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 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.
