Media OutReach
Global shift on pay transparency raises questions over Hong Kong’s hiring practices
48% of job seekers now expect upfront salary disclosure before applying
HONG KONG SAR – Media OutReach Newswire – 27 May 2026 – As the European Union prepares to transpose the EU Pay Transparency Directive into law by June 2026, employers will soon be required not only to disclose pay scales but to provide unprecedented clarity on how pay decisions are made.
This movement is not confined to Europe. Across the US, UK, Canada, Brazil, Australia, and Japan, a combination of strict regulation and rising employee expectations is pushing organisations toward a new standard of openness.
According to the latest Pay Transparency E-guide from the world’s most trusted talent solutions company Robert Walters, 48% of job seekers say they only apply for roles where salary ranges are disclosed upfront, which reflects salary transparency is no longer a ‘nice-to-have’ but prerequisite for even engaging in the hiring process.
In Hong Kong, where salary disclosure has traditionally remained limited and highly individualised, these global developments are beginning to prompt new conversations around how pay is determined and benchmarked in the hiring process.
Growing public debate over current hiring practice to benchmark offers in Hong Kong
The common practice of requesting candidates’ current or previous salary is beginning to attract more discussion in Hong Kong. While employers have traditionally used this information to benchmark offers, some professionals question whether it places too much emphasis on past earnings rather than the value of the role or prevailing market rates.
“Candidates are increasingly asking how compensation is determined, not just what is being offered,” said John Mullally, managing director at Robert Walters Hong Kong. “Where decisions appear to be anchored to previous salary rather than the scope of the role, it can shape perceptions of fairness during the hiring process.”
At the same time, candidates are also paying closer attention to the amount of personal information requested during recruitment, reflecting broader expectations for transparency and consistency.
Wage secrecy culture under reassessment as Gen Z shows greater openness toward salary disclosure
Traditionally, salary has been a deeply private matter in Hong Kong, often viewed as a “confined personal message” that is rarely shared even with family members, which can make it difficult for employees to understand how pay decisions are made or how they compare with peers in similar roles.
However, data from the Robert Walters Salary Survey suggests that Gen Z is beginning to dismantle these long-standing cultural roots.
While only 5.5% of Hong Kong professionals overall are comfortable discussing their compensation with colleagues, that openness jumps to 24% among Gen Z. This stands in stark contrast to the 4% of Millennials and 2% of Gen X who are willing to share such information. This shift indicates that as the younger workforce grows, the cultural resistance to pay transparency is starting to fade.
“For Gen Z, transparency is a marker of fairness, equity, and social responsibility,” says John Mullally. “Candidates today have more access to market information and are making more informed decisions. Greater transparency can help build trust earlier in the process and support more constructive conversations around expectations.”
Global standards, local implications
With stricter requirements emerging in regions such as Europe, practices in one location are increasingly shaping expectations in others. Companies that operate across borders may find that consistency in how compensation is communicated becomes more important in attracting and retaining talent.
“For multinationals, this is more than just a compliance task. Operating transparently in one market while remaining opaque in another creates an ‘information asymmetry’ that erodes internal trust. We are seeing forward-thinking firms ‘level up’ by adopting a consistent, global standard of transparency, even before local legislation mandates it.” comments John Mullally.
While standardisation is difficult in industries like sales or professional services, where pay is often tied to commissions and individual portfolios, companies may need to balance flexibility with clearer communication. As expectations evolve, greater openness may become an important factor in securing and retaining talent.
Navigating complexity: how organisations can prepare
To prepare for this shift, Robert Walters advises Hong Kong organisations to move beyond simple disclosure toward building a robust job architecture. This framework must clearly explain the logic behind pay decisions, ensuring that transparency provides clarity rather than confusion when employees compare compensation.
Businesses should also prioritise internal equity audits to resolve any unjustified pay gaps before they lead to friction. Ultimately, the success of this transition depends on communication; managers must be trained to lead data-driven, honest conversations about pay to ensure transparency becomes a foundation for trust and a stronger employer brand.
“While full transparency on pay is still some way off in Hong Kong, expectations are clearly evolving,” Mullally said. “Organisations do not need to replicate other markets overnight but taking steps towards clearer and more consistent communication around pay will become increasingly important in staying competitive.”
Hashtag: #RobertWaltersHongKong #HongKongHiringMarket #HiringTrends #Benefits #Salary #Hiring #2026 #PayTransparency
https://www.robertwalters.com.hk/
Robert Walters – Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.
The Hong Kong office specialises in placing high-calibre professionals on a permanent or contract basis in the following specialities: accounting & finance, construction, property & engineering, financial services, HR & business support, legal & compliance, sales & marketing, supply chain, logistics & procurement, and tech & transformation.
About the Robert Walters Pay Transparency E-guide
With landmark legislation going live in Europe this June and conversations around salary openness gaining momentum worldwide, the era of “confidential” compensation is rapidly coming to an end. In its place is a new corporate landscape defined by transparency, clarity, and open dialogue around pay. This comprehensive e-guide explores the practical realities of this global shift, defining what pay transparency actually looks like in practice and examining why open compensation structures matter now more than ever in the modern workplace.
The guide also provides deep insights into how employee and job applicant expectations are shifting on a global scale, highlighting the direct link between pay transparency and a company’s Employee Value Proposition (EVP). Ultimately, it offers actionable, strategic advice for businesses and hiring managers on how to successfully navigate the cultural and structural transitions within their own organisations.
To download the full Robert Walters Pay Transparency E-guide, please contact us or visit: https://www.robertwalters.com.hk/insights/hiring-advice/e-guide/global-pay-transparency.html
Media OutReach
MarsLab Introduces Singapore-Based AI Inference Infrastructure Roadmap for Enterprise and Edge Deployment
MarsLab outlines a system-first approach to AI inference infrastructure for enterprise and edge deployment scenarios.
Hashtag: #AIInfrastructure #AIInference #EdgeAI #EnterpriseAI #Singapore
https://www.marslabai.com/
https://www.linkedin.com/company/marslab-ai/
The issuer is solely responsible for the content of this announcement.
About MarsLab Pte Ltd
MarsLab Pte Ltd is a Singapore-based AI inference infrastructure company focused on enterprise and edge AI deployment scenarios. The company works across hardware systems, software stack integration, workload validation, and deployment economics, with a system-first approach to practical AI infrastructure.
Under the agreement, ACx and ALMI will share methodologies and best practices in mall asset operations, leasing strategy and project development to improve operational efficiency, enhance customer experience and maximize the long-term value of CP AXTRA’s land and assets, initially focusing on seven key stores of Makro. The parties will also explore future investment opportunities related to mall and asset development in Thailand, alongside collaborative initiatives for the development of new sites and the redevelopment of existing CP AXTRA sites across the country. This is the third agreement signed between CP AXTRA and Ayala, underscoring the strong partnership and continued collaboration between the two groups, following their previous agreements to operate Makro in the Philippines and expand regional business opportunities.
“This agreement with Ayala allows us to combine CP AXTRA’s deep understanding of the Thai retail market with Ayala’s decades of experience in developing and leasing shopping mall spaces. By applying proven methodologies to our Makro mall, we aim to elevate the standards of the retail environment we offer, not only improving the experience for our shoppers and tenants, but also fostering sustainable growth and creating long-term value for our asset and the surrounding community,” said Tanit Chearavanont, Group Chief Wholesale Business Officer, CP AXTRA Public Company Limited.”
“This is another milestone in our growing relationship and collaboration with the CP Group. Through this partnership, we intend to leverage the complementary strengths of two leading conglomerates to create world-class retail and real estate developments across markets. This also marks Ayala’s entry into the Thailand market, giving us a strong opportunity not only to share our expertise, but also to gain valuable insights from one of Southeast Asia’s most dynamic and developed retail markets. More broadly, this partnership aligns with Ayala’s strategy of bringing the best of the world to the Philippines while showcasing the best of the Philippines to the world,” said Mark Uy, Managing Director and Group Head of Strategy and Business Development, Ayala Corporation.
“Makro’s nationwide footprint gives it a meaningful role in the everyday lives of Thai consumers. Our opportunity is to help turn that everyday relevance into places people choose to stay, explore, and return to. By combining CP AXTRA’s market knowledge with Ayala Malls’ experience in curating retail partners, improving customer journeys, and building community-oriented retail destinations, we believe these sites can become stronger platforms for shoppers, merchant partners, and long-term asset growth,” said Mariana Zobel de Ayala, Managing Director and Group Head of Leasing and Hospitality of Ayala Land.
The collaboration brings two complementary strengths together. CP AXTRA is one of ASEAN’s leading wholesale and retail operators, with more than 2,700 Makro and Lotus’s stores. The company is a regional leader in multi-format, omnichannel retail platforms across Southeast Asia and is advancing toward retail-tech company. ALMI, is one of the Philippines’ leading mall operators, managing 34 shopping centers recognized for their strong retail planning, curated tenant mix, and enhanced customer experience across Southeast Asia. With extensive expertise in leasing, mall operations, facility management, and mixed-use development, ALMI is well positioned to support CP AXTRA in maximizing the value and potential of its Makro mall assets in Thailand. Ayala Corporation also brings a broader consumer and enterprise ecosystem that can complement CP AXTRA’s regional retail expansion, while ACx, its consumer retail unit, adds perspective on evolving customer behavior, format innovation, and retail partnerships.
The MoC builds on the two groups’ existing strategic partnership, which began in 2025 with the formation of CP AXTRA AC CORPORATION to operate Makro stores in the Philippines and was expanded to include a wider range of collaborative opportunities. This new agreement deepens that partnership further, marking the first time Ayala will bring its mall development and leasing expertise directly to CP AXTRA’s operations in Thailand.
Hashtag: #CPAXTRA
The issuer is solely responsible for the content of this announcement.
About CP AXTRA
CP AXTRA Public Company Limited, is an operator of Asia’s leading wholesaler and retailer, Makro and Lotus’s. The Company is based in Thailand, with operation across 10 countries. CP AXTRA is committed to fulfilling people’s lives with good health, love, joy, and well-being, by providing solutions and meeting customers’ daily needs with technology, innovation, and operational excellence. With over 30 years of retail experience, CP AXTRA is a trusted partner for both B2B and B2C customers, offering a comprehensive range of products and services. Today, it manages over 2,700 offline stores in Thailand and Asia, with strong online presence.
About Ayala Corporation
For more than 190 years, Ayala Corporation has been building businesses that enable people to thrive.
Ayala, currently one of the largest conglomerates in the Philippines, has meaningful presence in real estate, banking, digital services and telecommunications, and renewable energy. It likewise has a growing presence in healthcare, mobility, and logistics as well as investments in industrial technologies, education, and other ventures. Ayala manages its corporate social responsibility initiatives through Ayala Foundation.
About Ayala Malls
Ayala Malls is the premier lifestyle mall network in the Philippines, known for creating vibrant, well-curated destinations that bring together shopping, dining, culture, and community experiences. With 34 malls nationwide, Ayala Malls continues to lead in elevating the Filipino retail experience by offering a diverse mix of global and local brands, innovative spaces, and enriching events that celebrate local creativity and inclusivity. As part of Ayala Land, the country’s leading real estate developer, Ayala Malls is committed to building dynamic, sustainable spaces where people can connect, thrive, and enjoy life’s everyday moments.
Media OutReach
Aon Brings Leadership Forum to Manila to Help Organisations Navigate Risks and Drive Growth
The event is expected to convene more than 70 C-suite and senior business leaders from top organisations across the Philippines for a closed-door exchange on managing economic, workforce, climate and operational pressures. By bringing together diverse perspectives, the forum aims to foster practical insights and strategies that help organisations navigate uncertainty, protect their businesses and drive sustainable growth.
The program will be officially opened by Karl Hamann, CEO of Philippines for Aon, followed by a keynote from Andrew Jeffries, country director for the Asian Development Bank on the macroeconomic and geopolitical trends shaping the business environment.
Notable speakers include Terence Williams, head of Commercial Risk in Asia Pacific for Aon, and other firm executives alongside external regional leaders, including Annacel Natividad, chief risk officer and sustainability head for Aboitiz Foods Group, and Raymond Martin Aguilar, vice president and head of risk and property management for Globe Telecom, Inc.
“This forum reflects a fundamental shift in how organisations are evolving their approach to risk,” said Williams. “Across Asia Pacific, we are seeing a growing focus on using data and analytics to understand trade-offs, test scenarios and act with greater confidence. Bringing leaders together to share practical experience is critical to strengthening resilience while continuing to drive growth.”
A central feature of the forum will be a C-suite panel on adaptive leadership in a digital world, where senior leaders will share how they are balancing risk, resilience and growth, and the decisions shaping their organisations today. The session will be moderated by Irma Gaviola, head of Commercial Risk, Philippines for Aon.
The program will include risk masterclasses focused on key enterprise exposures, including cyber and climate risks, exploring how organisations can quantify risk, strengthen resilience and design more effective risk transfer strategies.
Participants will also be introduced to Aon’s Risk Analyzers, an interactive environment where clients can experience a suite of analytics-led tools that support scenario testing and supports better risk capital decisions. The tools are designed to help organisations assess exposures and evaluate strategic choices in real time.
“The Philippines sits at the intersection of strong economic growth and increasing risk complexity, said Hamann. “This forum creates a space for candid dialogue and practical insights to help organisations navigate risk with greater clarity and confidence.”
The Better Decisions Leadership Forum is part of Aon’s ongoing commitment to helping organisations turn insight into action – enabling more informed decision-making to protect and grow their business.
Hashtag: #Aon
The issuer is solely responsible for the content of this announcement.
About Aon
Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that help protect and grow their businesses.
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Disclaimer
The information contained in this document is solely for information purposes, for general guidance only and is not intended to address the circumstances of any particular individual or entity. Although Aon endeavours to provide accurate and timely information and uses sources that it considers reliable, the firm does not warrant, represent or guarantee the accuracy, adequacy, completeness or fitness for any purpose of any content of this document and can accept no liability for any loss incurred in any way by any person who may rely on it. There can be no guarantee that the information contained in this document will remain accurate as on the date it is received or that it will continue to be accurate in the future. No individual or entity should make decisions or act based solely on the information contained herein without appropriate professional advice and targeted research.
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