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title: "Salary Benchmark Indonesia: 2026 Data and How to Use It"
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Jesson Global — Home

**For Employers**[**Salary & Compensation**](https://www.jessonglobal.com/insights/topics/salary)Nov 2, 2026·11 min read

# Salary Benchmark Indonesia: 2026 Data and How to Use It

A salary benchmark for Indonesia needs official BPS data plus named pay guides. See 2026 figures, why sources differ, a six-step method and employer cost.

![Jessica Baware](https://www.jessonglobal.com/_ipx/fit_cover&pos_top&q_76&s_44x44/cms-media/jessica-baware.jpeg)

By [**Jessica Baware**](https://www.jessonglobal.com/about#team)

Co-Founder & CEO, Jesson Global

A salary benchmark for Indonesia needs two layers: official wage data for the wider market, and named pay guides for specific roles. BPS put the average employee wage at IDR 3.39 million a month in May 2026, while Adecco's 2026 guide puts a CFO at IDR 150 to 250 million gross a month. No single source covers both ends, so compare at least two and record the year.

## What can you benchmark salaries against in Indonesia?

You have four usable types of source, and each answers a different question. The table below rates them for employer use, and the ratings are our judgement rather than a published standard.

| **Source type** | **Example** | **Best for** | **Main limit** |
| --- | --- | --- | --- |
| Official statistics | BPS Sakernas | Sector and province context | No role-level executive pay |
| Minimum wage decrees | Provincial decisions | The legal floor | Says nothing about market pay |
| Named salary guides | Adecco, Michael Page | Role ranges | The publisher's range, not a census |
| Company filings | Annual reports | Disclosed board pay | Mainly large listed companies |

Self-reported salary sites and aggregators are a fifth type, but we do not rely on them. Their methods are hard to check, and their figures for one role can sit far apart, so they cannot support a decision you need to explain to shareholders. In simple terms, use sources that show who published the number, when, and for what role.

## What does official data say about wages in Indonesia?

Official data sets the context, and it should not be used to price a senior role. [~~BPS reported an average employee wage of IDR 3.39 million in May 2026~~](https://www.bps.go.id/id/pressrelease/2026/08/05/2606), and [~~CNBC Indonesia reported~~](https://www.cnbcindonesia.com/news/20260805141123-4-756778/bps-catat-upah-buruh-naik-tertinggi-di-5-sektor-usaha-ini) that this was about 3.08% above February 2026.

| **Sector (BPS, May 2026)** | **Average monthly wage** |
| --- | --- |
| Mining | IDR 5.79 million |
| Electricity and gas | IDR 5.55 million |
| Finance and insurance | IDR 5.51 million |
| Real estate | IDR 5.29 million |
| Publishing and telecoms | IDR 5.24 million |
| All sectors | IDR 3.39 million |

These figures cover all employees in a sector, from entry level upward, so they say little about managers. They do help you see relative pay between sectors, and that is useful when you hire from one sector into another.

Location also matters. [~~Databoks, citing BPS~~](https://databoks.katadata.co.id/ketenagakerjaan/statistik/69fa926f9ce1f/rata-rata-upah-buruh-38-provinsi-ri-awal-2026-jakarta-tertinggi), put Jakarta's average at IDR 5.23 million in February 2026, the highest of 38 provinces, against a national IDR 3.29 million at that time. The legal floor differs too, and [~~Jakarta's 2026 provincial minimum wage is IDR 5,729,876~~](https://www.hukumonline.com/berita/a/ump-dan-umsp%E2%80%93dki-2026-lt697324d20263d/). Put simply, Jakarta pays more on average, but its minimum wage says nothing about what a director should earn.

## What do executive salary guides show for 2026?

The named guides we could read put senior leadership roles between about IDR 100 million and IDR 300 million a month. The first column comes from [~~Adecco Indonesia's 2026 guide as reported by detikFinance~~](https://finance.detik.com/berita-ekonomi-bisnis/d-8562275/daftar-pekerjaan-dengan-gaji-minimal-rp-100-juta-di-indonesia), which describes the figures as gross monthly pay. The second comes from [~~Michael Page's 2026 list~~](https://www.michaelpage.co.id/advice/market-insights/market-updates/highest-paying-jobs-indonesia).

| **Role** | **Adecco 2026, IDR million a month** | **Michael Page 2026, higher range, IDR million** |
| --- | --- | --- |
| CEO, Managing Director | 150 to 300 | Not listed |
| CFO | 150 to 250 | Not listed |
| Finance Director | 130 to 250 | 170 |
| Director of Engineering | 150 to 280 | Not listed |
| General Manager | 100 to 200 | Not listed |
| Country Manager | 100 to 150 | Not listed |
| Legal Director | 100 to 150 | 190 |
| HR Director, VP HR | 100 to 150 | 150 |

Michael Page's table header says annual, while its text describes the same numbers as monthly, so we read them as monthly and suggest you confirm with the publisher. Each column is that publisher's range, and neither is an official statistic. In practice, treat a row as a starting range for a conversation, not as the market price of your role.

Our Bahasa Indonesia guide goes deeper on [~~how director and commissioner pay is set~~](https://www.jessonglobal.com/insights/remunerasi-direksi-komisaris) under company law. It also explains who has the authority to approve a package, which matters before you quote any number.

## Why do salary sources disagree?

Sources disagree mainly because they measure different people, periods and pay definitions. Four questions explain most of the gaps, and you can ask them of any figure you find.

| **Question** | **Why it changes the number** | **What to do** |
| --- | --- | --- |
| Monthly or annual? | A wrong period changes the figure twelvefold | Find the period in the source's own text |
| Gross, net or total package? | Bonus and allowances may sit outside the figure | Compare like with like |
| Which job scope? | One title can cover very different roles | Write your own scope first |
| Which year and sample? | Old data or an unknown sample misleads | Record the year and publisher |

The Michael Page example above shows why the first question matters, because one page carries both labels. In simple terms, a number without a period, definition and date is not a benchmark.

## How do you run a salary benchmark in Indonesia?

A useful benchmark takes six steps, and it ends with a documented range rather than one number. This method is our recommendation, although its factors echo [~~Article 10(3) of OJK Regulation 34/POJK.04/2014~~](https://peraturan.bpk.go.id/Download/120716/POJK%2034.%20Komite%20Nominasi%20dan%20Remunerasi%20Emiten%20Atau%20Perusahaan%20Publik.pdf), which tells listed companies to consider industry pay, company scale, duties, performance targets and the balance of fixed and variable pay.

1. ****Write the job scope.**** Record reporting line, budget and decision rights, because the title alone will not tell you which row to use.
2. ****Pick comparable companies.**** Choose similar sector and scale, and note why each one belongs.
3. ****Collect two or more named sources.**** Record publisher, year, period and pay definition for each figure.
4. ****Set a range.**** Use the overlap of your sources as a starting point, and write down any reason to go outside it.
5. ****Check internal fit.**** Compare the range with your own wage structure, and see what it does to the roles below.
6. ****Cost the full package.**** Add statutory costs, bonus and benefits before you make an offer.

Here is the fourth step applied to one role. Adecco gives a Finance Director IDR 130 to 250 million, and Michael Page gives a higher range of about IDR 170 million, so the two sources overlap between IDR 130 million and IDR 170 million. That overlap is our arithmetic and not a published figure. In simple terms, you could start your conversation inside that band, and you would then need a written reason, such as a wider scope or a larger company, to go higher.

Repeat this at least once a year, because guides update and your company changes. Listed companies have a firm duty here, since the same regulation requires an annual evaluation of director and commissioner remuneration under Article 10(4). Put simply, a yearly review is a legal duty for that group at board level and a sensible habit for everyone else.

## What does a salary really cost the employer?

For an employee, the fixed yearly cost is more than 12 months of pay, and the extra share falls as pay rises. The table uses [~~BPJS Ketenagakerjaan rates~~](https://www.bpjsketenagakerjaan.go.id/penerima-upah.html): JHT 3.7%, JKM 0.3%, JKK 0.24% for the lowest risk tier and JP 2% up to a wage of IDR 10,547,400. It also uses health at 4% up to [~~IDR 12 million under Perpres 64/2020~~](https://perpajakan.ddtc.co.id/sumber-hukum/peraturan-pusat/peraturan-presiden-64-tahun-2020), and [~~THR, the religious holiday allowance, of one month's wage~~](https://www.setneg.go.id/baca/index/terbitkan_edaran_thr_keagamaan_2026_menaker_harus_dibayar_penuh_tak_boleh_dicicil).

| **Monthly wage (IDR)** | **Employer contributions a month (IDR)** | **Share of wage** | **Yearly total without bonus (IDR)** |
| --- | --- | --- | --- |
| 15,000,000 | 1,326,948 | 8.85% | 210,923,376 |
| 60,000,000 | 3,234,948 | 5.39% | 818,819,376 |
| 100,000,000 | 4,930,948 | 4.93% | 1,359,171,376 |
| 150,000,000 | 7,050,948 | 4.70% | 2,034,611,376 |
| 250,000,000 | 11,290,948 | 4.52% | 3,385,491,376 |

The yearly total is 13 months of wage plus 12 months of contributions, with the employee in service for at least 12 months. We apply the IDR 10,547,400 limit only to JP, because the BPJS page places the note there, and your JKK rate may be higher than the lowest tier. In simple terms, statutory costs add about 5% at senior levels, so bonus and benefits decide most of the difference between two offers.

This table excludes tax, bonus, benefits in kind and recruitment fees. If you use a search firm, add its fee to the first-year budget, and our [~~guide to executive search firms in Indonesia~~](https://www.jessonglobal.com/insights/executive-search-firm-indonesia) explains what to check. For mid-level and specialist roles, the [~~Jakarta recruitment agency guide~~](https://www.jessonglobal.com/insights/recruitment-agency-jakarta) gives further cost examples at lower salaries.

Timing also affects the benchmark, because pay data ages while a role stays open. [~~Our note on executive search timelines~~](https://www.jessonglobal.com/insights/how-long-does-executive-search-take-in-indonesia-a-2026-complete-guide) can help you plan when to refresh your figures during a long search.

## Which legal rules affect your salary structure?

Benchmarks must fit inside three rules: the minimum wage, the wage structure duty and, at board level, company law. [~~Government Regulation 49 of 2025~~](https://perpajakan.ddtc.co.id/en/legal-resource/central-tax-regulations/peraturan-pemerintah-49-tahun-2025) amended Article 21 of Government Regulation 36 of 2021 and took effect on 17 December 2025. Employers must build and apply a wage structure and scale, considering company ability, productivity, grade, position, tenure, education and competence, and they must tell each worker individually.

Put simply, you need a written pay ladder, and each employee must be told the part that applies to them. A market benchmark therefore feeds that document rather than replacing it, and a single high offer can affect every step around it.

Board members follow a different path. [~~Hukumonline explains~~](https://www.hukumonline.com/klinik/a/besaran-gaji-thr-direksi-lt506f4ac6d0325/) that a director appointed by the general meeting of shareholders (RUPS) has a corporate relationship rather than an employment one, and that their salary and allowances are set by the RUPS or by the board of commissioners under delegation. In practice, check how a senior person will be appointed, since the cost table above assumes an employee.

## Will the new labour law change your benchmark?

Nothing changes today, but wage rules may change once the new law takes effect. [~~The DPR approved the Pelindungan Ketenagakerjaan bill on 6 October 2026~~](https://www.antaranews.com/berita/5772944/dpr-sahkan-uu-pelindungan-ketenagakerjaan-jelang-tenggat-mk), and it covers the wage system, among other subjects. A Ministry of Manpower official [~~described a one-year transition from promulgation, with wage provisions expected from 2028~~](https://www.cnbcindonesia.com/news/20261006151306-4-773810/uu-pelindungan-ketenagakerjaan-resmi-disahkan-kapan-efektif-berlaku).

[~~The minister said on 21 October 2026~~](https://www.cnbcindonesia.com/news/20261021160736-4-778277/begini-kabar-terbaru-uu-pelindungan-ketenagakerjaan-usai-diketok-dpr) that the text was still at the State Secretariat, and we had not found a law number or official text as of 2 November 2026. This guide therefore uses the current rules. In simple terms, plan to review your pay structure when the text is published, and avoid acting on summaries before then.

## What benchmarking mistakes should you avoid?

Most errors come from reading a number without its context. Each item below follows from the points above, and none describes a particular company.

- ****Using the national average for a senior role.**** BPS figures cover all employees, so they cannot price a director.
- ****Mixing periods.**** Check monthly or annual in the source's own words before you compare.
- ****Comparing a salary with a total package.**** One may include bonus, and the other may not.
- ****Copying a title's range without checking scope.**** Write the scope first, then choose the row.
- ****Ignoring your own structure.**** The law requires one, and a new hire's pay affects it.
- ****Keeping one benchmark for years.**** Record the date, and refresh it at least annually.

## What should you do next?

If you are pricing a leadership role, write the job scope and collect two named sources before you speak with candidates. The [~~Jesson Global executive search team~~](https://www.jessonglobal.com/executive-search) runs Indonesian searches through PT. Jesson Global Indonesia, and you can talk through your role and range with a senior consultant.

## FAQ

### **What is the average salary benchmark in Indonesia?**

BPS reported an average employee wage of IDR 3.39 million a month in May 2026, with mining the highest sector at IDR 5.79 million. That figure covers all employees, so it is a context number and not a benchmark for senior roles. For leadership roles, use named pay guides such as Adecco's 2026 guide, and always record the year.

### **Does BPS publish salary benchmarks by job title?**

The BPS figures we used report average wages by sector and province, and they do not give ranges for executive titles. They are useful for comparing markets, but they cannot price a CFO or general manager. For those roles, combine BPS context with named salary guides and comparable companies, and state the source and period for each figure.

### **Is there a salary benchmark calculator for Indonesia?**

We do not rely on online calculators, because their methods and samples are often hard to check. You can build a simple employer calculation yourself. Multiply the wage by 13 for pay and THR, then add 12 months of statutory contributions using the BPJS rates and caps in our table. Add bonus and benefits to finish.

### **How much should you pay a general manager in Indonesia?**

Adecco's 2026 guide, as reported by detikFinance, puts a general manager at IDR 100 to 200 million gross a month. Job scope matters a great deal, because the title covers very different roles. Check reporting line, budget and decision rights first, compare with similar companies, and then test the number against your own wage structure before making an offer.

### **How often should you update a salary benchmark?**

Review it at least once a year. Listed companies must evaluate director and commissioner remuneration at least annually under OJK Regulation 34/POJK.04/2014, and the same habit suits other employers. Also refresh your figures when a new salary guide is published, when a search runs for a long time, or when the new labour law text is published.

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