear distinction between gross and net salary. Also in communication with your (potential) employees. The gross salary is what you agree on in the contract; the net salary is what the employee receives after taxes and premiums.
The are for you as an employer actual labor costs even higher due to employer charges (such as pension contributions and social insurance). These can amount to 30–35% on top of the gross salary.
Use this information when drawing up your personnel budget: always calculate it total cost before offering a salary. This way you avoid surprises in your wage costs.
Calculation example: With a gross salary of € 3,400 per month, as an employer you often pay around € 4,480 in total wage costs. Therefore, use a salary calculator or have your accountant calculate this in advance.
Wage index and inflation correction
Every year, wages increase on average by a certain percentage, the wage index. In 2026, this is estimated to be around 4%. The wage index partly corrects for this inflationso that purchasing power is maintained.
As an employer, it is wise to follow this index and review your salary structure annually. If you don’t do that, you will quickly get out of step with the market.
Plan a review of your salaries annually in January based on the wage index. This way you maintain purchasing power for employees and remain competitive.
Take note employment contracts that the wage index is applied annually, so that this is clear and transparent.
New European rules: salary transparency
From 2026 one will apply new European directive: employers must already indicate in the vacancy what the salary indication is. In addition, you are no longer allowed to ask for previous salary slips from candidates during the application process. In addition, you must take action if the pay difference between men and women is more than 5%.
This measure is intended to reduce wage inequality and create more transparency.
In practical terms, this means that you need to know in advance what you can offer. Draw up a salary scale per position, based on market data and internal relationships. This prevents difficult conversations later in the process.
The European directive will come into effect on June 7, 2026. It appears that the legislation in the Netherlands will come into effect in 2027.
Now set a salary range per position (e.g. € 3,000 – € 3,800). This makes your organization ready for the new rules and prevents inequality within the team.
Check whether male and female employees in comparable positions do not differ by more than 5% in salary: this will soon become an obligation.
Common mistakes when determining salary
- Only look at the minimum wage and not at market conformity.
- Not taking into account secondary employment conditions such as pension and holiday pay.
- Do not implement annual wage indexation.
- Too little insight into the total employer costs.
- No transparency about growth opportunities or increases in scale.
Step-by-step plan: this is how you determine a good salary
- Check the minimum wage for the correct age category.
- View the collective labor agreement or industry benchmark for your sector.
- Calculate your employer’s costs and total labor costs.
- Compare with competitors in your region and sector.
- Perform an annual indexation to maintain purchasing power.
- Prepare for transparency in vacancies.
A good salary in 2026
A good salary in 2026 depends on several factors: minimum wage, position, sector, region and market developments. By paying transparently, fairly and competitively, you retain satisfied employees and comply with European rules.
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