2021 ANZ Renewable Energy Remuneration Report: How to Use it & Key Findings

To download our 2021 ANZ Renewable Energy Remuneration Report, please click here 

In 2020 we saw the rise of the COVID-19 pandemic and the political, geopolitical, environmental, and economic obstacles it brought not only to the Renewable Energy industry, but to the world. In 2021, we’ve been pleasantly surprised by the resilience of our industry and its ability to continue to thrive despite these obstacles. Although there are many wins (like talk of a Clean Energy Led Recovery) we know 2021 was still equally challenging to 2020.

This Remuneration Report provides a comparison of salaries over the past year, an analysis of employees’ satisfaction in their roles, and a summary of the financial and non-financial benefits employees receive across the following Phillip Riley practices:

  • Development
  • Finance
  • Legal
  • Construction & Engineering
  • Asset Management & Operations
  • Commercial & Industrial
  • Corporate Support
  • Executive
  • Contracting
  • New Zealand

How to use our Remuneration Report


Salary benchmarking helps ensure you’re retaining your top employees and helps you offer a competitive salary to attract top talent to your job vacancies. 

Our Remuneration report also offers insights into salary increases, reasons employees consider a change in employment as well as financial and non-financial benefits employees received over the past year. 


Our Remuneration Report can be used to benchmark your annual salary and total remuneration package to the average salaries in each practice across Australia and New Zealand. 

Our report also provides data on years of industry experience and financial and non-financial benefits your peers are receiving in their total remuneration package. 

Key Findings: 

  • Geographically, most of our survey participants worked in Victoria Central (28%), Queensland Central (20%), and NSW Central (20%).
  • 30% of participants were from companies with 11-50 employees within Australia and/ or New Zealand.
  • 21% have 51-200 and 19% have 0-10, providing a good cross-section of companies for this report.
  • In terms of the number of global employees, 27% of respondents have more than 5000 employees.
  • Bonuses/ short-term incentives were the most common financial benefit with 70% of participants receiving this type of benefit.
  • 37% of respondents received a 3% – 5% increase in their base salary in the past year.
  • 38% of respondents did not receive a percentage increase in their base salary.
  • 45% of survey participants either agreed or strongly agreed that they were satisfied with their base salary.
  • 28% of respondents felt neutral about their salary and 27% either disagreed or strongly disagreed that they were satisfied with their base salary.
  • Similar to last year’s results, career progression was the most dominant reason the 2021 respondents would consider a change of role (63%). 44% acknowledged that financial benefits were a significant factor when considering a change of roles and 35% said Business Culture.

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