IT salary negotiation 2026: what is realistically achievable
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Morten Laufer
Founder
IT professionals are expecting around 7% more in 2026, while companies are budgeting an average of 3.1% — this gap is where most internal discussions fail. It is rarely the figure itself that is negotiable, but rather the framework: level, timing of the review, signing bonus, training budget, and remote work ratio. The big jump of 15–25% almost always comes with a change of employer. Nova Search is a founder-led tech recruitment consultancy that places tech talent free of charge.
According to Kienbaum, companies are planning an average salary increase of only 3.1 per cent in 2026, while the IT and telecommunications sector stands at 3.8 per cent.
Internal salary increases usually bring 3 to 5 per cent, and only a job change makes jumps of up to 20 per cent possible for in-demand qualifications.
The strongest argument for more money is a solid benchmark, not an extreme counteroffer from another employer.
If the budget is rigid, negotiate on titles, remote days, or a set salary review in six months.
Nova Search provides candidates with a reliable salary range for the role and region — placement is free of charge.
AI This article was created with the help of AI.
What is realistic for 2026: budget, expectations and job changes
When you enter a salary negotiation as an IT specialist in 2026, you will face a changed reality on the employer side. While tech professionals continue to aim for significant increases following the years of high inflation, German companies are only planning an average salary increase of 3.1% according to the latest Kienbaum salary development forecast. Although the IT and telecommunications sector is still slightly above this overall average at 3.8%, the scope for linear internal leaps has become noticeably narrower.
From our daily recruiting practice, we know that internal negotiations rarely fail due to a lack of performance, but rather due to rigid budget pools. In the case of continuously good performance but without a change in position, typical increases are around 3 to 5%. Significantly larger levers only arise through role changes or an external move: with sought-after qualifications and high demand, salary jumps of up to 20% are possible when changing jobs, and up to 30% more salary is possible if you are headhunted. However, across all role and job changes, the average is just 5% according to the McKinsey Global Institute, with the largest jumps ranging from 30 to 46%.
Situation | Realistic range | Prerequisite |
|---|---|---|
Internal salary adjustment (same role) | 3–6% | Above-average performance, achievement of objectives |
Internal promotion / seniority level | 8–15% | Expanded responsibility, new role profile |
External job change in tech focal areas | 15–25% | In-demand tech stack (e.g. SAP S/4HANA, Cyber, Cloud/AI) |
External change in case of drastic undervaluation | 20–30%+ | Current salary was significantly below market benchmark |
Rigid and flexible: which part of the package is truly negotiable
In many IT organisations, the basic salary is linked to fixed salary bands and job profiles. When your manager says there is no budget, they usually mean that the upper limit has been reached for your current job level. Instead of stubbornly haggling over percentage points on the fixed salary, the path to a better overall package lies through the flexible components of the remuneration structure.
Component | Typical leeway | When to raise it |
|---|---|---|
Basic salary (fixed) | 3–6% internally | After proving measurable project success |
Job level / Title (e.g. Senior/Lead) | 8–15% jump | In the annual appraisal |
Signing / Retention bonus | €5,000–€15,000 one-off | Upon job offer or project extension |
Variable component / target bonus | Redefine bonus share and targets | When agreeing new annual targets |
Training budget & certificates | €3,000–€8,000 p.a. | Directly when budget limits on fixed salary are met |
Remote ratio & working hours | Flexibility / 4-day week | As compensation for a capped fixed salary |
Annual leave days | 1–3 extra days | At the end of the negotiation as a concession |
Contractual salary review | Fixed review date after 6 months | If the current budget is blocked |
The most frequently overlooked lever is the contractually fixed salary review after six months. If a company cannot immediately accommodate your desired salary in the current budget year, you can agree on concrete milestones (such as the go-live of an SAP module or the set-up of a cloud pipeline) and a corresponding adjustment on the key date.
Preparation: the benchmark is the argument
A successful negotiation is not based on personal needs, but on valid market data. General portal averages often fall short here, as they dilute factors such as specialisation, tech stack and regional differences. A sound benchmark takes into account your specific specialist domain, company size and location.
Based on our placement data for 2026, clear corridors are emerging for specialised roles:
SAP consulting: Junior €45,000–€55,000, Mid-level €55,000–€75,000, Senior €75,000–€100,000, Lead/Architect €100,000–€130,000+. You can find details in our analysis of SAP consultant salaries.
Cybersecurity: Junior €50,000–€68,000, Senior €85,000–€125,000+, CISO €120,000–€160,000+.
AI, Backend & Cloud: Senior AI Engineers are at €95,000–€130,000, Cloud Architects at €98,000–€125,000. Our reports for Java developers as well as DevOps and cloud roles offer further classifications.
Also consider regional premiums: Munich leads with an increase of 10–18%, followed by Frankfurt with 8–15%, Hamburg with 5–10% and Berlin with 5–8% compared to the national average. To determine your personal market value precisely before the interview, it is best to use our free Tech Salary Calculator.
The interview: sequence, phrasing, mistakes
In the actual meeting, the way you lead the conversation determines whether your arguments hit the mark. Start in a solution-oriented way by backing up your contribution to value over the past months with key figures. A proven opening line is: 'I led the migration of backend services over the last year and measurably reduced system downtime. My goal is to adjust my compensation to reflect this expanded responsibility and the current market.'
When naming a figure, do not state a rigid fixed amount, but a sound target corridor, the lower limit of which corresponds to your actual desired salary. If your counterpart signals a lack of budget, do not linger on the figure, but open up the conversation to alternative levers: 'If the fixed budget for this quarter is closed, let's talk about adjusting my level to senior status and a binding training budget for certifications.'
Mistake 1: Arguing with personal living costs. Rent or inflation are not performance indicators for companies; instead, list business impact, project milestones and market values.
Mistake 2: Using an external counteroffer as leverage. Anyone who only forces a higher salary with a threat of resignation will quickly find themselves on the internal exit list. Use benchmarks as factual information, not as blackmail.
Mistake 3: Going into the negotiation without an alternative. Prepare fixed lower limits and fallback packages (certificates, remote days, review clause) in advance.
Important for closing: Every commitment belongs in a written addendum to the employment contract. Verbal promises of later adjustments or budgets quickly expire when there is a change of leadership. If you would like to check what options the market currently offers you, Nova Search supports you with sound market data and mediates suitable positions for tech talent transparently and free of charge.
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FAQ
What is the average salary increase in IT in 2026?
According to Kienbaum, companies are planning average salary increases of 3.1 per cent for 2026. In the IT and telecommunications sector, the figure is around 3.8 per cent, which is significantly below what many IT professionals currently expect.
Is a 20% salary increase in IT realistic?
Internally, 20 per cent is extremely rare; the scope for annual adjustments is usually 3 to 5 per cent. Jumps of up to 20 per cent are realistic if you are a sought-after IT professional with highly in-demand qualifications and you change employers. Such a move is often the only way to achieve a major salary jump.
Which phrase is most convincing in a salary negotiation?
The most effective approach is a fact-based bracket rather than an exact figure: 'Based on the benchmarks from Nova Search and my increased level of responsibility, I see my salary in the range of X to Y euros.' This comes across as professional and leaves room for discussion.
How should I react if the company has no budget for a salary increase?
Accept the tight budget, but negotiate on framework conditions that do not cost direct money. Request a higher level, more remote days, a budget for further training, or lay down contractually that the salary will be bindingly reviewed again in six months.
Should I use an external counter-offer to negotiate a higher salary internally?
No, using a counter-offer as leverage is the worst starting point. You might force the company to pay more in the short term, but from then on you will be marked as someone who wants to leave. Instead, use market data and benchmarks before you even enter the conversation.
