Average Retail Salaries in Israel 2026
Ranges — market benchmarks in Israel for 2026. Figures are for full-time roles and exclude bonuses, sales commissions, shift differentials, overtime, and other extras (unless stated otherwise).
Retail: roles and salary ranges
Columns: 0–3 months / 3 months–1 year / 2+ years / Lead (senior, shift/department lead, manager), where applicable. Ranges are shown in ₪ gross/month.
| Role | 0– 3 mo | 3 mo–1 yr | 2+ yrs | Lead / Manager |
|---|---|---|---|---|
| Sales Associate / Store Consultant | 6,500–7,000 ₪ | 7,200–8,000 ₪ | 8,100–9,100 ₪ | — |
| Merchandiser / Shelf Stocker | 6,700–7,200 ₪ | 7,400–8,200 ₪ | 8,300–9,400 ₪ | — |
| Department Associate | 6,900–7,600 ₪ | 8,100–8,800 ₪ | 8,600–9,900 ₪ | — |
| Department Manager | 8,800–9,800 ₪ | 10,100–11,700 ₪ | 11,900–14,200 ₪ | 14,400–17,600 ₪ |
| Butcher | 8,100–9,000 ₪ | 9,400–11,000 ₪ | 11,000–13,600 ₪ | — |
| Cashier | 6,400–6,900 ₪ | 7,000–7,700 ₪ | 7,700–8,600 ₪ | — |
| Head Cashier | 7,400–8,200 ₪ | 8,500–9,800 ₪ | 9,900–11,800 ₪ | — |
| In-Store Order Picker | 6,800–7,400 ₪ | 7,600–8,500 ₪ | 8,600–9,900 ₪ | — |
| Shift Supervisor | 8,500–9,400 ₪ | 9,700–11,400 ₪ | 11,300–13,900 ₪ | — |
| Assistant Branch Manager | 10,600–12,200 ₪ | 12,200–14,600 ₪ | 14,400–17,900 ₪ | 16,700–20,800 ₪ |
| Branch Manager | 12,600–14,400 ₪ | 15,100–18,100 ₪ | 18,000–22,400 ₪ | 21,600–27,200 ₪ |
| Regional Manager | 16,200–19,200 ₪ | 19,800–24,000 ₪ | 23,400–28,800 ₪ | 27,000–33,600 ₪ |
| Florist | 6,800–7,400 ₪ | 7,700–8,800 ₪ | 8,800–10,400 ₪ | — |
| Store Entrance Security Guard | 6,700–7,200 ₪ | 7,400–8,200 ₪ | 8,300–9,400 ₪ | — |
| Store Cleaner | 6,400–6,600 ₪ | 6,700–7,400 ₪ | 7,400–8,500 ₪ | — |
| Other | — | — | — | — |
Average retail salary in Israel (updated for 2026)
Retail is one of Israel’s largest employment sectors. It includes grocery chains, fashion stores, electronics, home goods, and specialty retail. Pay levels depend on store type, schedule, region, and the actual scope of responsibilities.
Entry and core roles (cashier, stocking, department associate, order picking) usually sit in the lower market bands, while leadership roles (shift supervisor, department manager, branch manager, regional manager) fall into higher ranges. Narrow specialists (for example, butchers) can earn above the baseline.
In 2026, take-home pay in retail often depends heavily on scheduling (evenings, Shabbat), bonuses, and incentive plans. The table below focuses on base-salary benchmarks.
Methodology and table notes
How the ranges are built
Salary ranges are calculated as a realistic market corridor for each role. This is not a pay “promise” and not a showcase of maximum figures — it’s a benchmark for comparing offers.
What the estimates account for:
1) Role type and responsibility level
Core roles (cashier, floor, stocking, order picking) and leadership roles (shift supervisor, department manager, branch manager, regional manager) come with different responsibilities and pay bands.
2) Experience
Ranges are split into 0–3 months, 3 months–1 year, and 2+ years. Where relevant, Lead/Manager levels are shown.
3) Store format and chain
Large chains, discounters, and specialty retailers operate with different budgets and incentive models.
4) Region
Central Israel often pays more than the north and south, especially for management roles.
5) Shifts and differentials
The table reflects base salary without premiums. In practice, evenings/nights, Shabbat, and overtime can noticeably increase pay.
Gross pay and the “total package”
- Gross — pay before taxes and mandatory contributions.
- Bonuses — commissions, performance bonuses, and KPI plans vary by chain and role.
- Benefits — meals, employee discounts, transportation, schedule stability, training, and growth.
When the salary table may not be a good fit
The table reflects average market benchmarks. However, retail has scenarios where real compensation can differ significantly from the ranges.
- Part-time or hourly setup
Retail often offers part-time roles and flexible schedules, so monthly income depends on the number of hours worked. - Heavy reliance on bonuses and commissions
In some chains and product categories (specialty retail), a meaningful share of pay comes from incentives not shown in the table. - Shifts, Shabbat, and evenings
Night shifts, Shabbat, and overtime can materially increase total pay, especially for cashiers and floor staff. - Different workload under the same title
A “department associate” might only stock shelves, or may combine stockroom, receiving, and cashier duties. - Region and hiring pressure
Where staffing is tight, offers can be above market; where supply is high, they can be below. - A “lead” title without real authority
Titles like “senior” or “assistant” don’t always reflect actual management scope and pay.
Examples: quick “in-market or not” checks
The examples below show how to use the table to quickly sanity-check whether an offer matches the market.
Example 1: Cashier, northern Israel
Experience: 3 years
Salary: 9,000 ₪ gross
Market range for this level: 7,800–9,600 ₪
Conclusion: This matches the market and sits toward the upper end of the range for the level.
Example 2: Department Manager, 6+ years
Experience: 7 years
Salary: 16,500 ₪ gross + quarterly bonuses
Market range (base only): 13,200–17,800 ₪
Conclusion: This is within market. Bonuses strengthen total compensation and make the offer more competitive.
Example 3: Sales Associate / Store Consultant, 0–2 years
Experience: 1 year
Salary: 8,200 ₪ gross
Market range: 7,200–8,800 ₪
Conclusion: Mid-market. Growth usually comes after 18–24 months and with expanded responsibilities.
Why ranges can differ (even for the same title)
- Region: Central Israel often pays more than the north/south.
- Store format: Discounter, hypermarket, and specialty retail run different budgets.
- Incentive structure: KPI plans, commissions, and bonuses can change total pay.
- Responsibility level: An individual contributor vs. a true lead role isn’t the same.
- Skills: Cashier + stockroom/receiving, product knowledge, service, returns handling.
- Schedule: Evenings, Shabbat, and overtime boost pay but also workload.
Common mistakes when comparing salaries
- Comparing the top of the range to a real offer without matching level and responsibilities.
- Mixing central-Israel salaries with peripheral regions without adjusting for location.
- Comparing base pay while ignoring bonuses, commissions, shift premiums, and contract terms.
- Assuming the same title always means the same task set.
- Relying on a handful of job posts instead of a broader market picture.
Transparency and user contributions
To improve accuracy, you can optionally share your salary data via the site form or a dedicated contact email.
You can send data:
- via the site form with the note "salary";
- by email: info@work.co.il with the subject "salary".
Quick takeaway
Salary tables are a fast way to check whether an offer is broadly “in market.” For a fair comparison, consider level, region, responsibilities, and the full compensation package. If pay is clearly below market, updating your CV, negotiating, or benchmarking against other offers often helps.
Frequently asked questions (FAQ)
Is this gross or net?
Tables use gross pay (before taxes and mandatory contributions).
Do you include bonuses and sales commissions?
No. The tables show base-salary benchmarks. Bonuses and commissions vary by chain and role.
Why can Haifa be lower than Tel Aviv?
Differences come from regional demand, store mix, and competition for staff.
How often is the data updated?
Figures are reviewed regularly based on market movement and inflation.
What if my salary is below market?
Validate role fit (duties/level), gather comparisons, and prepare your case for a raise. Alternatively, go to market and compare real offers.