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Robert Walters Taiwan’s 15th anniversary report Reveals Structural Shift in the Local Talent Market

• Taiwan’s talent market has officially shifted from an employer-driven to a candidate-driven market, with critical skills increasingly replacing tenure and job titles as the core measure of talent value.
• AI adoption and global supply chain restructuring are accelerating salary polarisation. Professionals in semiconductors and high-tech industries are seeing salary increases of 15–20% when changing jobs, while those with AI, HPC and cross-border supply chain expertise can command increases of up to 30%.
• Career priorities are evolving beyond compensation. 54% of professionals cite learning and development opportunities as a key reason for staying with their current employer.
• By 2030, Gen Z is expected to account for 30–33% of Taiwan’s workforce, making flexibility, work-life balance and transparent workplace culture critical factors in talent attraction and retention.

TAIPEI, TAIWAN – Media OutReach Newswire – 29 May 2026 – Taiwan’s talent market has gradually shifted from an employer-driven to a candidate-driven market through globalisation, digital transformation and pandemic-driven disruption. Meanwhile, the rapid advancement of technology and AI is not only accelerating demand for critical skills, but also reshaping industry structures and redefining the rules of talent competition.

Robert Walters, the world’s most trusted talent solutions business, said in its latest 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition, that “critical skills” are increasingly replacing tenure and job titles as the primary indicators of talent value and compensation. Particularly as Taiwan’s semiconductor industry strengthens its strategic position within the global technology supply chain, professionals with in-demand capabilities are seeing salary growth significantly outpace the broader market, making salary polarisation an increasingly structural feature of Taiwan’s labour market.

As competition for high-skilled talent intensifies, candidates are placing greater emphasis not only on compensation, but also on Career Value Proposition (CVP), including career development, workplace flexibility and management culture. The report also highlights the rise of a candidate-driven market, where professionals are becoming increasingly selective about what they expect from employers.

In today’s market, growing uncertainty and increasing business complexity are shifting competition away from workforce scale towards the ability to secure critical capabilities and high-value talent. John Winter, Country Manager of Robert Walters Taiwan, noted: “Since entering the Taiwan market in 2011, we have seen talent strategy evolve into a core business strategy. Organisations that can identify critical capabilities early, integrate talent effectively and continuously strengthen organisational resilience will be best positioned for long-term success.”

Global Supply Chain Restructuring Accelerates the Shift Towards a Skills-Based Talent Market and Salary Polarisation

Amid geopolitical uncertainty and ongoing global supply chain restructuring, organisations are increasingly reshaping their structures and global workforce strategies to strengthen resilience and competitiveness. As a result, hiring priorities are shifting away from narrow technical expertise towards cross-functional integration, strategic thinking and problem-solving capabilities. At the same time, talent assessment is moving beyond tenure and job titles, with greater emphasis placed on practical capability, skill scarcity and immediate business impact.

Rapid AI adoption is further accelerating demand for critical skills, driving increasingly concentrated salary growth across the market.

In semiconductor and high-tech industries, professionals changing jobs may see salary increases of 15–20%, while talent with expertise in AI, High-Performance Computing (HPC), Edge Computing and cross-border supply chain management may achieve salary growth of up to 30% reinforcing the growing shift towards a labour market increasingly defined by “skills value”. In contrast, salary growth among execution-focused roles has remained relatively moderate. According to Taiwan’s Directorate-General of Budget, Accounting and Statistics (DGBAS), nearly 70% of employees in 2025 earned below the average salary level — the highest proportion on record — highlighting widening salary polarisation across the labour market.

Candidate-Driven Market Takes Shape:

Career Value Proposition Emerges Alongside Salary as a Key Driver of Employer Attractiveness

The rise of in-demand skills is accelerating Taiwan’s shift towards a candidate-driven labour market, with professionals becoming increasingly selective about what they expect from employers. According to Robert Walters Taiwan’s 15th Anniversary Report, candidates are moving beyond a compensation-led mindset and placing greater emphasis on Career Value Proposition (CVP), including career growth, workplace flexibility and management culture.

As AI adoption and industry transformation continue to reshape the workforce, professionals are placing greater importance on long-term career development and employability. Robert Walters Taiwan’s research found that 54% of professionals view continuous learning and development opportunities as a key reason for staying with their current employer.

Expectations around workplace culture and working models are also evolving. The report shows that beyond salary and benefits (75%), professionals increasingly prioritise flexible working arrangements (36%) and an open, effective management culture (32%) when evaluating employers. Meanwhile, Taiwan’s National Development Council projects that Gen Z will account for approximately 30–33% of the labour force by 2030. As the influence of this generation continues to grow, priorities such as work-life balance, workplace flexibility and transparent organisational culture are becoming defining factors in employer attractiveness.

Reflecting on the findings, John Winter noted: “The rise of a candidate-driven market reflects a broader shift in how professionals evaluate employers. Beyond compensation, talent is increasingly prioritising long-term growth, flexibility and organisational culture. Companies that can provide meaningful career development and adaptability will be better positioned to attract and retain top talent.”

Five Strategies Reshaping Talent Competition:

Building Organisational Resilience Through Critical Capabilities and Skills Value

As geopolitical uncertainty, global supply chain restructuring and rapid AI adoption continue to reshape business environments, organisations are increasingly competing on critical capabilities and organisational resilience rather than scale alone. In this context, talent strategy is no longer a back-office HR function, but a core driver of transformation, competitiveness and long-term business sustainability.

Robert Walters Taiwan’s report identifies five key strategies organisations should focus on to remain competitive in a rapidly evolving market:

1. Shift from workforce expansion to critical capability planning
Hiring success will increasingly depend on the ability to identify and secure high-value talent with in-demand, business-critical skills.

2. Build compensation strategies around skills value
As skills replace tenure as the key measure of talent value, organisations must redesign salary structures and talent evaluation frameworks to remain competitive.

3. Strengthen long-term learning and capability development
AI-driven transformation will require organisations to proactively build reskilling and upskilling cultures to reduce future capability gaps.

4. Redesign workplaces around flexibility and employee experience
Beyond compensation, organisations must strengthen career development, flexibility and workplace culture to attract and retain high-performing talent.

5. Elevate talent strategy to a core business priority
Future talent competition will increasingly shape organisational agility, transformation capability and long-term competitiveness.

Reflecting on the evolving talent landscape, John Winter said: “In the past, talent strategies were largely designed to address immediate hiring needs. Today, the nature of talent strategy has fundamentally changed. Organisations must shift from asking ‘Who do we need now?’ to ‘What capabilities will we need in the future?’ The businesses that can continuously build adaptable talent and resilient organisations will be the ones best positioned for long-term success.”

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About Taiwan’s Talent Market: The New Rules of Competition

Published as Robert Walters Taiwan’s 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition explores how globalisation, digital transformation, the pandemic, AI adoption and geopolitical uncertainty have structurally reshaped Taiwan’s labour market over the past 15 years.

The report combines Robert Walters Taiwan’s long-term market observations, talent insights and findings from the Salary Survey 2026, covering key sectors including semiconductors, high technology, manufacturing, digital transformation and cross-border operations. It also examines the major workforce trends redefining talent competition, salary structures and employer attractiveness in Taiwan’s evolving labour market.

To access the full report, please visit: https://reurl.cc/9W97bn

Hashtag: #RobertWalters

The issuer is solely responsible for the content of this announcement.

About 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 Taipei office specialises in placing candidates in the following specialities: accounting & finance, electronics & industrial, healthcare, human resources, IT & digital transformation, marketing, manufacturing, sales, semiconductors, software, supply chain, logistics & procurement.

Highlights of FY25/26 Results

HONG KONG SAR – Media OutReach Newswire – 28 May 2026 – Johnson Electric Holdings Limited (“Johnson Electric”), a global leader in electric motors and motion subsystems, today announced its results for the twelve months ended 31 March 2026.

Group sales for the 2025/26 financial year were US$3,650 million, an increase of 0.1% compared to the prior year. Net profit attributable to shareholders decreased by 23% to US$202 million or 21.59 US cents per share on a fully diluted basis. Adjusted net profit, excluding the effects of non-cash foreign exchange rate movements, the impairment of intangible assets, restructuring charges, and adverse fair value movements in investments, declined by 13% to US$234 million.

Sales Performance

The Automotive Products Group (“APG”) achieved sales of US$3,054 million, which amounted to 84% of total Group sales. Excluding currency effects, APG’s sales decreased by 3%.

Global automotive industry production volumes increased slightly over the prior year, but growth remains lacklustre in most markets due to affordability concerns and the challenges faced by OEMs and suppliers in adjusting to geopolitical uncertainty, tariff pressures, and the shifting economics of battery electric vehicles that continue to be shaped by the level of government subsidies available to consumers.

APG’s sales are divided broadly equally across the three major geographic regions of demand, but performance over the past year reflected distinct variations in local market conditions, as well as APG’s own mix of OEM customers and the timing of new program launches.

In Asia, the division’s sales declined by 7% on a constant currency basis primarily due to the ongoing erosion in market share held by Sino-foreign joint venture OEM customers in China. APG has continued to win significant new business awards from Chinese domestic OEMs and their suppliers, which now account for the majority of its sales in China. However, the division’s historically large share among joint venture customers has acted as a drag on its recent sales performance that is taking time to reverse. The domestic passenger vehicle market in China itself experienced a sharp slowdown in sales in the first quarter of 2026 due to the phasing out of trade-in subsidies designed to encourage the purchase of electric vehicles.

APG’s sales to the Americas increased by 1% on a constant currency basis in a market that saw total light vehicle production volumes broadly flat. The predominant factor constraining new car sales in North America is cost of living concerns, with many low to middle income car buyers struggling to afford new vehicles that, on average, have increased in price by over 30% since 2020.

In Europe, APG’s sales decreased by 2% on a constant currency basis. The European auto market continues to experience sluggish consumer demand at the same time that OEMs are hampered by excess production capacity and the impact of shifting emissions regulations on their product model line-ups.

APG’s strategy in the context of the varied and unpredictable operating environment for component suppliers is, firstly, to focus on bringing to market innovative motion technologies that enable electrification, reduce emissions, and enhance passenger safety and comfort. Secondly, APG aims to offer its diverse base of customers an unrivalled total cost and value proposition that combines speed, scale, and reliability of production with an adaptable global operating footprint.

The Industry Products Group (“IPG”) achieved sales of US$596 million – an increase of 2% compared to the prior year on a constant currency basis. After three successive years of declining sales, this marks an important return to growth for the division. In more commoditized product application segments, new business development has been redirected towards the rapidly growing base of Chinese manufacturers who are capturing an increasing share of the global market for consumer and commercial hardware goods – particularly for low-priced, entry-level products. In parallel, IPG is focused on supplying motion subsystem solutions to more specialized, higher-growth segments, including humanoid robotics, warehouse automation, medical devices, semiconductor manufacturing equipment, and liquid cooling applications.

Gross Margins and Operating Profitability

The Group’s gross profit of US$840 million, or 23.0% of sales, was essentially flat compared to the prior financial year. Slight increases in production staff costs, depreciation, and raw materials were offset by savings in other production overheads and direct labour.

Reported earnings before interest, tax and amortization (“EBITA”) amounted to US$258 million, a decrease of 22% compared to US$331 million achieved in the prior year. The decline was due to a combination of factors, including higher selling and administrative staff costs and other provisions, an impairment of intangible assets arising from a past acquisition, and reduced other income due to an adverse net change in the fair value of certain investments.

Net Profit and Financial Condition

Net profit attributable to shareholders decreased by 23% to US$202 million or 21.59 US cents per share on a fully diluted basis. Adjusted net profit, excluding the effects of non-cash foreign exchange rate movements, the impairment of intangible assets, restructuring charges, and adverse fair value movements in investments, amounted to US$234 million compared to US$268 million in the prior year.

The Group’s overall financial condition remains robust with a total debt to capital ratio of 10%, an interest coverage ratio of 22 times, and year-end cash reserves of US$902 million.

Dividends

The Board considers it appropriate to recommend maintaining the final dividend of 44 HK cents (5.64 US cents) per share, which together with the interim dividend of 17 HK cents per share, represents a total dividend of 61 HK cents (7.82 US cents) per share.

Chairman’s Comments on the Annual Results and Outlook

Commenting on the annual results for the financial year 2025/26, Dr. Patrick Wang, Chairman and Chief Executive, said, “Operating conditions for global manufacturing businesses during the financial year 2025/26 remained challenging, with end-market demand in most regions subdued and geopolitical events and uncertainties placing upward pressure on input costs.”

Dr. Patrick Wang further commented: “In the face of these headwinds, Johnson Electric maintained its long-standing resilience with sales and gross profit margins both holding up comparatively well. The bottom-line result, however, was negatively impacted by the effects of higher overhead expenses on a flat sales base, adverse net changes in the fair value of investments, and a non-cash intangible assets impairment charge.”

Concerning the near-term financial outlook, Dr. Patrick Wang said: “The global economy demonstrated resilience over the past year, despite the protracted conflict between Russia and Ukraine and the geopolitical shock of tariffs being imposed on US imports of goods from almost all countries. Looking ahead, the unstable and unpredictable conditions for trade and global manufacturing have been made even more precarious by the outbreak of war in the Middle East.”

“Johnson Electric has a long-standing track record in successfully navigating volatile global markets. In the near term, with geopolitical and macro-economic dynamics impossible to forecast with precision, management remains focused on cost control, managing the effects of inflation, and maintaining a prudent financial risk profile.”

“In parallel, however, we are also committed to invest in adapting and scaling our business model to meet strong underlying demand for our motion subsystem solutions in several high-growth end-markets and new product applications. Included among these are: thermal management systems for electric and hybrid vehicles that depend on a combination of water pumps, valves and actuators to support optimal vehicle cabin temperature, extend electric vehicle driving range, and contribute to longer battery life; solid oxide fuel cell power generation systems that are becoming established as an important source of low-emission, on-site electricity supply to AI data centres; and AI-enabled humanoid robots, which are widely viewed as one of the most significant industrial and commercial opportunities over the next ten to twenty years.”

Forward Looking Statements

This news release contains certain forward looking statements with respect to the financial condition, results of operations and business of Johnson Electric and certain plans and objectives of the management of Johnson Electric.

Words such as “outlook”, “expects”, “anticipates”, “intends”, “plans”, “believe”, “estimates”, “projects”, variations of such words and similar expressions are intended to identify such forward looking statements. Such forward looking statements involve known and unknown risk, uncertainties and other factors which may cause the actual results or performance of Johnson Electric to be materially different from any future results or performance expressed or implied by such forward looking statements. Such forward looking statements are based on numerous assumptions regarding Johnson Electric’s present and future business strategies and the political and economic environment in which Johnson Electric will operate in the future.

Note to Editors and Securities Analysts: The full text of the Annual Results announcement, includingfinancial statements, is available through the Investors section of company’s website at www.johnsonelectric.com
Hashtag: #JohnsonElectric

The issuer is solely responsible for the content of this announcement.

About Johnson Electric Group

At Johnson Electric, our vision is to be the world’s definitive provider of innovation and reliable motion systems.

We are a global leader in electric motors, actuators, motion subsystems and related electro-mechanical components, serving a broad range of industries including Automotive, Liquid Cooling, Robotic Joints, Smart Metering, Business Equipment, Ventilation, Home Automation, Large Appliances, Power Tools, Medical Devices and Lawn & Garden Equipment. The Group is headquartered in Hong Kong and employes over 30,000 individuals in more than 20 countries worldwide. We are listed on The Stock Exchange of Hong Kong Limited ( Stock no. 179). For further information, please visit: www.johnsonelectric.com.

“Building on AECOM’s long-standing contribution to Hong Kong’s airport development and our partnership with AAHK since the 1990s, we helped deliver a world-class terminal that enhances connectivity and strengthens resilience, setting new benchmarks for aviation in a changing world,” said Dr. Johnny Cheuk, AECOM’s Hong Kong executive leader.

AECOM’s multi-disciplinary team brought together expertise in mega project management, engineering and passenger terminal design to deliver innovative, buildable solutions through phased construction, minimizing disruption within a live airport environment. A signature feature of T2 is its 63,000 m² ‘Feather Roof,’ supported by tree-like columns, combining architectural expression with operational performance. Leveraging multiple digital solutions such as BIM and Tekla, alongside phased modular construction significantly enhanced the precision, safety and delivery efficiency of this iconic roof structure.

Supporting HKIA’s pledge to become the world’s greenest airport, sustainability is embedded throughout the project. Key measures include implementing a high-performance façade that enhances thermal efficiency, natural daylighting and acoustic comfort. AECOM also helped define embodied carbon quantification standards at the outset of this project more than a decade ago. These are complemented by energy-efficient building services that reduce overall energy consumption, contributing to the award of BEAM Plus Provisional Platinum rating — the highest qualification level recognized by the Hong Kong Green Building Council (HKGBC).

Hashtag: #AECOM #Aviation #Terminal2

https://aecom.com

The issuer is solely responsible for the content of this announcement.

About AECOM

AECOM is the global infrastructure leader, committed to delivering a better world. As a trusted professional services firm powered by deep technical abilities, we solve our clients’ complex challenges in water, environment, energy, transportation and buildings. Our teams partner with public- and private-sector clients to create innovative, sustainable and resilient solutions throughout the project lifecycle – from advisory, planning, design and engineering to program and construction management. AECOM is a Fortune 500 firm that had revenue of US$16.1 billion in fiscal year 2025. Learn more at aecom.com.

Prudent Risk Management Yields Solid Outcomes metrics, Core Pawn Business Demonstrates Resilient Growth with Proposed Final Dividend of HK$1.15 cents per share

Results Highlights:

• Profit for the year attributable to shareholders increased by approximately 47.8% YoY to approximately HK$82.6 million
• Net profit margin increased by approximately 16.2 p.p. YoY to approximately 50.2%
• Impairment losses recognized on loan receivables decreased by approximately 72.6% YoY to HK$12.7 million
• Revenue from pawn loan business increased by approximately 12.9% YoY to approximately HK$98.6 million
• Proposed final dividend of HK$1.15 cents per share

HONG KONG SAR – Media OutReach – 27 May 2026 – The board of directors of Oi Wah Pawnshop Credit Holdings Limited (HKEx stock code: 1319.HK, the “Group” or “Oi Wah”) announced its annual results and its financial position. For the year ended 28 February 2026 (“FY2026“), the Group recorded revenue of approximately HK$164.4 million. Profit attributable to shareholders of the Company reached approximately HK$82.6 million, representing an increase of 47.8% compared to the year ended 28 February 2025 (“FY2025“). During the year, net interest margin expanded to approximately 17.2%.

As of 28 February 2026, the cash and cash equivalents (net of bank overdraft) amounted to approximately HK$376.9 million, representing a substantial increase of approximately 74.8% YoY. The net assets increased to approximately HK$1,155.7 million. Concurrently, the gearing ratio dropped to 4.1%. During the year, the earnings per share increased by approximately 48.3% YoY to HK 4.3 cents. The Board of Directors recommends a final dividend of HK 1.15 cents per share.

BUSINESS REVIEW

Mortgage loan business

In FY2026, the economy entered a phase of gradual recovery, leading to a steady resurgence in financing demand. The revenue from the mortgage loan business was approximately HK$65.8 million and accounted for approximately 40.0% of the Group’s total revenue during the year. The gross mortgage loan receivables were approximately HK$612.5 million as at 28 February 2026. During the year, net interest margin of the mortgage loan business was approximately 10.1%.

In FY2026, the Group maintained a disciplined and risk-sensitive approach in its lending activities. While we observed an encouraging stabilization in the residential property market, the Group exercised intensified vigilance toward the commercial and industrial sectors due to persistent supply overhangs and valuation pressures. Our underwriting strategy remained focused on building a resilient loan portfolio by prioritizing high-quality collaterals and prudent loan-to-value ratios. During the year, the average loan-to-value ratio for first mortgage was approximately 56.27%, while overall average loan-to-value ratio for subordinate mortgage was approximately 40.82% of which, average loan-to-value ratio of subordinate mortgage that the Group participated in was approximately 3.73%.

Reflecting our robust credit risk management, the charge for impairment losses recognized on loan receivables decreased from approximately HK$46.3 million to approximately HK$12.7 million, representing a decrease of approximately 72.6% or HK$33.6 million.

Pawn Loan Business

The revenue from the pawn loan business increased by approximately 12.9% to approximately HK$98.6 million in FY2026. The business’s profitability was further bolstered by a significant 73.0% increase in the gain on disposal of repossessed assets, which reached approximately HK$19.2 million as compared to approximately HK$11.1 million in FY2025. This performance was mainly attributed to the unprecedented strength of gold prices and a highly active secondary market for luxuries, particularly high-end timepieces. These factors have further solidified the pawn loan business as a resilient and strategic hedge against broader economic volatility.

During the year, the Group continued to channel resources to advertising and promotion to enhance the Group’s brand exposure. Such effort has generated demand for one-to-one pawn loan appointment services for pawn loans exceeding HK$0.1 million.

PROSPECTS

Looking ahead, the Group maintains a stance of cautious optimism regarding the global economic recovery. While macroeconomic and geopolitical uncertainties may persist, we remain dedicated to a proactive yet prudent strategy to ensure sustainable long-term growth and maximize returns for our shareholders.

Within the mortgage loan market, our strategy will be characterized by a calibrated and divergent approach. We continue to hold an optimistic outlook on the residential property segment, where we intend to capitalize on the stabilizing interest rate environment by identifying high-quality mortgage opportunities. Conversely, we maintain cautious and vigilant towards the commercial and industrial sectors. Given the structural challenges of inventory overhang and the increasing prevalence of distressed assets, the Group will exercise intensified oversight in its credit underwriting and collateral appraisal to mitigate valuation risks.

Regarding our core operations, we anticipate our pawn loan business to remain resilient, supported by a firm gold price trajectory and sustained demand for liquidity management. To further enhance operational efficiency, the Group is actively optimizing its pawn shop network. We are strategically identifying more cost-effective locations within our established service areas, aiming to relocate our pawn outlets to premises with more competitive lease terms to reduce operating overheads while maintaining our leading market presence.

Simultaneously, our strategic partnership with PACM Group remains a key driver for geographic diversification. By proactively exploring institutional credit opportunities in developed markets while maintaining rigorous investment oversight, the Group is well-positioned to navigate evolving industry dynamics and deliver stable value to all stakeholders.

Mr. Edward Chan, Chairman and CEO of the Company, said, “Global geopolitical and macroeconomic uncertainties intertwine, placing pressure on the global economic recovery and posing ongoing challenges to the local property market. In the face of a complex external environment, Oi Wah has consistently adhered to a proactive yet prudent management strategy. Our core pawn loan business has fully demonstrated its role as a strategic tool to hedge against macroeconomic fluctuations, showcasing the Group’s strong resilience amidst market challenges.

Looking forward, we will adopt a carefully calibrated differentiation strategy and continue to drive regional diversification. Under strict investment monitoring, we will actively explore business opportunities in developed markets to further expand our revenue streams and customer base, striving to deliver long-term, stable, and sustainable returns for our shareholders.”

Hashtag: #OiWah

The issuer is solely responsible for the content of this announcement.

About Oi Wah Pawnshop Credit Holdings Limited

Oi Wah is a financing service provider in Hong Kong, mainly providing short-term secured financing, including pawn loans and mortgage loans. The Group established its first pawnshop in 1975 and currently owns 10 pawnshops and one premium service center in various locations in Hong Kong. Oi Wah diversified into mortgage loan business in 2009. The Group is the first local pawn shop which successfully listed on the Main Board of The Stock Exchange of Hong Kong Limited on 12 March 2013.

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/
http://www.linkedin.com/company/robert-walters

The issuer is solely responsible for the content of this announcement.

Robert Walters Hong Kong

About 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

At the interbank foreign exchange market, the currency opened weaker than Monday’s close of 95.26, losing 17 paise as importers and oil companies stepped up dollar purchases. The fall interrupted a brief recovery in the previous session, when the rupee had gained ground after suspected Reserve Bank of India intervention and softer crude prices lifted sentiment.

Market participants said the rupee’s early weakness reflected a broader risk-off mood across Asia. Oil-sensitive currencies faced selling pressure as traders reassessed the likelihood of a quick diplomatic settlement between Washington and Tehran. The rupee, already vulnerable because of the country’s heavy dependence on imported crude, moved in line with regional peers as energy prices rebounded and the dollar drew support from safe-haven demand.

Brent crude moved sharply higher towards the $100-a-barrel mark after fresh military action involving Iran raised doubts over the durability of peace efforts. Higher oil prices typically increase demand for dollars from refiners and importers, widening pressure on the trade balance and adding to inflation risks. For a country that imports nearly nine-tenths of its crude requirement, each sustained rise in oil prices feeds directly into currency, bond and equity market expectations.

The Reserve Bank of India is expected to remain active in the foreign exchange market to prevent disorderly moves rather than defend a fixed level. State-run banks were seen selling dollars in earlier sessions, a pattern traders often associate with central bank intervention. The central bank has used spot and forward market tools through periods of sharp volatility, drawing on its foreign exchange reserves while seeking to preserve market stability.

Foreign exchange reserves remain substantial by global standards, though they have eased from their February peak amid currency management and valuation changes. The buffer gives policymakers room to smooth volatility, but it does not fully insulate the rupee from external shocks when oil prices, global yields and geopolitical risks move in the same direction.

The rupee’s trajectory now hinges on three immediate variables: the price of crude, the strength of the dollar and the credibility of diplomatic efforts in the Middle East. A sustained climb in oil would complicate the inflation outlook and increase pressure on the current account. A softer dollar or clearer signs of de-escalation could help the rupee recover some lost ground, particularly if portfolio flows stabilise.

Bond markets also reflected caution. The benchmark 10-year yield edged higher as traders priced in the risk that imported inflation could narrow the central bank’s room for policy easing. Money-market rates showed a firmer bias, with swap markets reassessing the path of interest rates ahead of the next monetary policy review.

Equity markets faced a parallel adjustment, with energy-sensitive sectors, import-heavy companies and businesses exposed to foreign currency costs attracting closer scrutiny. Exporters, especially technology and pharmaceutical firms, may gain a translation benefit from a weaker rupee, but broader market sentiment remains tied to oil, capital flows and global risk appetite.

The pressure on the currency comes at a delicate moment for policymakers. Retail inflation has moderated from earlier peaks, but fuel costs and a weaker exchange rate can quickly alter expectations if the move persists. A weaker rupee raises the landed cost of crude, fertilisers, electronics and other imported goods, while also increasing the rupee value of external debt servicing for firms without adequate hedges.

Companies with dollar liabilities are likely to increase hedging activity if volatility persists. Importers generally prefer to cover near-term exposures when oil and the dollar rise together, while exporters may stagger dollar sales in expectation of better rates. This tug of war often intensifies near month-end, when corporate demand for foreign currency rises.

Founded in Singapore over 30 years ago, EtonHouse today operates over 100 schools across eight countries, and is widely recognised for its inquiry-led approach to international education.

The partnership positions EtonHouse as a long-term education partner to Bhutan, focused on listening, learning, and co-creating a school experience that honours Bhutanese culture and strengthens capability within the region. Professional development and education conferences will support collaboration among educators across Bhutan, enabling professional exchange and high-quality practice, contributing to a strong, future-ready pedagogical landscape.

A shared vision for Bhutan’s future education landscape

EtonHouse Bhutan aligns with the Royal Government’s vision to nurture world-class talent through greater access to high-quality international education. The school is designed to develop globally competent learners rooted in Bhutan’s cultural heritage and the principles of Gross National Happiness. This partnership reflects Singapore’s enduring contribution to international education, sharing a model that harmonises academic rigour with Asian values, creativity and innovation, advancing Bhutan’s long-term educational aspirations.

The school will offer a seamless K–12 pathway for over 500 students. In the Early Years, children will experience the EtonHouse Inquire. Think. Learn curriculum inspired by the Reggio Emilia approach. Primary students will engage in the International Primary Curriculum alongside Singapore Mathematics and UK-aligned core subjects, progressing to the Cambridge Lower Secondary, IGCSE and International A Level qualifications from Cambridge. Bhutanese History and Dzongkha remain integral, complemented by a multilingual language programme offering English, Dzongkha and Mandarin, alongside a strong emphasis on STEM, sustainability and holistic wellbeing.

“The Ministry of Education and Skills Development has entered into a landmark partnership with EtonHouse International Education Group to establish an international school in Bhutan, a significant milestone in the nation’s ongoing education reform, guided by His Majesty’s vision for a future-ready and globally competitive education landscape.

The initiative will provide Bhutanese students with access to internationally benchmarked learning opportunities while ensuring the deep integration of local knowledge, culture, and values into the curriculum. It seeks to create a dynamic platform for young Bhutanese to experience world-class education within the country, reducing the need to pursue such opportunities abroad and thereby strengthening Bhutan’s human capital for the future.

Beyond enhancing access to quality education, the partnership aims to strengthen national education capacity and bolster Bhutan’s attractiveness to skilled professionals and international institutions, positioning the Kingdom as an emerging hub for world-class learning,” said Mr Tshewang C. Dorji, Secretary of the Ministry of Education & Skills Development.

“Establishing Bhutan’s first international school marks a defining moment for education in the Kingdom. As a global education group, we bring internationally recognised standards and access to a worldwide learning network that connects students and educators across countries. Through the EtonHouse Global Classroom, students engage with peers across our international network, gaining global perspectives through shared learning and cultural understanding. Our ambition is to build a globally engaged school in Bhutan that expands opportunities and contributes to long-term national development.” said Mr Ng Yi-Xian, Group CEO of the EtonHouse International Education Group.

Creating Opportunities for Students and Advancing Educator Excellence

A dedicated scholarship scheme will provide full tuition sponsorship to up to ten outstanding Bhutanese students, reinforcing the school’s commitment to accessibility and national talent development.

EtonHouse will leverage its membership in the Reggio Children International Network to provide preschool educators in Bhutan with access to internationally recognised Reggio Children expertise, professional learning and regional educator exchange, strengthening teaching practice across the region.

A campus that celebrates Bhutanese identity and global perspective

“The design and curriculum of EtonHouse Bhutan pay homage to Bhutan’s cultural roots while opening doors to the world. Every space has been conceived to inspire curiosity, reflection, and innovation, echoing the nation’s aspiration to educate its youth for both local contribution and global engagement.” said Evelyn Tay, CEO of EtonHouse International Education Group, Singapore and EtonHouse Bhutan International School.

The purpose-built campus reflects a thoughtful fusion of traditional Bhutanese craftsmanship and contemporary collegiate design. Learning environments are designed in calm, neutral tones, reflecting the EtonHouse approach to inquiry-led, child-centered learning.

Students will have access to facilities including:

• Research and Innovation Centre, integrating the Library, STEAM and ICT to support inquiry, experimentation and interdisciplinary learning
• Dedicated Science Laboratories, designed for hands-on learning across Biology, Chemistry and Physics
• Cultural Learning Spaces, honouring Bhutanese History and Dzongkha as integral parts of the curriculum
• Multipurpose Sports Hall, supporting physical development, teamwork and wellbeing
• Dedicated Performing Arts Studio, enabling expression through music, drama and movement
• Reggio-inspired Ateliers, where children explore ideas through the hundred languages of expression, including light, sound, clay, mark-making and natural materials

Next steps

With enrolments opening for Nursery 1 to Year 5 (from 3 to 10 years) and plans to expand progressively to serve students aged up to 18 years, families interested in discovering more about EtonHouse Bhutan International School are warmly invited to attend our Experience Day on 30 May. This special event offers an opportunity to find out more and experience what defines the EtonHouse approach.

For more information, please visit etonhouse.edu.sg/bhutan.

https://www.etonhouse.edu.sg/
https://www.linkedin.com/company/etonhouse-international-education-group/
https://twitter.com/EtonHouseGroup
https://web.facebook.com/EtonHouseInternational/
https://www.instagram.com/etonhouseinternational/
https://www.youtube.com/user/EtonHouseEducation

The issuer is solely responsible for the content of this announcement.

About EtonHouse International Education Group

Founded in 1995 in Singapore, EtonHouse has grown into a global education group with more than 100 schools across eight countries. The Group offers a highly recognised international education pathway from infant care to high school, including the International Baccalaureate, Cambridge, and the Reggio Emilia-inspired approach, all designed to nurture inquiry, creativity, and intercultural understanding. Beyond schools, EtonHouse is deeply committed to community impact through teacher training, philanthropy, and purpose-driven educational initiatives.

To commemorate this milestone, ACPL hosted a gala dinner on 25th of May, where it unveiled its new corporate logo, symbolising the company’s evolution and forward-looking vision. The refreshed logo reflects ACPL’s continued commitment to innovation, operational excellence, and its role in enabling the future of global digital connectivity.

ACPL’s operational strength is anchored by its fleet of purpose-built cable vessels and supporting assets. Today, the company operates three cable ships and one barge — ASEAN Restorer, ASEAN Explorer, ASEAN Protector, and its latest addition, ASEAN Challenger, which was inaugurated in 2024. With the addition of this vessel, ACPL is better positioned to deliver timely and reliable cable operations, supporting the rapidly growing demand for submarine cable infrastructure driven by the continued expansion of global data traffic, cloud services, and digital connectivity.

“Our 40th anniversary is not only a celebration of our past, but a commitment to our future,” said Mr. Yue Meng Fai, Chief Executive Officer of ASEAN Cableship Pte Ltd. “The launch of our new corporate logo reflects our evolution as a company — one that is rooted in a strong heritage while continuously advancing towards the future. We will continue to safeguard our heritage of trusted operations, empower our people as a united team with resolute commitment to quality, enhance our fleet to remain reliable and innovative, and shape our future by leading the transformation of global connectivity in a responsible and sustainable way.”

The anniversary event brought together industry partners, stakeholders and clients to commemorate ACPL’s achievements and to mark the next chapter of its journey. Throughout the year, ACPL will commemorate this milestone through various initiatives that honour its legacy while reinforcing its dedication to responsible operations and long-term value creation.

With 40 years of trusted legacy, ACPL remains committed to connecting the world — resolutely, reliably and responsibly.

Hashtag: #ACPL #ASEANCableship #submarine #marine #shipping #anniversary #logo

https://www.aseancableship.com
https://www.linkedin.com/company/asean-cableship-pte-ltd/

The issuer is solely responsible for the content of this announcement.

ASEAN Cableship Pte Ltd (ACPL)

Established in 1986, ASEAN Cableship Private Limited (ACPL) is a leading provider of submarine cable installation, repair, and maintenance services in the Asia Pacific region. Headquartered in Singapore, ACPL was formed by a consortium of six prominent telecommunications entities from the original ASEAN member countries, reflecting strong regional cooperation across Indonesia, Malaysia, the Philippines, Singapore, and Thailand. ACPL has built a strong reputation as a pioneer in submarine cable repair and maintenance, supporting critical telecommunications infrastructure under the Southeast Asia and Indian Ocean Cable Maintenance Agreement (SEAIOCMA), spanning from Djibouti to Guam and from Taiwan to Australia.

In addition to its repair and maintenance capabilities, ACPL is also an established submarine cable installer and integrator. Its services include main lay submarine cable installation and maintenance, shore-end landing and beach works, project management, offshore and diving support services, Universal Joint consumable supplies and jointing equipment, as well as engineering consultancy, site surveys, and desktop studies. ACPL remains committed to advancing submarine cable system installation and repair, delivering professional and reliable services to meet evolving customer needs and support a sustainable, connected future.

For more information, please visit: https://www.aseancableship.com.