As we close out 2025, we reflect on the key themes that emerged from this year’s Shirley Parsons HSEQ & Sustainability Salary & Workforce Insights Report.
With more than 1,000 professionals sharing their perspectives on salaries, satisfaction, culture, ESG, and diversity, the report offered a clear view of where the profession stands and where it’s heading next.
Below are the five major takeaways shaping HSEQ and Sustainability and, the trends expected to define 2026.
1. The best talent isn’t applying, it’s listening.
“A small minority of professionals apply for a job. Six times as many are open to hearing about opportunities.”
Only 11% of professionals were actively job-seeking in 2025, but a significant 61.5% said they were open to hearing about new opportunities. Even more striking: 78% expect their next role to be with a new employer.
This reinforces a clear market reality – top talent is overwhelmingly passive. They aren’t scrolling job boards; they’re waiting to be approached. For organisations aiming to secure the best people, a proactive, search-led approach is no longer optional. It’s essential.
2. Satisfaction is rising but retention remains fragile.
“Retention strategies are more crucial now than ever.”
Job satisfaction reached its highest level to date at 6.88/10, with flexibility, strong line management and autonomy driving positive sentiment.
However, satisfaction begins to dip after just one year in post, a point where many professionals start exploring external opportunities. This makes the first 12–18 months in-role a critical window for retention. Structured development plans, transparent progression frameworks, and consistent communication are becoming indispensable tools for keeping talent engaged.
3. Salaries continue to climb, especially in growth sectors.
“These sectors are expanding, and the demand for specialised skills is soaring.”
Salaries rose across most levels in 2025, including:
- Director/C-Suite roles increasing to £123,816
- Managers seeing an average 5.9% uplift
- Renewables, Technology and Oil & Gas showing the strongest salary growth
Professionals now expect a 12.5% uplift when moving roles, signalling that competitive compensation remains one of the most powerful motivators for movement, particularly in high-growth, specialist sectors.
4. Safety culture and QMS investment are driving talent loyalty.
“If retaining top talent is a priority, investing in a mature and authentic safety culture is essential.”
Sixty percent of respondents believe their organisation operates at a proactive or generative level of safety culture – a positive marker for the profession.
The presence of a Quality Management System (QMS) also correlated with lower levels of employees actively seeking new roles. These findings highlight a consistent theme: organisations that invest in strong safety culture and structured systems are rewarded with higher engagement and lower turnover.
5. Female representation is Rising but the pay gap is widening.
“True equality isn’t just about presence, it’s about parity.”
Women now represent 27.8% of the HSEQ and Sustainability workforce, with encouraging gains at specialist and director level.
However, the gender pay gap has widened to 12%, driven largely by underrepresentation in senior and high-salary sectors. As organisations move into 2026, addressing pay equity and building inclusive leadership pipelines will be essential for ensuring real, measurable progress.
What to expect in 2026.
Building on the 2025 findings, several major trends are set to shape the year ahead:
Rising demand for digital and data-driven HSEQ skills.
AI, automation and analytics will continue redefining expectations and capabilities across the function.
Greater integration of ESG, Sustainability, Safety and Quality.
More organisations will combine roles and clarify reporting lines as these areas converge strategically.
Continued salary pressure in growth industries.
Competition for specialist skills in renewables, tech and high-risk sectors will remain intense.
Culture, transparency and purpose as retention drivers.
Employees are increasingly drawn to organisations with mature safety cultures and authentic ESG commitments.
A stronger push for gender equity and inclusive progression.
Expect more focus on development pathways, pay transparency and succession planning for underrepresented groups.
Looking ahead.
This recap highlights only a portion of the data within the full 2025 HSEQ & Sustainability Salary & Workforce Insights Report. As always, our team is here to support organisations with deeper benchmarking, talent strategy, and workforce planning as we move into 2026.
If you’d like to explore the full findings, dive deeper into sector-by-sector data, or benchmark your own organisation, you can download the full 2025 HSEQ & Sustainability Salary & Workforce Insights Report or speak with our team about your hiring, retention, or career plans for 2026.
