Key findings from the Shirley Parsons 2026 UK HSEQ Salary & Workforce Insights Report: Career progression, leadership, flexibility and employee experience are becoming increasingly important drivers of retention across the HSEQ profession.
Attracting HSEQ talent remains a challenge for many organisations in 2026, but retaining experienced professionals may be becoming even harder.
While salary remains important, the latest findings from the Shirley Parsons 2026 UK HSEQ Salary & Workforce Insights Report suggest that compensation alone is no longer enough to keep high-performing HSEQ and Sustainability professionals engaged long term.
Our survey highlights a clear shift in what employees value most from their employers and where organisations may be falling short.
Phil Muston, Head of UK Careers says:
“The HSEQ market remains highly competitive, but professionals are becoming increasingly selective about where they move. Employers that focus purely on salary are missing the bigger picture. Progression, flexibility and leadership quality are now critical retention drivers.”
The biggest drivers of dissatisfaction.
As part of the survey, HSEQ and Sustainability professionals were asked to rate their satisfaction across a range of workplace factors.
The findings revealed that the areas generating the highest levels of dissatisfaction were:
- opportunities for progression,
- long-term incentives (LTIs),
- and bonus structures.
In contrast, professionals reported the highest satisfaction levels in:
- flexible working arrangements,
- direct line management,
- and day-to-day job responsibilities.
This presents an important message for employers: Retention is increasingly influenced by the overall employee experience – not just salary increases.
Career progression matters more than ever.
One of the clearest findings from this year’s report is the importance professionals place on visible career development.
Many HSEQ professionals are looking for:
- structured progression pathways,
- leadership development,
- greater influence within organisations,
- and long-term career visibility.
Where employees cannot clearly see future progression opportunities, retention risks increase significantly.
This is particularly relevant in today’s market, where experienced HSEQ professionals remain in high demand across sectors including Utilities, Infrastructure, Renewable Energy and Data Centres.
Even where employees are not actively job hunting, many remain open to opportunities that offer stronger development potential.
The shift from compensation to employee experience.
The report also reflects a broader shift happening across the workforce. Professionals increasingly evaluate employers based on:
- flexibility,
- leadership quality,
- workplace culture,
- wellbeing,
- autonomy,
- and meaningful work.
Flexible working arrangements continue to rank as one of the strongest contributors to employee satisfaction. For HSEQ leaders, this means retention strategies need to evolve beyond traditional compensation-focused approaches.
Competitive salaries remain essential, especially as professionals changing jobs expect an average salary increase of 12.2%.
However, organisations relying solely on pay increases to retain talent may struggle against employers offering stronger cultures, leadership and progression opportunities.
“The findings reinforce what we are hearing from candidates every day. Professionals want long-term development, meaningful leadership and a workplace culture that supports growth, not just compensation increases.”
Retention is becoming a competitive advantage.
The HSEQ talent market remains highly competitive, but the dynamics are changing.
Fewer professionals are actively applying for jobs, yet many remain open to hearing about opportunities from employers that can offer:
- meaningful progression,
- strong leadership,
- flexibility,
- positive culture,
- and long-term career value.
The organisations that retain top HSEQ talent in 2026 are unlikely to be those offering the highest salaries alone. They will be the organisations creating environments where professionals feel supported, developed and able to build long-term careers.
Download the 2026 UK HSEQ Salary & Workforce Insights Report.
The findings from this year’s HSEQ Salary & Workforce Insights Report reinforce a growing reality for employers: Retention strategies need to become more holistic.
Salary will always matter, but career development, leadership quality, flexibility and employee experience are now playing a much greater role in attracting and retaining HSEQ professionals.
For organisations looking to strengthen retention in 2026 and beyond, understanding what employees value most has never been more important.
Our full report includes detailed insights into:
- HSEQ salary benchmarking
- workforce and hiring trends
- employee satisfaction
- retention drivers
- safety culture
- diversity and workforce data
