In shortConstruction salaries in Australia in 2026 are still being pushed up by a deep skills shortage, a full infrastructure pipeline and competition from the resources sector. Total packages for experienced site leadership sit well into six figures, with the widest variation driven by sector (residential vs civil vs infrastructure), project scale, and location.
If you are hiring for a permanent construction role in 2026, the market has not loosened the way some expected it to. The residential slowdown in parts of the country has been more than offset by a record civil and infrastructure pipeline, and by the resources sector pulling experienced project and engineering people across for a premium. The result is that good candidates still have choice, still have counter-offers, and still expect their package to move when they do.
The ranges below are indicative total packages (base salary plus superannuation, excluding bonuses, vehicle allowances and project uplifts) for permanent roles, based on what we see being advertised and offered across the eastern states and Western Australia through 2026. Treat them as a starting point for a conversation, not a fixed rate card — the notes after the table matter more than the numbers.
| Role | Typical range | Experienced / major project |
|---|---|---|
| Cadet / Graduate | $65k–$85k | — |
| Project Engineer | $110k–$150k | $150k–$175k |
| Site Engineer | $100k–$140k | $140k–$160k |
| Contract Administrator | $110k–$160k | $160k–$190k |
| Estimator | $110k–$160k | $160k–$210k |
| Quantity Surveyor | $100k–$150k | $150k–$190k |
| Foreman / Supervisor | $120k–$160k | $160k–$185k |
| Site Manager | $130k–$185k | $185k–$220k |
| Project Manager | $150k–$230k | $230k–$300k+ |
| Design Manager | $170k–$230k | $230k–$270k |
| Construction Manager | $200k–$300k | $300k–$380k |
| HSEQ / WHS Advisor | $110k–$150k | $150k–$180k |
| Project Director | $260k–$400k | $400k+ |
What actually drives a construction salary
Sector
The single biggest swing factor. The same job title pays very differently across residential building, commercial construction, and civil/infrastructure. A Project Manager running $8m fit-out projects and a Project Manager running a $150m road package share a title and almost nothing else — the second role commonly pays 40–70% more. When you benchmark, benchmark against your sector and project size, not the title.
Project scale and complexity
Package tracks contract value, program length, stakeholder complexity and risk. Alliance and D&C major projects, tier-one head contractors and anything with heavy client or government interface sit at the top of every band.
Location
Perth and Brisbane have run hot on the back of resources and infrastructure spending, and can pay a premium for the same role versus Melbourne or Adelaide. Regional and remote roles — or metro roles competing with a nearby resources project — typically carry a 15–30% uplift, plus allowances, to attract and hold people.
Supply of the specific skill
Estimators, senior contract administrators, design managers and experienced civil site managers are genuinely scarce. Where the skill is scarce, the range compresses upward — the bottom of the band effectively disappears because nobody good accepts it.
Package structure
Two offers at the same base can be very different once you add a fully maintained vehicle or allowance ($15k–$25k of value), project completion bonuses, site allowances, and the difference between base-plus-super and a package that folds super in. Candidates compare total value, and so should you.
Benchmarking for a hire
A salary guide tells you the shape of the market. It cannot tell you what this role, in your business, on this project, needs to be offered at to attract the shortlist you want. That depends on your employer brand, your location relative to competing projects, how urgent the hire is, and what the last two people in the seat were paid.
If you want that number, send us the brief — the role, the sector, the project and the location — and we will come back within one business day with a realistic package range and a read on availability. It is part of how we work and there is no obligation.
Deep-dive guides
We are building out role-by-role guides with more detail on package structure, experience bands and how to pitch an offer:
A note on method
These ranges reflect permanent roles advertised and offered across our active markets through 2026, cross-checked against publicly available salary guides and the offers we see accepted and declined. They are indicative and will not fit every business or region. They are updated as the market moves.