It's all change in the world of work for 2026. As more businesses adopt new technology across their various functions, the hiring market has responded, shifting to place higher value on skills. The result? High worker confidence, changing remuneration expectations, and the need for new strategies to attract and retain the best talent in a skills-short market.
Our latest Salary Guide draws on insights from 500 hiring managers and 1,000 workers in finance and accounting, IT and technology, administrative and office support, marketing and creative, and legal, risk and compliance.
Using this fresh data, we can begin to explore the major labour market trends that will define hiring, rewards, and retention in 2026, as well as what employers and employees can do now to stay ahead of the curve.
Read: Robert Half Salary Guide 2026
Skills are the new currency
Capability has trumped tenure for hiring market pricing. According to our research, nearly seven in ten professionals would accept training and upskilling opportunities as an alternative to a pay rise. This signals a distinct shift in workforce priorities from short-term gains to long-term capability building, as the value of skills becomes increasingly apparent. Workers are now seeking to increase their employability and the strategic impact they deliver by focusing on upskilling in AI, cross-functional leadership development, and data literacy.
The trend of prioritising structured learning over pay rises is particularly pertinent in the tech sector, where 80% of workers prefer structured learning or upskilling opportunities, compared to sectors like legal, in which 59% are interested. This could indicate that the speed of tech adoption and escalating threat sophistication is placing greater pressure on tech professionals to expedite their capabilities to fulfil their role.
For employers facing tight pay budgets, offering structured development can become a critical component of staff retention strategies. Our research shows that many companies are ring-fencing budgets for professional training, even amid hiring slowdowns, to “grow their own” talent. For professionals, asking for training when a pay rise isn’t possible is a smart play — it boosts employability, signals ambition, and puts you in a strong position to capitalise on the next wave of market growth.
Wellbeing at work becomes a top retention factor
Over the last few years, workplace stress and burnout have changed the conversation around employee benefits. Our research into hiring trends shows that more than half (54%) of professionals now view access to mental health resources as a deciding factor in whether to join or stay with an employer, while nearly half say that stress-reduction initiatives would make an organisation more attractive. Yet almost a third of companies still don't offer this kind of support.
Concerns about poor work-life balance and burnout have been increasing over the past few years, culminating in a desire for perks and benefits that support both physical and mental wellbeing. Gym memberships (49%), in-office physical activities (36%), and virtual physical activity platforms (36%) also rank among the most influential perks a business can offer its employees. The message is clear — workers want proof their employer takes wellbeing seriously.
With wellbeing now firmly established as a top factor from an employee perspective, businesses that embed health-focused initiatives into their core offering could gain a competitive edge in 2026. Benefits that nurture physical and mental health are no longer "nice to have" extras, but vital components of an effective talent strategy.
Skills shortages fuel worker confidence
The hiring market is now skills-led rather than employer-led, putting bargaining power for salary increases firmly in workers' hands. According to our findings, 62% of UK’s white-collar professionals feel more confident negotiating pay compared to last year, putting them on par with countries like Brazil (62%) and Germany (64%), and above other European countries such as Belgium (47%) and France (43%).
Several factors, including a scarcity of qualified talent and rampant skills shortages across all sectors, are driving this confidence. The evolving finance and accounting sectors have increased demand for qualified accountants, which has heightened the need for data-savvy talent with digital and AI capabilities. The tech sector has experienced similar demand for cybersecurity professionals as businesses scramble to identify and secure vulnerabilities in the wake of several high-profile attacks.
This growing confidence serves as proof that professionals understand the market value of their expertise. As tech adoption increases, roles evolve and talent shortages persist, workers hold more influence than ever before. For employers, the challenge will be less about meeting salary demands and more about demonstrating value in return through a willingness to invest in upskilling and career development, as well as physical and emotional wellbeing, and creating environments where capability is recognised and rewarded.
Explore the 2026 Salary Guide or contact our expert team and schedule a walkthrough to learn how to make job offers that land. To explore new careers with wellbeing and upskilling potential, browse the latest vacancies now.
