In 2026, the banking sector remains one of the pillars of the global economy, combining stability, innovation and growing demands for skills. Nevertheless, the salary reality for private bankers remains highly variable: the best packages go to those who can bring net value to the company, while more “standard” profiles tend to see their remuneration stabilise.
Why does one private banker’s package progress more than another’s?
1. Competition for clients and AUM
When banks want to gain market share and stand out from the competition, they agree to pay more for profiles that have the ability to accelerate growth or secure a portfolio. The portability of private bankers is becoming rare, and will therefore be more highly valued.
2. A more progression-oriented variable
Banks avoid significantly increasing fixed salaries for everyone. Instead, they prefer to adjust private bankers’ remuneration via variable pay, which allows them to award bonuses only when results are relevant.
3. The “low risk” incentive
A private banker who demonstrates good compliance, stability and a clear career path costs the bank less… even if they are better paid. In 2026, the bank is also buying peace of mind, as it wants to minimise the operational and reputational risks associated with recruitment.
Private banker salary in 2026: what really makes a package stand out
In 2026, the evolution of a package will depend less on seniority and more on four factors:
- Segment and customer value: A private banker who clearly defines their positioning (U/HNW, entrepreneurs, …) will be more highly valued than someone with a more generalist profile. The more premium and profitable the segment, the more ambitious the package the bank will be able to accept.
- Nature of expected growth: bonus models vary depending on the bank’s specific objectives. For example, some pay more for new net money (NNM) collection, while others pay more for book monetisation.
- Geographical competition: in attractive hubs where there is a lot of movement, banks often use attractive entry packages: sign-on bonuses, guaranteed bonuses over 6 to 12 months, or even a slightly higher fixed salary. Banks want to recruit quickly and prevent candidates from leaving for a competitor.
In 2026, the private banking market will reward proven performance, specialisation and the ability to secure client relationships in a more demanding environment.
