Adecco Australia 2023 Salary Guide

Adecco Australia
2023 Salary guide adecco.com.au
2023 Salary Guide 1

Contents
Introduction
4 The great resignation uncovered
Retention levers
6 Salary - a tool for attraction, but not for retention
8 Flexibility
9 Career progression
10 Mental health & wellbeing
11 Future perspective
Industries
12 Accounting & finance
14 Business support
18 Education
20 Government
23 Health care
25 Manufacturing and operations
27 Trades
29 Transport and logisitics
2023 Salary Guide 2

In early 2020, the pandemic caused
by the Covid-19 virus began to
accelerate shifts in working practices.
Now, more than two years on,
workplaces and workforces have
changed dramatically.
Currently the unemployment rate

is low, skilled migration has opened
slowly and we are seeing talent and
skill shortages country wide. Adecco
completed a study of Australian
workers, to uncover insights into
working practices, behaviours, and
attitudes. We hope this information
will help you and your organisations
to evolve and adapt as we look
forward to new ways of working.
2023 Salary Guide 3

The great resignation uncovered
Quiet quitting, candidates as consumers,
and the rise of the #Quitfluencer
The Great Resignation has unearthed ‘quiet quitting’, a recent viral
trend embraced by those who reject the idea that work should
be the top priority in their lives, as an attempt to prevent burnout.
Quiet quitting does not appear on the traditional attrition numbers
reported by HR departments – but if undetected, it has the potential
to promote a toxic culture where workers feel they cannot speak up,
and instead decide to disengage. Companies must watch out for this
trend, which may be spurred on when workers see others around
them quit. Providing space, coaching, and processes for open and
honest conversations is one of the key retention recommendations
for employers tackling quiet quitting. Leaders who fail to act could
be guilty of ‘quiet firing’.
The quitting contagion continues to grow boosted by the rise of

so-called Quitfluencers. Employees are susceptible to the impact of
“Quitfluencers” with 33% saying they have been spurred on to quit
after seeing colleagues doing so and a further 58% being more likely
to consider it. This quitting contagion is more prominent amongst
younger generations. Gen Z are 2.5 times more likely to quit if they
see others quitting than Baby Boomers.
33 %
58 %
33% of workers will 58% of workers

quit after seeing will consider
a colleague quit. quitting when their
colleagues quit.
2023 Salary Guide 4

However, as a nation, Australians are amongst the happiest in the world with their current jobs
with over three quarters (76%) noting that they were satisfied in their current role, and both desk
workers (78%) and non-desk workers (82%) ranking above the global average for job security.
% Who say they are satisfied
Performance as a manager
*asked of managers only
79%
Relationship with co-workers 74%
High
Satisfaction
Sense of job security 72%
Trust from manager to get the job done 70%
Ease of commute
*asked of Non-desk Workers only
70%
Job Overall 69%
Hours work per week 67%
Ability to maintain a good work / life balance 66%
Company work for 65%
Average
Ability to manage caring for others around work 65%
Satisfaction
Immediate line manager 63%
Flexibility regarding schedule 62%
Flexibility regarding remote working
*asked of Desk Workers only
62%
Being assessed on performance 62%
Company culture 61%
Average 61%
Workload 59%
Ability to maintain mental health and wellbeing 58%
Ability to maintain physical health / fitness 58%
Low
Satisfaction
Salary 58%
Company’s position on major societal issues 58%
Training / upskilling opportunities 57%
Career prospects / development opportunities 54%
Company benefits 54%
Q31. How satisfied would you say you currently feel about the following? (NET Satisfied, T2B) Weighted base: All Workers (n=30,000)
2023 Salary Guide 5

However, employers shouldn’t pat themselves on the back just yet, as this Australian optimism
carries over to the job market too, with 67% (vs a global average of 49%) of workers believing they
could find a new job within six months and a third (33%) doing just that. Of those looking to leave,
most are driven by the search for a better salary (38%), better work life balance (34%) and
better career progression (32%).
Actively looking for a new job 33%
67% Reasons:
Believe that they

could find a new job
For a better salary 38%
within six months
For better life balance 34%

For better career progression 32%
49%
Global Average
2023 Salary Guide 6

Retention levers
Salary - a tool for attraction,
but not for retention
Salary is the single biggest reason for workers globally to change jobs. It is the top
reason for all workers to change job, with almost half of all those that want to quit in
the next 12 months stating that salary is their main reason. Work/life balance, a desire
to try something new, unhappiness in their current job, and lack of career progression
also rank highly as reasons to quit. When comparing those in office jobs with non-office
workers, salary remains the most important motivation for both.
However, salary becomes less important amongst workers who are engaged. All
workers who say they will stay with their current employer over the next 12 months
will do so because they are happy; the job provides stability; they have a good work-
life balance; they enjoy working with their colleagues; and because they have good
flexibility in their job. Salary takes sixth place in the ranking. So, while salary is important
in attracting a worker to a job in the first place, other factors like development and
flexibility rise in importance over time. This means that employers can’t rely solely
on raising salaries to keep workers engaged. It has quickly become clear that the
effect of higher pay alone doesn’t have a lasting impact on retention.
2023 Salary Guide 7

% Who want to stay in their job for the following reasons
I am happy in my current job 40%

My current job / role gives me stability 38%
I am happy with my work / life balance 35%
I enjoy working with my colleagues 31%
I am happy with the flexibility in my
current job
25%
I am happy with my salary 25%
I am happy with my manager(s) 20%
I am happy with the company culture 19%
I am loyal to my employer 19%
I have career progression available
with my current employer 16%
I am happy with the upskilling /
training in my current job 13%
I worry I would have to take a salary
cut if I were to change jobs 13%
I think there’s a lack of opportunities
in my industry 11%
I don’t think my skill set is good
enough to apply for a new job 8%
When workers are engaged,

Comparing Desk Workers and
salary takes a secondary role,
Non-desk Workers the ranking comes out the same.
dropping to 6th priority
Q114. You said that you would like to stay in your current job / with your current employer. Which of the following reasons best describes why this is? Weighted Base:
Those who want to stay in their job; Non-desk Workers (n=7,205), Non-desk Managers (n=2,264), Non-desk Non-Mangers (n=4,397)
2023 Salary Guide 8

Flexibility
The continuing demand for autonomy
Flexibility has clearly become a prominent issue over the last three years, as the pandemic led to
mandatory work-from-home policies where workers proved they could be as productive at home
as in the office. But it would be a mistake to view this as only a recent issue: the desire for flexibility
came long before the pandemic, which served more as a catalyst rather than an initiator of calls
for greater flexibility at work.
Flexibility has long been key to attracting and retaining the best talent, and workers’ demands for
more autonomy and choice about how to get work done are only increasing. Australians value
their flexibility, with over a third (36%) noting that it was a key driver in choosing their current
job and nearly two thirds (62%) noting that they took a wage cut for a four-day week. Workers
continue to demand autonomy over working hours, working location, time off and scheduling, and
organisations need to tread carefully when taking back any more control over flexibility.
62%
Said that flexibility is a
4 in 10 key driver in choosing
a current job
would take a wage
cut for a four-day week
2023 Salary Guide 9

Career progression
Stuck in the middle: Are middle management
on the road to nowhere?
Companies are at risk of losing their talent pipeline as most of their efforts are focused on
managers’ development, skills, and rewards, instead of non-managers who report much lower
satisfaction and exposure to opportunities.
Salary and career progression (including career conversations, internal mobility, and skilling
opportunities) are highly important for all workers and where satisfaction is at its lowest levels.
We see that salary has increased much more for managers than for non-managers, but also
see managers having much more exposure to training opportunities and career progression
conversations. Those that have more career conversations also see more internal opportunities
and are encouraged to grow internally in their current company. It seems that non-managers are
the forgotten piece of the puzzle. Career conversations are a critical part of career progression
and retention, yet almost a quarter of the workforce have never had a career progression
conversation in their current job. A lack of exposure to career progression conversations means,
in turn, that there is a lack of awareness and encouragement to apply for internal opportunities
for workers. Those having frequent career conversations are three times more likely to be
encouraged to apply for internal job opportunities.
Three times more likely to be

encouraged to apply for internal
job opportunities thanks to having
frequent career conversations
Internal mobility is a key component for talent retention. Enabling people to progress and develop
– in any direction – within the organisation itself ensures they are more likely to remain into the
future. Without the possibility to grow, they will look for opportunities elsewhere. It is incumbent
on employers to make internal mobility a priority to ensure their business is future-proofed and
their employees are satisfied. Organisations must urgently address dissatisfaction with career
development opportunities, especially for non-managers. Focusing on career conversations and
performance reviews is a great place to start.
Organisations struggling to find the right skills in the job market must invest in skills mapping,
reskilling, and upskilling. Development of workers, especially at non-management level, is vital.
Not only will it increase their satisfaction, but it will future-proof the business and create a talent
pipeline of skilled workers. Organisations must be mindful of departments ‘talent hoarding’ and
promote a culture of internal mobility.
2023 Salary Guide 10

Mental health & wellbeing
Rethinking wellness programs: Believe in leave
Although mental health has improved since 2021, a quarter of all workers say that their mental
health has become worse over the past year, and burnout continues to be a global and universal
issue, spanning all respondents regardless of age, nationality, or gender. Burnout is still a cause for
concern for half of the workforce.
Workers want jobs where they feel less burned out and have a better work/life balance. While
companies that introduced meditation, yoga and wellbeing programs should be applauded, to
deal with burnout organisations must do three things. Firstly, encourage their people to take all
their annual leave entitlement, secondly, enable workers to take time off to address mental health
concerns and, finally, create a culture of safety and trust. These are the things that workers say
are the most important must-haves to support their mental wellbeing and are the lynchpins of an
effective corporate wellbeing strategy.
24 %
Nearly a quarter (24%) of
Australians say their mental
health has deteriorated over
the past year.
What’s more, over two

thirds (67%) said that they
67 %
were worried about, or had
experienced, “burnout” in the
last twelve months, indicating
that employers still have
some way to go to resolve the
legacies of COVID-19.
Though speaking about mental health has become much more normalised in recent years, the re-
ality of accepting it is far from here. The stigma surrounding mental health in the workplace is still
prevalent and more action needs to be taken by organisations to break the taboo so that workers
can access the support they need.

Future perspective
Workers across the world and in every sector are (or will be) affected by the growth of the gig
economy and the transition to a green economy, as well as the closely related tech-driven trends
of automation, AI, and digitalisation. In a similar vein, the whole world is affected to some degree
by economic and geopolitical uncertainty, with recovery from the economic impact of Covid-19
still shaky, and all set against a backdrop of the conflict in Ukraine and rising tensions elsewhere.
Globally, workers are more worried by economic and geopolitical instability than the megatrends
reshaping the world of work (the green transition, the gig economy and tech trends).
Cost of living is still a main concern for the Australian workforce with nearly three quarters (73%),
worrying that their salary is not high enough to cope with inflation.
It is therefore no surprise that this concern has driven the workforce to look for other ways to
boost their incomes with 72% of workers stating they are more likely to consider boosting their
income with a second job.
The Australian workforce is also more concerned about automation and digitalisation than in
the rest of the world with Australia being the only country polled where digitalisation (60%)
represents one of workers’ top three concerns, alongside economic (67%) and geopolitical
uncertainty (61%).
Australian workers are also the most concerned globally (80%) that AI will force them to learn
new skills, compared to a global average of 62% (non-desk workers). Employers strive to retain
their strongest talent, and in the context of change brought about by these trends, that means
making reskilling and upskilling a key part of every company’s retention strategy. If your strongest
talent cannot access opportunities to reskill and upskill within your organisation, they will find
them elsewhere, whether that means a career change or a move to a competitor.

Accounting & finance

Occupation Title Low High
Accounts Officer/Clerk 60 000 70 000
Accounts Payable 65 000 80 000

Accounts Receivable Credit Officer 65 000 80 000
Assistant Accountant 75 000 88 000
Audit, Risk and Operational Review 110 000 170 000
Bookkeeper 70 000 95 000
Business Analysis, Planning and Strategy 90 000 150 000
Chief Financial Officer 200 000 315 000
Commercial Manager 140 000 270 000
Credit Manager 100 000 185 000
Divisional Accountant 100 000 155 000
Finance Accountant 100 000 170 000
Finance Manager 115 000 200 000
Finance Officer 65 000 90 000
Financial Accountant 95 000 160 000
Financial Controller 130 000 200 000
Group Accountant 100 000 175 000
Insolvency and Corporate Recovery 105 000 170 000
Internal Auditor 120 000 180 000
Management Accountant 100 000 150 000
Management Accountant (CA/CPA) 115 000 165 000
Payroll Manager 110 000 160 000
Payroll Officer 70 000 85 000
Payroll Team Leader 90 000 120 000
Product Control 100 000 140 000
Product Control Manager 140 000 170 000
Project Accountant 120 000 150 000
Regulatory Accountant 135 000 170 000
Senior Tax Accountant 120 000 160 000
Systems Accountant 100 000 165 000
Tax Accountant 90 000 120 000
Tax Manager 155 000 225 000
Treasury Accountant 100 000 165 000
* Excluding Superannuation

Business support

Retail
Junior Buyer 70 000 95 000
Senior Buyer 130 000 180 000

Sales Assistant 50 000 60 000
Senior Sales Assistant 60 000 70 000
Supervisor, Small Business 60 000 70 000
Supervisor, Large Business 65 000 75 000
Assistant Store Manager, Small Business 65 000 75 000
Assistant Store Manager, Large Business 65 000 85 000
Store Manager, Small Business 70 000 80 000
Store Manager, Large Business 85 000 130 000
Area Manager 90 000 120 000
National Manager 110 000 160 000
Human Resources
Change Manager 110 000 180 000
Human Resource Officer 75 000 95 000

Human Resources Business Partner 90 000 130 000
Human Resources Manager 110 000 180 000
Remuneration Analyst/Consultant 90 000 110 000
Talent Acquisition Specialist 90 000 130 000
Work Health & Safety Manager 95 000 135 000
Work Health & Safety Officer 80 000 110 000
Banking & Finance
Business Bankers 73 000 102 000
Compliance Mangers 75 000 110 000

Credit Risk Analysts 88 000 122 000
Operations Manager 85 000 115 000
Private Bankers 74 000 99 000
Product Manager 75 000 100 000
Relationship Managers 80 000 100 000
Risk Analysts 95 000 120 000
Senior Finance Lawyer 90 000 130 000
Senior Credit Analyst 80 000 110 000
Senior Investment Banker 90 000 110 000
Senior Product Manager 85 000 100 000
Call Centre
Call Centre Management 90 000 140 000
Call Coach/Quality Assurance 65 000 80 000

Collections (Inbound and Outbound) 65 000 75 000
Customer Service (Inbound) 58 000 75 000
Help Desk Operator 63 000 87 000
Operations Management 140 000 200 000
Sales and Service (Inbound) 58 000 75 000
Sales and Service (Outbound) 65 000 80 000
Team Leader 75 000 100 000
Telesales (Outbound) 55 000 70 000
Trainer 75 000 107 000
Workforce Management and Planner 89 000 134 000
Office Support
Administration 65 000 80 000
Business Support 65 000 87 000

Data Entry Operator 55 000 65 000
Executive Assistant 90 000 130 000
IT Support 65 000 85 000
Office Manager 75 000 100 000
Operations Manager 95 000 115 000
Personal Assistants 80 000 95 000
Project Administrator 75 000 85 000
Receptionist 59 000 70 000
Sales Support 75 000 85 000
Secretaries 70 000 87 000
Senior Office Support 75 000 99 000
Senior Office Support/Team Leader 85 000 95 000
Website Support 58 000 74 000

Sales, Events & Marketing
Key Account Manager 85 000 140 000
Account Manager 70 000 90 000

Brand Manager 90 000 130 000
Campaign Manager 89 000 107 000
Digital Producer 80 000 110 000
Direct Marketing Manager 90 000 14 000
Event Coordinator 65 000 85 000
Event Manager 75 000 112 000
Market Analysis Manager 70 000 85 000
Market Research Analysts 65 000 85 000
Market Research Manager 90 000 120 000
Marketing Assistant 65 000 80 000
Marketing Coordinator 65 000 80 000
Marketing Director 185 000 250 000
Marketing Executive 75 000 99 000
Marketing Manager 95 000 150 000
Digital Marketing Manager 95 000 143 000
Product Manager 94 000 120 000
Product Planner 65 000 85 000
Public Relations Admin. 60 000 75 000
Public Relations Director 120 000 160 000
Public Relations Manager 85 000 130 000
Senior Marketing Manager 146 000 220 000
User Experience Manager 80 000 129 000
Website Manager 99 000 140 000
Brand Manager 110 000 150 000
Business Development Manager 100 000 150 000

Education

Associate Professor 153 000 160 000
Childcare Worker 46 000 65 000

Early Childhood Area Manager 86 000 110 000
Early Childhood Teacher 69 000 92 000
Enrolment Manager 77 000 120 000
Head of Department 115 000 170 000
IT Security Specialist 95 000 115 000
Lecturer 105 000 167 000
Primary School Teacher 74 000 108 000
Principal 130 000 185 000
Deputy Principal 120 000 160 000
Secondary School Teacher 74 000 120 000
Tutor 59 000 82 000

Government

ACT
Human Resource Advisors 82 000 112 000
Marketing Managers 92 000 122 000

Communicaitons Managers 102 000 133 000
Policy & Strategy Officers 87 000 112 000
Senior Procurement Managers 95 000 120 000
Facilities Managers 82 000 133 000
Project Managers 92 000 133 000
Research Analysts 82 000 102 000
Compliance Officers 65 000 90 000
NSW

VIC


QLD

WA

SA


Health care

Allied Health Manager (OT/Physio) 95 000 130 000
Aged Care - Care Manager 90 000 120 000

Aged Care - Enrolled Nurse 50 000 75 000
Aged Care - Facility Manager 120 000 150 000
Aged Care - Nurse Unit Manager 90 000 120 000
Aged Care - Registered Nurse 70 000 90 000
Aged Care - Support Worker 42 500 58 000
Aged Care - Quality Business Partner 90 000 120 000
Case Worker 45 000 80 000
Client Engagement Manager (Health) 90 000 130 000
Clinical Care Case Manager (Home Packages) 75 000 85 000
Clinical Care Coordinator 80 000 110 000
Clinical Manager 90 000 120 000
Clinical Nurse Consultant 92 000 120 500
Community Service Manager 119 000 138 000
Director of Nursing 120 000 150 000
Director of Clinical Services 150 000 175 000
Mental Health Worker 80 000 120 000
Midwife 55 000 96 000
Occupational Therapist 75 000 110 000
Physiotherapist 75 000 110 000
Program Director 100 000 125 000
Program/ Project Manager 62 500 115 000
Psychologist 80 000 130 000
Radiographer 50 000 105 000
Rehabilitation Consultant 75 000 100 000
Registered Nurse 80 000 120 000
Social Worker 70 000 95 000
Speech Pathologist 76 500 97 000
Audiologists 90 000 120 000

Manufacturing and operations

Automotive Production Workers 41 000 49 000
Food Process Workers 45 000 55 000

Maintenance Managers 102 000 148 000
Operations Managers 133 000 174 000
Packaging Specialists 48 000 60 000
Packers 50 000 60 000
Plant Manager 102 000 143 000
Process Workers 45 000 60 000
Procurement Analyst 70 000 120 000
Procurement Manager 90 000 130 000
Production Managers 133 000 153 000
Production Planner 60 000 75 000
Production Superintendent 82 000 97 000
Quality and Safety Officer 55 000 75 000
Quality Assurance Coordinators 87 000 102 000
Quality Control Manager 110 000 130 000
Quality Managers 110 000 130 000
Stock Picker 50 000 60 000
Team Leaders 70 000 80 000
Technical Manager Operations 100 000 130 000

Trades

Advanced Rigger 85 000 110 000
Advanced Scaffolder 60 000 85 000

Auto Electrician - Metro 80 000 90 000
Auto Electrician - Regional 124 000 180 000
Boilermakers - Metro 80 000 90 000
Boilermakers - Regional 100 000 140 000
Cabinet Maker 65 000 75 000
Carpenters 65 000 95 000
CNC Machinist 80 000 95 000
Concreters 70 000 110 000
Diesel/Heavy Vehicle Mechanic - Metro 72 000 110 000
Diesel/Heavy Vehicle Mechanic - Regional 124 000 180 000
Drillers 70 000 95 000
Electrical Fitters 80 000 141 000
Formwork Carpenters 65 000 95 000
Maintenance Electrician 80 000 141 000
Maintenance Fitters 80 000 134 000
Mechanical Fitters 80 000 134 000
Mechatronics Specialists 85 000 130 000
Motor Mechanic 65 000 90 000
Panel Beater 80 000 110 000
Pipe Fitter/Layer 60 000 85 000
Pump Technician 75 000 100 000
Service Technician 70 000 100 000
Sheet Metal Trades 60 000 100 000
Shopfitter 85 000 120 000
Spray Painter 75 000 110 000
Steel Fixers 55 000 80 000
Trade Assistants 62 000 75 000
Utilities Lineman 90 000 150 000
Welders 70 000 100 000

Transport and logisitics

Account Manager 120 000 160 000
Branch Manager 130 000 165 000

Distribution Manager 140 000 175 000
Export Clerks 65 000 75 000
Import Clerks 65 000 75 000
Logistics Managers 130 000 165 000
Logistics Operations Manager 130 000 165 000
Stock Admin. 55 000 70 000
Storeperson 60 000 75 000
Supply Chain Director 180 000 230 000
Supply Chain Manager 175 000 224 400
Transport Coordinator 70 000 85 000
Transport Manager 100 000 137 700
Transport Operations Manager 90 000 130 000
Warehouse Manager 80 000 130 000

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Adecco Australia

2023 Salary guide adecco.com.au

2023 Salary Guide 1

2023 Salary Guide 2

Currently the unemployment rate

2023 Salary Guide 3

The quitting contagion continues to grow boosted by the rise of

33% of workers will 58% of workers

2023 Salary Guide 4

% Who say they are satisfied

2023 Salary Guide 5

Actively looking for a new job 33%

Believe that they

For better life balance 34%

2023 Salary Guide 6

2023 Salary Guide 7

I am happy in my current job 40%

When workers are engaged,

2023 Salary Guide 8

2023 Salary Guide 9

Three times more likely to be

2023 Salary Guide 10

What’s more, over two

2023 Salary Guide 11

2023 Salary Guide 12

2023 Salary Guide 13

Accounts Officer/Clerk 60 000 70 000

Accounts Payable 65 000 80 000

2023 Salary Guide 14

2023 Salary Guide 15

Junior Buyer 70 000 95 000

Senior Buyer 130 000 180 000

Change Manager 110 000 180 000

Human Resource Officer 75 000 95 000

Banking & Finance

Business Bankers 73 000 102 000

Compliance Mangers 75 000 110 000

Senior Product Manager 85 000 100 000

Call Centre Management 90 000 140 000

Call Coach/Quality Assurance 65 000 80 000

Administration 65 000 80 000

Business Support 65 000 87 000

2023 Salary Guide 17

Sales, Events & Marketing

Key Account Manager 85 000 140 000

Account Manager 70 000 90 000

2023 Salary Guide 18

2023 Salary Guide 19

Associate Professor 153 000 160 000

Childcare Worker 46 000 65 000

2023 Salary Guide 20

2023 Salary Guide 21

Human Resource Advisors 82 000 112 000

Marketing Managers 92 000 122 000

Human Resource Advisors 82 000 112 000

Marketing Managers 102 000 140 000

Human Resource Advisors 71 000 97 000

Marketing Managers 92 000 122 000

2023 Salary Guide 22

Human Resource Advisors 82 000 112 000

Marketing Managers 82 000 122 000

Human Resource Advisors 92 000 112 000

Marketing Managers 92 000 133 000