2026 Insurance Salaries: What the Belgian Market Is Telling Us
After several years of transformation and regulatory adjustment, 2026 presents a paradox: salary levels have stabilised across much of the sector, yet behind this apparent calm, targeted shifts in demand and candidate behaviour are quietly reshaping the market.
Belgian market snapshot: stability on the surface, shifts underneath
Overall, compensation levels remain stable, a reflection of a conservative and cost-aware industry, still focused on optimising internal structures and managing operational risk.
However, strategic roles in data, risk and compliance, IT and transformation are gaining traction, driven by regulatory complexity (IDD, DORA, ESG), technological upgrades, and evolving customer expectations.
These pockets of demand create opportunities for professionals with high-value and hybrid skillsets, while the rest of the market remains largely flat.
Candidates with contrasting behaviours
The talent market in insurance is becoming more polarised. On one end of the spectrum, senior and mid-level professionals, especially those currently employed, are displaying cautious behaviour. Engagement levels in hiring processes remain low, and many are reluctant to move, perceiving change as riskier than stability.
On the other hand, candidates in operational or less specialised roles are actively seeking new opportunities but often struggle to find openings that match their profiles. The mismatch between available talent and market demand creates a clear imbalance, especially in a sector where upskilling is slow and internal mobility remains limited.
How should insurance professionals position themselves?
To benefit from today’s conditions, candidates should consider:
- Specialising in areas with sustained demand: regulatory compliance, risk, digital transformation
- Developing hybrid skillsets: e.g. actuarial + data analytics, IT + insurance regulation
- Being flexible: open to project-based, interim or transformation-related roles
Compare your current salary with the Belgian market :
Strategic transformation drives leadership hiring
Many insurers , both local and international, are realigning their leadership teams to prepare for deeper transformation. The need for strong digital leadership, change management, and regulatory expertise is pushing firms to revisit traditional org charts and rethink key roles.
Notably, demand is growing for:
- Chief Data Officers and CIOs to manage governance, automation and cybersecurity
- CROs and CCOs with hands-on experience in regulatory environments (Solvency II, ESG)
- Legal and actuarial leaders with the ability to influence business strategy
These functions are commanding top-tier packages: €170K–250K+ depending on experience and company size.
Outlook for the 2026 Belgian Insurance market
After 2025 being the Insurance sector’s pivotal year in Belgium, the mood is cautiously optimistic for 2026. Economic signals are stabilising across the Eurozone, and insurance providers are showing signs of renewed hiring interest, particularly for strategic and transformation-related functions.
We expect:
- A selective but visible rebound in recruitment, particularly for high-impact roles
- An increase in passive candidate engagement, especially in senior management
- A shift toward more transparent communication around career growth and development
This will likely support a gradual reactivation of the insurance talent market, offering opportunities for those ready to engage with change.
Practical Guide: Navigating the 2026 Belgian Insurance Market
For employers:
- Adjust compensation in high-demand areas (compliance, IT, transformation)
- Invest in non-monetary benefits: flexibility, mobility, professional development
- Clarify internal career progression and upskilling paths
For candidates:
- Highlight specialised and transferable skills
- Improve market visibility (LinkedIn, networking, recruitment partners)
- Use up-to-date salary benchmarks to negotiate wisely
The Belgian insurance industry in 2026 is advancing carefully but steadily. While salaries remain mostly flat, the market is quietly evolving with real opportunities emerging in leadership, regulatory, and digital roles.
The challenge for both employers and professionals will be to adapt expectations, stay open to change, and seize targeted, strategic opportunities as they arise.
Xavier Jacquet, Director and senior headhunter specialised in the insurance sector at Morgan Philips Belgium, supports leading insurers in their strategic and executive recruitment needs across Belgium.
| Content type | Articles |
| Topic | - Salary & pay
- HR & market trends
- News
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| EN FAQ Question #1 | What are the best-paying jobs in the Belgian insurance sector in 2025? |
| EN FAQ Answer #1 | The highest salaries are typically seen in C-level roles such as:
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Chief Executive Officer (CEO) – €200K to €300K+
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Chief Information Officer (CIO) - €200K to €250K+
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Chief Underwritting Officer - €180K to €220K+
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Head of Legal / Chief Legal Officer – €170K to €210K+
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Chief Risk Officer (CRO) – €160K to €200K
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Chief Compliance Officer (CCO) – €140K to €190K
Salaries vary depending on company size, scope of responsibility, and regulatory exposure. |
| EN FAQ Question #2 | Which insurance roles are most in demand in 2025? |
| EN FAQ Answer #2 | In Belgium, key positions in risk management, compliance, data governance, and IT transformation are highly sought after. The market also shows growing demand for:
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ESG officers
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Legal experts with insurance-specific knowledge
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Actuaries with digital skills
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Change management professionals
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| EN FAQ Question #3 | Is the Belgian insurance market hiring in 2026? |
| EN FAQ Answer #3 | Yes, but selectively. The market is currently stable with a focus on strategic hiring. Companies are mostly recruiting for roles linked to regulatory compliance, digital transformation, and leadership succession. |
| EN FAQ Question #4 | How can insurance companies attract top talent in 2026? |
| EN FAQ Answer #4 | Besides competitive salaries, companies should focus on:
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Flexible work models (hybrid, remote)
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Clear career development paths
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Training and upskilling programs
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Strong employer branding
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Strategic recruitment partners like Morgan Philips
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| EN FAQ Question #5 | How can I use salary benchmarks to hire better? |
| EN FAQ Answer #5 | Updated salary guides help you:
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Stay competitive in your offers
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Identify compensation gaps in your organisation
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Prepare fair and attractive packages
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Support internal discussions with stakeholders
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