West Australian workers are crossing their fingers for a pay rise this year after being left last year with only a small one, if anything at all.

A survey of 3000 workers by employment marketplace Seek found 83 per cent expect a pay bump in 2026 but only 57 per cent received one in the past year.

When rises did land in WA, they were modest: 71 per cent were five per cent or less, above the national share (67 per cent) and behind only Queensland (74 per cent).

Just 52 per cent of West Australians say they’re happy with their current salary, slightly better than the national figure (49 per cent), but still only about half.

Kylie Pascoe, SEEK’s customer insights and research lead, said a pay packet conversation was “incredibly timely” as workers and businesses battle tough economic conditions.

“It’s more important than ever to equip workers with greater clarity and confidence to navigate salary conversations in the current market, while also supporting businesses to retain and engage the best talent,” she said.

Yet many still won’t raise it: almost half of WA workers have never asked for a pay rise and one in three feel uncomfortable even starting the conversation.

Ms Pascoe said those who do ask often do better than they may expect, with 81 per cent of workers who have ever asked reporting they were successful.

Where WA stands out most is how increases are being delivered. Of those who received a pay rise, 92 per cent got it by staying with their current employer and four per cent by moving companies, the widest “stay versus switch” gap among the major states.

For workers who stayed, company-wide increases drove half of pay rises, well below the national figure (59 per cent). Instead, WA had more individual pay adjustments (21 per cent versus 15 per cent nationally) and more retention or counteroffer rises (four per cent versus two per cent), pointing to a more case-by-case, negotiable approach.

SEEK career coach Leah Lambart said workers should focus on clearly articulating their value, backing it with results and keeping the discussion constructive.

“If a pay increase isn’t possible right now, it’s worth exploring other forms of recognition such as flexible working arrangements, additional leave, training and development opportunities, or agreeing on clear goals and a timeframe to revisit the conversation later,” she said.