KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz
OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in our recruitment landscape. Last year employers were conservative; there was a focus on cost savings, process improvements, and temporary and contract roles. While cost savings remain a priority, organisations are now poised to boost revenue growth. As a result we re seeing rising permanent vacancy activity, increased candidate movement and new skills shortages. This will lift candidate confidence in the year to come and give employers access to candidates leaving long-term employment in search of new opportunities. Driving this change is a need for staff for the growing number of residential and infrastructure projects (especially in NSW), the expansion of sales teams to increase revenue, a need to secure IT and marketing experts in response to emerging new technology, the constant demand for healthcare services, and the addition of people who can spot opportunities for productivity and performance improvements. Green shoots are even emerging in states and territories that once relied heavily on the resources and mining industry. Thanks to this, employers tell us that they will transition away from high levels of temporary/contract roles back to more permanent positions, which is a sure indication of employer confidence. While salaries will remain stable during this transition phase; in the long-term we will start to see a broader pick-up in salaries. Until then, our advice to candidates is to focus on securing a role where you can expand your skills base and take a step forward. For employers with permanent hiring intentions, the pressure will be on to find highly-skilled talent with the right combination of technical skills and cultural fit, and then to secure and retain them with a tailored offer. With improved confidence, permanent vacancies increasing and heightened staff turnover, why not talk to us when you next need to access the most comprehensive, current and global network of talent? Nick Deligiannis Managing Director, Hays Australia & New Zealand 2015 Hays Salary Guide 3
MARKET OVERVIEW & TRENDS 36% OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS 68% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 4 2015 Hays Salary Guide
EMPLOYERS EYE HEADCOUNT GROWTH ARE YOU READY? This year as part of our Hays Salary Guide we surveyed 2,610 organisations, representing 2,891,747 employees, to gather their views on salary policy, hiring intentions and recruitment trends. As a group these employers have a positive outlook, with permanent headcount increases planned, flexible working practices on offer and an expectation that business activity will rise. In contrast, the year behind us will be remembered for cost cutting and doing more with less. Unsurprisingly then, 17% of employers did not increase salaries in their last review. Like the previous financial year (2013-14), those who did receive a salary increase in 2014-15 found that their wallet was not that much heavier. 56% of employers increased salaries by less than 3%, while 22% gave increases between 3 and 6%. Just 5% of employers gave increases of 6% or more. This cost-consciousness will remain when it comes to salaries in the year ahead, with 65% of employers intending to increase salaries by less than 3%. A further 19% will boost salaries between 3 and 6%, while just 3% will increase by 6% or more. Employers in the professional services, advertising & media, financial services and IT & telecommunications industries are at the front of the small pack offering these increases. While candidates have higher hopes for their next salary increase, the expectations of employees and employers are not that far apart that they can t be bridged. One way to do this is through benefits, which are offered by 77% of our total employer group. Another is through flexible work practices, offered by 84% of employers. Hiring intentions While 15% of employers plan to decrease permanent headcount in the year ahead, this will be absorbed more than twice over by the 36% who expect to increase permanent staff levels. The IT department will lead this headcount expansion, followed by project management, operational management, marketing and sales. In addition, 68% expect business activity to increase in the next 12 months, while 62% have already seen an increase in business activity over the 12 months prior to the survey. Candidates too are confident, with staff turnover increasing in 27% of organisations. This willingness of candidates to change permanent jobs and of employers to expand permanent headcount helps to explain why 45% of employers expect to decrease their use of temporary/contract staff in the year ahead. Emerging skills shortages As the available candidate pool is absorbed into new and replacement permanent roles, it is natural that skills shortages emerge. In the year ahead, 57% of employers think that skill shortages are likely to impact the effective operation of their business or department. Already we re seeing shortages of certain skilled professionals. Of our total employer group, 15% have recently found it difficult to recruit operations staff at the entry to mid management level. Employers also report challenges recruiting accountancy & finance (14%), technical (12%), sales & marketing (also 12%), IT (10%) and engineering (9%) talent at this level. Perhaps that s why 28% of employers said overtime levels had increased in their organisation. 2015 Hays Salary Guide 5
SALARY INCREASES 1. Average % increases from last reviews: across all industries 17% 56% 22% 4% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 19 44 30 Advertising & Media 23 45 24 Construction, Property & Engineering 11 49 30 Financial Services 15 64 18 Hospitality, Travel & Entertainment 19 55 23 IT & Telecommunications 14 58 25 Manufacturing 6 2015 Hays Salary Guide 7 2 6 4 6 3 12 21 3 9 46 32 10 Professional Services 12 12 74 12 Public Sector 2 37 42 19 Resources & Mining 2 13 57 23 5 Retail 1 14 69 16 Transport & Distribution 4 18 59 19 Other
SALARY INCREASES 2. When you next review, by what percentage do you intend to increase salaries? across all industries 13% 65% 19% 2% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: 7 59 26 8 7 56 30 7 Advertising & Media Professional Services 16 61 18 3 2 12 76 11 1 Construction, Property & Engineering Public Sector 8 57 30 3 2 36 51 12 1 Financial Services Resources & Mining 12 70 17 1 10 71 16 21 Hospitality, Travel & Entertainment Retail 9 65 22 22 13 71 16 IT & Telecommunications Transport & Distribution 10 71 17 11 12 69 17 2 Manufacturing Other 2015 Hays Salary Guide 7
CANDIDATE SALARY EXPECTATIONS In a separate survey we also asked our candidates what their expected salary increases were In your next review, what percentage increase do you expect to receive? across all industries 20% 47% 25% 5% 3% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 10 34 Advertising & Media 23 Construction, Property & Engineering 15 Financial Services 15 Hospitality, Travel & Entertainment 22 IT & Telecommunications 17 46 46 62 40 32 Manufacturing 8 2015 Hays Salary Guide 56 30 26 25 31 8 19 8 7 7 8 8 16 Professional Services Public Sector Resources & Mining Retail 29 Transport & Distribution Other 44 3 1 12 69 17 2 39 34 20 7 8 13 56 46 43 28 36 24 28 7 5 12 5
BENEFITS 3. Does your company offer flexible salary packaging? 77% 23% YES NO Of those who answered yes, the following benefits were indicated as being commonly offered to... All employees More than 50% Less than 50% Few employees Car 13% 9% 25% 53% Bonuses 25% 17% 21% 37% Private health insurance 30% 5% 8% 57% Parking 34% 13% 16% 37% Salary sacrifice 56% 8% 12% 24% Above mandatory superannuation 38% 8% 10% 44% Private expenses 13% 5% 13% 69% Other 30% 8% 8% 54% 2015 Hays Salary Guide 9
STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 23% Decreased For specific departments: 17 Accountancy & Finance 29 Distribution 28 Engineering 26 Human Resources 17 52 32 35 32 39 Information Technology 10 2015 Hays Salary Guide 51 40 36 35 31 40% Remained the same 17 Marketing 26 Operational Management 24 Project Management 28 Purchasing/Procurement 33 Sales 35 36 34 48 24 37% Increased 48 42 43 38 24
STAFFING 5. Over the coming year, do you expect permanent staff levels to... across all departments 15% Decrease 49% Remain the same 36% Increase For specific departments: 10 64 26 10 52 38 Accountancy & Finance Marketing 14 57 29 20 38 42 Distribution Operational Management 28 38 34 12 42 46 Engineering Project Management 15 49 36 14 53 33 Human Resources Purchasing/Procurement 10 46 44 16 48 36 Information Technology Sales 6. If you expect staffing levels to increase, please specify how: 80% 27% 20% 18% Full time/ permanent staff Temporary/ contractors (through an employment consultancy) Employment of part-time staff Employment of casual staff (on your payroll) 2% 2% Job sharing Mixture, other (inc. overseas recruitment, acquisitions) Note: Multiple choices permitted. 2015 Hays Salary Guide 11
STAFFING 7. How often do you employ temporary/contract staff? across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS For specific departments: 41 33% Exceptional circumstances/never Accountancy & Finance 36 Distribution 25 Engineering 30 Human Resources 19 62 40 46 21 Information Technology 12 2015 Hays Salary Guide 46 43 35 24 19 13 45% Special projects/ workloads 26 Marketing 31 Operational Management 23 Project Management 33 Purchasing/Procurement 46 Sales 46 52 41 48 26 22% Regular ongoing basis 31 28 28 22 19
STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments 45% Decrease 32% Remain the same 23% Increase For specific departments: 11 74 15 5 59 36 Accountancy & Finance Marketing 71 29 12 68 20 Distribution Operational Management 22 57 21 11 57 32 Engineering Project Management 10 70 20 19 62 19 Human Resources Purchasing/Procurement 11 55 34 10 73 17 Information Technology Sales 2015 Hays Salary Guide 13
SKILL SHORTAGES MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 43% No 14 2015 Hays Salary Guide 40% Yes - in a minor way 17% Yes - significantly 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 62% 38% YES NO
SKILL SHORTAGES 10a. For which areas have you recently found it difficult to recruit? Junior to mid management: 15% OPERATIONS 14% ACCOUNTANCY & FINANCE 12% TECHNICAL 12% SALES & MARKETING Senior management: 9% OPERATIONS 8% TECHNICAL 7% ACCOUNTANCY & FINANCE 6% SALES & MARKETING 10b. Other areas for which you have recently found it difficult to recruit? Junior to mid management Senior management Junior to mid management Distribution 3% 1% IT 10% 6% Engineering 9% 7% Purchasing 3% 1% Human Resources 4% 3% Other 11% 5% Senior management 2015 Hays Salary Guide 15
WORK PRACTICES 11. Does your workplace allow for flexible work practices? 84% 16% YES NO 12. If yes, which practices do you currently offer?* 79% 74% 58% 36% MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Flexible working hours 30% Job sharing *Multiple choices permitted. 16 2015 Hays Salary Guide Part time employment Career breaks Flex-place 20% 15% Phased retirement 13. Has overtime/extra hours in your organisation over the last 12 months... If increased, by how much? Flexible leave options 11% 61% 28% Decreased Remained the same Increased 5 hours or less Between 5-10 hours More than 10 hours Per Week 33% 34% 11% Month End 13% 19% 28% Year End 7% 9% 40%
WORK PRACTICES 14. For non-award staff in your organisation, is overtime/extra hours worked... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 62% Unpaid 38% Paid 15. Is it your policy to counter-offer staff when they resign? 64% 35% 1% No Sometimes Yes Of those you counter-offered, on average, did they... 43% 33% 19% 5% Leave anyway Stay longer than 12 months Stay 3-12 months Stay less than 3 months 16. Over the last 12 months has your staff turnover rate: 18% Decreased 55% Remained the same 27% Increased 2015 Hays Salary Guide 17
DIVERSITY MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 17. Does your organisation have a diversity policy for hiring new staff? 57% YES If yes, do you think the people who hire in your organisation generally adhere to it? 87% YES 18 2015 Hays Salary Guide 43% NO 13% NO
EMPLOYER BRANDING 18. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria? Level of importance No impact Minor impact Some impact Significant impact Major impact Organisational perception Poor Okay Good Very Good Excellent 1 3 15 43 38 3 17 41 Career path/training & development 30 9 2 3 15 37 43 3 11 28 37 An individual s fit with the company s vision, culture and values 21 2 8 34 39 17 3 9 34 42 People s direct/indirect experience of the company 12 1 3 20 51 25 3 14 40 Salary and benefits 36 7 1 3 16 44 36 3 13 33 Work/life balance 37 14 2015 Hays Salary Guide 19
ECONOMIC OUTLOOK 19. In the past 12 months, has business activity... 17% 21% 62% Decreased Remained the same Increased 20. In the next 12 months, do you envisage business activity: across all industries 9% 23% 68% Decreasing Remaining the same Increasing MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK For specific industries: 5 21 74 Advertising & Media 10 26 64 Construction, Property & Engineering 3 16 81 Financial Services 7 25 68 Hospitality, Travel & Entertainment 3 18 79 IT & Telecommunications 10 28 62 Manufacturing 20 2015 Hays Salary Guide 5 24 71 Professional Services 9 24 67 Public Sector 28 37 35 Resources & Mining 6 6 88 Retail 19 15 66 Transport & Distribution 6 21 73 Other
ECONOMIC OUTLOOK 21. What are the key factors driving your business activity? No impact Some impact Significant impact Interest rates 52 39 9 Currency/forex rates 52 33 15 Consumer/business confidence 18 42 40 Capex investments 43 30 27 Projects driven by government 28 35 37 Current economic conditions 7 38 55 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 22% Weakening *This data was collected during March 2015. 51% Static 27% Strengthening 2015 Hays Salary Guide 21
HOW TO NAVIGATE THIS GUIDE Using our salary tables Salaries are in 000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies. Sydney Head of HR/HR Director 250 Typical salary 150-320 Salary range SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS The complete Hays 2015 Salary Guide is available as an app free to download from itunes. Search over 1,000 salaries and find offices in your area. 22 2015 Hays Salary Guide
LEGAL AUSTRALIA Positive private practice demand, an improving in-house market and the growth of contract roles are key trends to watch out for in Australia s legal jobs market over the coming year. Western Australia s legal market slowed in early 2015 in line with business conditions more generally. However, work in the corporate/mergers & acquisitions market increased in Perth, particularly at the top level. As commodity prices show no signs of stabilising in the medium term, we expect this demand to continue. Construction and commercial litigation are also generating strong candidate demand. The Queensland market remained fairly static in the 2014-15 year with many firms introducing promotion and salary freezes. Salary growth has been focused primarily in mid tier and boutique firms as they win business from the larger firms mainly due to their lower charge out rates. Demand is picking up in the in-house market in commercial litigation and corporate/ commercial/mergers & acquisitions. New South Wales legal market continues to improve. We are seeing more in-house opportunities, particularly at the Senior Legal Counsel level. However, there are fewer opportunities at the General Counsel level and the base salaries of roles that do arise are not necessarily meeting candidate expectations. Organisations increasingly prefer to engage legal professionals on a contract rather than permanent basis to provide cover over short periods or to work on specific projects through to completion. We expect the trend of engaging legal professionals on fixed-term six to 12 month contracts to continue. Firms are continuing to seek talented Partners with existing practices as well as up and coming lawyers. Overall, we have seen fewer in-house positions and more private practice opportunities coming online. Private practice roles have primarily been across property, construction, banking & finance and mergers & acquisitions. Firms are continuing to seek talented Partners with existing practices as well as up and coming lawyers with post admission experience. Partners of large multinational firms are looking at more commercial ways to service clients and are therefore being enticed to move to progressive mid-tier firms that offer cost-effective solutions to clients. Vacancy activity in the public sector continues to steadily increase with a particular demand for experienced Lawyers with backgrounds in employment, policy and legislation. However, organisations are still looking for flexibility and this creates higher demand for contract staff. A whole of government recruitment freeze has prevented in-house teams from replacing roles in Federal Government organisations unless the role is seen as critical. The Australian Government Solicitor s move back into the Attorney General s Department involves a review of the whole of the government legal services model, which will take place over the next 12 to 18 months. NEW ZEALAND The strong New Zealand economy is generating high levels of transactional work focused on residential property, commercial property, construction and corporate ventures. Overall, we have seen a slight increase in salary levels across the board as firms compete to attract top candidates and retain existing employees. Candidates remain confident when changing roles and demand is high for legal professionals with experience dealing with high-end clients across various industries. Despite these positive conditions, many of the top firms remain rigid in their hiring practices and will only consider candidates who have excellent academic qualifications as well as experience in firms at a level similar to the role they are seeking to fill. Skilled Solicitors with good general commercial and commercial property skills remain in highest demand from medium to large size firms with many roles crossing over between property and general commercial. Demand is high for legal professionals with experience dealing with high-end clients across various industries. In larger firms, corporate commercial candidates with skills in mergers & acquisitions, banking & finance and construction remain highly sought and we expect to see this continue. Litigation recruitment was relatively slow in the first half of 2014-15 however by the end of the financial year it had increased dramatically across all areas including for candidates with experience in construction, employment and commercial work such as insolvency and receiverships. Family Lawyers are still in demand however changes to certain acts have meant that candidates in this area must have strong relationship and property skills. 2015 Hays Salary Guide 93 SALARY INFORMATION: LEGAL
LEGAL PRIVATE PRACTICE - TOP TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 65 65 70 80 90 45-90 55-70 60-75 70-85 75-100 70 60 70 80 85 50-80 55-70 60-75 65-90 80-90 60 60 68 75 85 40-79 55-69 55-75 60-85 75-92 65 65 73 85 93 55-80 60-70 65-75 75-87 87-97 60 60 62 70 80 45-65 50-65 55-65 65-75 75-90 62 55 65 65 68 58-75 55-65 60-80 60-70 62-75 45 42 46 55 65 35-55 40-50 40-52 47-60 60-75 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E 105 120 140 170 85-120 100-140 120-170 130-180 100 120 130 140 85-110 95-130 110-160 120-170 95 115 130 140 80-103 95-125 105-175 110-180 103 125 140 150 90-115 100-135 120-145 130-170 90 110 120 135 80-100 90-115 110-130 115-145 78 110 130 140 70-85 90-120 95-140 110-155 75 90 105 120 70-85 80-110 80-130 100-140 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner 200 220+ 300+ 750+ 140-250 170 240+ 250+ 500+ 120-230 170 225 250+ 500+ 120-230 200-250 180 240 300+ 500+ 155-220 220-260 160 180+ 200+ 350+ 120-170 170 220 250+ 500+ 150-220 180-250 140 150+ 180+ 300+ 110-175 POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation P.A.E: Post admission experience The salary packages above have been compiled on the basis of information from top tier law firms within the CBD New Zealand salaries are represented in New Zealand dollars New Zealand figures are representative of those offered in larger commercial practices Equity partner salary is representative of profit drawing plus base and superannuation 94 2015 Hays Salary Guide
LEGAL PRIVATE PRACTICE - MID TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 60 55 65 70 85 45-75 50-65 55-75 55-85 65-90 60 55 60 70 80 40-75 45-65 55-70 60-80 65-95 60 55 60 70 80 45-75 45-60 50-75 55-80 60-90 60 60 65 75 85 45-75 50-65 60-70 65-80 78-90 55 60 65 75 80 35-65 55-65 55-75 70-85 75-90 55 50 55 60 65 35-65 45-55 52-62 53-62 60-75 42 40 45 50 65 35-55 38-47 40-52 45-60 55-75 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E 95 110 120 140 70-100 95-130 100-140 110-150 90 105 115 130 70-100 75-120 95-140 100-150 92 100 115 130 70-100 80-120 90-150 100-150 93 115 120 140 85-100 100-130 105-135 120-150 90 100 125 120 85-100 95-115 110-130 110-140 75 85 95 110 70-85 85-95 90-105 95-120 70 75 85 100 65-75 65-85 70-95 80-115 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner 160 200+ 250+ 300+ 140-180 150 200+ 300+ 300+ 130-180 150 200 200+ 300+ 110-180 180-220 160 185 250+ 300+ 140-180 170-200 120 150+ 200+ 250+ 115-150 120-180 120 160+ 150+ 250+ 110-140 120 140+ 150+ 200+ 100-140 POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation The salary packages above have been compiled on the basis of information from mid tier law firms within the CBD P.A.E: post admission experience Equity partner salary is representative of profit drawing rather than base plus superannuation New Zealand salaries are represented in New Zealand dollars 2015 Hays Salary Guide 95
LEGAL PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 50 50 55 60 70 40-65 50-55 50-60 55-70 65-90 50 45 50 55 65 40-65 30-50 40-60 40-60 45-85 50 45 50 55 65 45-60 40-55 40-60 50-70 50-75 55 50 60 70 75 40-65 40-55 50-65 55-70 65-85 50 55 60 70 80 35-60 50-65 55-65 65-75 75-90 40 45 48 55 60 35-60 40-55 46-52 50-60 55-65 40 40 42 45 55 35-60 35-45 38-45 40-55 45-58 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E 80 100 110 120 75-100 85-105 90-120 100-140 80 90 100 115 50-90 55-100 80-120 85-130 80 90 100 115 55-90 65-100 80-125 90-135 83 95 105 120 75-90 80-110 95-130 95-140 90 90 100 110 85-95 85-100 90-110 95-120 70 75 80 85 65-80 70-85 73-95 75-100 65 70 75 90 45-70 50-75 55-80 70-110 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner 130 170 200+ 250+ 110-160 160-190 120 175 180+ 250+ 90-150 150-190 120 170 180+ 250+ 90-160 160-180 140 170 200+ 250+ 110-170 150-180 120 160 150+ 180+ 95-150 120-180 100 160 160+ 150+ 95-120 95 120+ 120+ 140+ 85-110 POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation Equity partner salary is representative of profit drawing rather than base plus superannuation New Zealand salaries are represented in New Zealand dollars The salary packages above have been compiled on the basis of information from small law firms within the CBD P.A.E: post admission experience 96 2015 Hays Salary Guide
LEGAL IN-HOUSE Paralegal 0-1 yrs P.A.E Legal Counsel 1-2 yrs P.A.E Legal Counsel 2-3 yrs P.A.E Legal Counsel 3-4 yrs P.A.E NSW - Sydney 50-85 55-65 60-80 70-100 90-120 VIC - Melbourne 50-85 50-55 68-80 65-75 80-110 QLD - Brisbane, Gold Coast & Sunshine Coast 50-85 50-60 60-80 65-80 80-110 WA - Perth 50-85 60-65 65-85 85-110 90-120 ACT - Canberra 45-85 65-75 75-80 80-85 85-100 SA - Adelaide 40-60 40-55 45-55 55-80 70-90 New Zealand 40-60 40-55 50-65 60-80 70-90 Legal Counsel 4-5 yrs P.A.E Legal Counsel 5-6 yrs P.A.E Legal Counsel 6+ yrs P.A.E Senior Legal Counsel 6+ yrs P.A.E General Counsel NSW - Sydney 100-140 120-155 130-180 150-220 180+ VIC - Melbourne 90-120 110-150 110-150 130-200 180+ QLD - Brisbane, Gold Coast & Sunshine Coast 100-125 110-150 120-170 140-200 150-200+ WA - Perth 110-140 130-150 150-170 170-220 200-300+ ACT - Canberra 100-110 115-130 120-140 120-160 160-200+ SA - Adelaide 80-100 95-125 100-135 110-155 150 New Zealand 80-100 90-130 100-140 110-155 150+ POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Car Parking Gym memberships Health cover Vehicle expenses Bonuses Laptops/mobile phone School fees Interest free loans NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries are represented in New Zealand Dollars P.A.E: Post admission experience In-house lawyers in financial services would receive a bonus, not included in packages indicated New Zealand salaries exclude superannuation COMPANY SECRETARIAL Assistant Company Secretary Assistant Company Secretary Company Secretary Company Secretary (unlisted company) (listed company) (unlisted company) (listed company) NSW - Sydney 80-100 90 150 120-160 150-200+ VIC - Melbourne 85-110 90-140 120-160 150-200+ QLD - Brisbane, Gold Coast & Sunshine Coast 80-100 90 150 120-160 150-200+ WA - Perth 90-110 100-140 130-170 160-200+ ACT - Canberra 120-160 N/A 150-200 N/A SA - Adelaide 75-100 85-125 110-150 140-180 New Zealand N/A N/A N/A N/A NOTES: Salaries shown are excluding bonus, as they greatly vary New Zealand salaries are represented in New Zealand dollars New Zealand salaries exclude superannuation 2015 Hays Salary Guide 97
LEGAL INTERNATIONAL Non qualified 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E 3-4 yrs P.Q.E Hong Kong HK$ average monthly N/A 52-75 66-88 71-90 77-96.5 London average yearly 59-67 55-70 62-73 68-82 75-91 Offshore (Channel Islands) average yearly Offshore (Caribbean) US average yearly 45-55 N/A 50-62 54-69 60-76 N/A N/A N/A N/A 120-150 4-5 yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E Hong Kong HK$ average monthly 86-115 93-126 126-200+ London average yearly 79-98 84-105 95-115 Offshore (Channel Islands) average yearly Offshore (Caribbean) US average yearly 65-85 70-90 80-130 130-165 150-180 170-450 POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Medical cover Pension Relocation expenses Bonuses HK & offshore low tax NOTES: P.Q.E: post qualification experience (this refers to English qualifications which would exclude 2 years pre qualification training) 98 2015 Hays Salary Guide
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