72%
have more than 10 years of industry experience
Salary Guide 2026-27
Engineering Salary Guide
An insight-led view of salary confidence, candidate mobility, flexibility and workforce trends shaping Australia's engineering market.
Explore the market Market snapshot
Engineering Market Overview
Engineering professionals are experienced, specialised and largely employed, but increasingly alert to salary movement, flexibility and progression.
93%
are employed on a permanent full-time basis
71%
would listen to the right opportunity
65%
work in a hybrid arrangement
A highly experienced market
Engineering remains a highly experienced market, with most professionals bringing more than a decade of industry experience. This creates strong value for employers, but also increases retention risk where experienced technical or project-critical employees feel their salary, progression or flexibility is no longer aligned with the market.
Industry experience
Percentage profileStable employment, active awareness
Permanent employment remains the dominant model across engineering, but stability does not necessarily mean low mobility. Professionals may be settled in their roles, but many remain open to offers that provide stronger salary alignment, flexibility or career progression.
Permanent full-time employment
Market stability Salary and remuneration trends
Salary Confidence and Pay Expectations
Salary increases are occurring across the market, but many remain modest. A recent increase does not necessarily remove retention risk.
31%
believe they are paid market rate
69%
received a salary increase in the past year
63%
expect a pay rise in the next financial year
41%
indicated they have some form of bonus arrangement
Salary confidence
Current salary
Believe market rate: 31%
Do not believe market rate: 33%
Unsure: 36%
Salary movement
Salary confidence is clearly divided. With a significant portion of professionals either unsure or unconvinced they are being paid at market rate, salary transparency and regular benchmarking are becoming important retention tools.
4%
Median nominated increase
3%
Most common increase
72%
Of nominated increases were between 2% and 5%
Bonus structures
Bonus structures remain inconsistent across the engineering sector. A majority reported having no bonus structure.
Where fixed salary movement is limited, structured incentives may help employers strengthen retention and attraction.
Candidate mobility and retention
Candidate Mobility and Retention
The engineering market is passive, but highly receptive. The strongest talent pool is unlikely to be found through applications alone.
Openness to new offers
Candidate mobilitySalary is the strongest trigger for movement
Better salary remains the strongest trigger for movement. However, progression and flexibility are also meaningful drivers, especially for passive candidates who are not actively looking but are willing to engage with the right opportunity.
59%
Better salary
15%
Promotion or new role
15%
Flexible work arrangements
Job satisfaction
58% are satisfied or very satisfied, while 31% are neutral. The large neutral segment represents a key retention risk and can be influenced by stronger opportunities.
Career progression
48% have not been promoted in their current company, while 19% have been promoted in the past two years.
Progression pathways
For experienced engineers, progression may include technical leadership, project ownership, mentoring, client responsibility or broader strategic involvement, not just a formal title change.
Flexibility and benefits
Flexibility, Benefits and Work Preferences
Flexibility is no longer viewed as a fringe benefit. It is a core part of the employment offer for many engineering roles.
Hybrid work is embedded across the market
Hybrid work is now embedded across much of the engineering market. Flexibility is particularly important for consulting, design, advisory and office-based engineering roles.
43%
Ranked remote work as their top benefit
65%
Placed remote work in their top three benefits
65%
Placed health insurance in their top three benefits
Working arrangements
Current model Workforce profile
Workforce Profile
The engineering workforce represented is highly qualified and experienced, but gender representation remains a clear area for improvement.
89%
hold either a bachelor's degree or master's degree
70%
are aged between 31 and 50
84%
identify as men
15%
identify as women
Building broader representation
Employers should consider how inclusive hiring, flexible work, mentoring and progression pathways can support broader representation. 1% prefer not to say.
Employer priorities
What Clients Should Consider in 2026-27
Retention and attraction strategies should reflect the value of experienced talent, the importance of visible progression and the expectations of a passive candidate market.
Benchmark salaries early
Benchmark salaries before retention becomes an issue.
Engage passive candidates
Treat passive candidates as the main talent pool.
Strengthen the offer
Strengthen the full value proposition.
Protect technical talent
Protect experienced technical talent.
Make progression visible
Show how careers can develop over time.
Keep flexibility competitive
Ensure working arrangements remain aligned with the market.
Broaden talent pipelines
Build more inclusive talent pipelines.
Candidate priorities
What Candidates Should Consider in 2026-27
A well-informed career move takes account of market value, total remuneration, progression and the long-term quality of the opportunity.
Know your market value
Understand where your salary sits against the market.
Look beyond base salary
Assess the complete value of the employment offer.
Clarify progression
Understand progression pathways before moving.
Consider timing carefully
Weigh the timing of a potential career move.
Assess long-term value
Consider project quality and long-term career value.
Salary benchmark section
Engineering Salary Benchmarks
Salary expectations across Engineering continue to vary by discipline, state, project complexity and level of responsibility.
The following benchmarks provide an indicative guide to current market ranges across Engineering Consultancy, Engineering Contractors and Rail roles.
Ranges should be used as a guide only. Final remuneration may vary depending on technical specialisation, project scale, leadership scope, location, organisation size and candidate experience.
Please note: salary ranges listed are base salaries only and exclude superannuation, bonuses, commissions, allowances and other benefits unless otherwise stated.
Showing Engineering Consultancy salary benchmarks
Design Manager
NSW
$130,000 - $210,000
QLD
$130,000 - $210,000
VIC
$135,000 - $190,000
WA
$140,000 - $210,000
Designer
NSW
$90,000 - $135,000
QLD
$65,000 - $115,000
VIC
$90,000 - $140,000
WA
$85,000 - $140,000
Drafter
NSW
$65,000 - $100,000
QLD
$45,000 - $95,000
VIC
$50,000 - $110,000
WA
$55,000 - $105,000
Graduate Engineer
NSW
$70,000 - $120,000
QLD
$65,000 - $115,000
VIC
$75,000 - $120,000
WA
$75,000 - $125,000
Principal Engineer
NSW
$150,000 - $230,000
QLD
$120,000 - $220,000
VIC
$130,000 - $220,000
WA
$140,000 - $240,000
Project Manager
NSW
$100,000 - $200,000
QLD
$90,000 - $190,000
VIC
$90,000 - $140,000
WA
$110,000 - $210,000
Senior Designer
NSW
$90,000 - $190,000
QLD
$80,000 - $180,000
VIC
$90,000 - $170,000
WA
$100,000 - $200,000
Senior Drafter
NSW
$90,000 - $135,000
QLD
$70,000 - $130,000
VIC
$75,000 - $130,000
WA
$80,000 - $140,000
Senior Engineer
NSW
$110,000 - $210,000
QLD
$100,000 - $200,000
VIC
$110,000 - $180,000
WA
$120,000 - $220,000
No matching salary benchmarks found for this sector.
Contracts Administrator
NSW
$80,000 - $160,000
QLD
$80,000 - $150,000
VIC
$90,000 - $170,000
WA
$85,000 - $160,000
Design Manager
NSW
$120,000 - $210,000
QLD
$110,000 - $200,000
VIC
$130,000 - $220,000
WA
$120,000 - $210,000
Estimator
NSW
$60,000 - $140,000
QLD
$60,000 - $140,000
VIC
$65,000 - $140,000
WA
$70,000 - $150,000
Project Engineer
NSW
$100,000 - $180,000
QLD
$105,000 - $180,000
VIC
$110,000 - $190,000
WA
$120,000 - $200,000
Project Manager
NSW
$150,000 - $250,000
QLD
$140,000 - $240,000
VIC
$150,000 - $250,000
WA
$160,000 - $230,000
Quantity Surveyor
NSW
$70,000 - $140,000
QLD
$70,000 - $140,000
VIC
$70,000 - $150,000
WA
$70,000 - $145,000
Senior Project Engineer
NSW
$120,000 - $240,000
QLD
$130,000 - $250,000
VIC
$140,000 - $260,000
WA
$150,000 - $270,000
Senior Project Manager
NSW
$200,000 - $260,000
QLD
$180,000 - $250,000
VIC
$180,000 - $270,000
WA
$180,000 - $260,000
Supervisor
NSW
$95,000 - $180,000
QLD
$90,000 - $170,000
VIC
$95,000 - $180,000
WA
$100,000 - $190,000
No matching salary benchmarks found for this sector.
Rail Safety Assurance Engineer
NSW
$130,000 - $190,000
QLD
$125,000 - $185,000
VIC
$130,000 - $190,000
WA
$125,000 - $180,000
Rail Safety Assurance Manager
NSW
$170,000 - $250,000
QLD
$160,000 - $240,000
VIC
$170,000 - $250,000
WA
$160,000 - $245,000
Rail Safety Assurance Senior Engineer
NSW
$150,000 - $220,000
QLD
$140,000 - $210,000
VIC
$150,000 - $220,000
WA
$140,000 - $215,000
Signalling Engineer
NSW
$130,000 - $190,000
QLD
$125,000 - $180,000
VIC
$130,000 - $190,000
WA
$135,000 - $200,000
Signalling Manager
NSW
$170,000 - $260,000
QLD
$160,000 - $250,000
VIC
$170,000 - $260,000
WA
$200,000 - $300,000
Signalling Senior Engineer
NSW
$150,000 - $220,000
QLD
$140,000 - $210,000
VIC
$150,000 - $220,000
WA
$155,000 - $235,000
Systems Engineer
NSW
$120,000 - $180,000
QLD
$115,000 - $170,000
VIC
$120,000 - $180,000
WA
$115,000 - $175,000
Systems Manager
NSW
$160,000 - $260,000
QLD
$150,000 - $250,000
VIC
$160,000 - $260,000
WA
$150,000 - $255,000
Systems Senior Engineer
NSW
$140,000 - $220,000
QLD
$135,000 - $210,000
VIC
$140,000 - $220,000
WA
$135,000 - $215,000
No matching salary benchmarks found for this sector.
Closing commentary
Final Market Commentary
Engineering professionals are experienced, specialised and largely employed, but increasingly alert to salary movement, flexibility and progression.
Most professionals are not actively searching, but many would listen to the right opportunity. Retention is driven by salary, flexibility, progression and overall role quality. Employers who benchmark regularly, make career pathways visible and maintain a competitive total offer will be better placed to secure and retain critical engineering capability.
Downloadable salary data
Request the Salary Data
Want access to the full salary data from this guide? Submit a request and our team will be in touch by email to send it through as soon as possible.
Once submitted, a member of our team will follow up by email with the salary data.
