The UK HSEQ Talent Market Has Shifted and Employers Need to Respond

Shirley Parsons 2026 UK HSEQ Salary & Workforce Insights Report: The UK HSEQ recruitment market is changing.

Fewer professionals are actively looking for jobs, yet competition for experienced HSEQ and Sustainability talent continues to intensify. For employers, this creates a significant challenge: how do you attract and retain high-performing professionals when most of the market is no longer actively applying for roles?

Shirley Parsons 2026 UK HSEQ Salary & Workforce Insights Report reveals that only 10.4% of HSEQ and Sustainability professionals are actively searching for a new position – the lowest level recorded in recent years. However, more than 60% remain open to hearing about opportunities.

For senior HSEQ leaders, this changes the recruitment landscape entirely.

The active candidate market is shrinking.

Our report highlights a clear shift in workforce behaviour:

Only 10.4% of professionals are actively job hunting
60.6% are open to hearing about opportunities
29% are not interested in changing jobs at all, the highest level recorded in the survey

This means the majority of experienced HSEQ professionals are now passive candidates. They are not applying directly to job adverts, but many would still consider the right opportunity if approached appropriately.

For employers relying solely on traditional recruitment methods, this presents a growing challenge. The most experienced professionals are increasingly selective about where they move and why.

Retention is becoming just as important as recruitment.

One of the most interesting findings in this year’s report is the increase in professionals who believe their next role could come from within their current organisation.

26.5% of respondents said they expect their next opportunity to be with their current employer – an increase compared with previous years.

This suggests organisations investing in internal progression, leadership development and employee engagement are beginning to strengthen retention.

At the same time, the survey also highlights where dissatisfaction remains highest. The biggest concerns among HSEQ professionals were:

opportunities for progression,
long-term incentives,
and bonus structures.

The message is clear: salary alone is no longer enough to retain top talent.

Flexible working continues to influence employee satisfaction.

The highest levels of satisfaction were linked to:

flexible working arrangements,
direct line management,
and day-to-day job responsibilities.

This reflects a wider shift in employee expectations across the HSEQ sector.

Professionals increasingly value flexibility, strong leadership, meaningful work and a positive organisational culture alongside financial reward.

Organisations that continue to focus purely on compensation may struggle to compete against employers offering a stronger overall employee experience.

Salary expectations are still rising.

Although fewer professionals are actively moving jobs, those who do move continue to expect significant salary increases.

The report found that HSEQ professionals expect an average salary increase of 12.2% when changing roles.

At senior levels, expected salaries are continuing to rise:

Directors now expect average salaries exceeding £142k when moving roles
Managers expect approximately £76k for new opportunities

Combined with sustained skills shortages across Utilities, Infrastructure, Renewable Energy and Data Centres, competition for experienced HSEQ talent is likely to remain strong throughout 2026.

What should employers focus on in 2026?

The findings from this year’s report reinforce several priorities for organisations looking to attract and retain high-performing HSEQ professionals:

Build Clear Career Progression Pathways: Professionals want visibility around long-term development and future opportunities.

Strengthen the Employee Value Proposition: Flexible working, leadership quality, culture and incentives increasingly influence retention decisions.

Engage Passive Candidates Proactively: Most of the market is open to conversations, but not actively applying for jobs.

Benchmark Compensation Regularly: Salary expectations continue to rise across all levels of HSEQ leadership.

Invest in Safety Culture: The report also highlights a strong relationship between safety culture maturity and employee retention.

Looking ahead.

The HSEQ recruitment market in 2026 is no longer simply about filling vacancies.

It is about creating organisations where talented professionals want to stay, grow and contribute long term.

The employers that will succeed over the coming years are those that combine competitive compensation with strong leadership, meaningful progression opportunities, flexible working and a positive safety culture.

In a market where experienced HSEQ professionals have increasing choice, employee experience has become a genuine competitive advantage.

The full report includes detailed insights into: