Robert Half Salary Guide 2025

The hiring outlook is on the up. Nearly two in five of all business leaders are planning to expand their permanent headcount, signaling the return of a growing business confidence amidst an improving UK market outlook.

Nonetheless, systemic skills shortages are likely to put a spanner in the works for many hiring managers, making a strong corporate culture and robust attraction and retention packages ever more important in the war for talent. Nearly one third of businesses are planning to introduce flexible benefits and stress reduction programmes as part of their perks and benefits offerings, while almost a quarter of employers are considering the introduction of private health insurance for their workers.

The hybrid working dilemma continues. More than two thirds (68%) of employers in the UK feel that an individual’s physical presence in the office significantly impacts their chance of a promotion. Yet, the majority (73%) of employees believe they are more productive when operating in a hybrid set up.

Productivity improvement remains a key business priority in the weathering of recent macroeconomic headwinds. 44% of businesses are planning to implement automation and digital transformation initiatives to enhance overall productivity, and a further 40% are looking into the optimisation of workflow management.

Permanent jobs Contract jobs Project-based
management Permanent jobs Contract jobs Project-based
management

Top functional areas with the highest levels of recruitment

Customer service

Artificial Intelligence / Automation / Machine learning

Administrative

Compliance / Regulatory / Governance

Most in-demand technical skills

Risk analysis

Artificial Intelligence / Automation / Machine learning

Financial analysis

Cloud

To improve customer experience or to manage repetitive tasks – artificial intelligence is already finding its way into many industries. And it’s likely to impact the talent pipelines and hiring outlook for companies in 2025. While some are still looking for suitable use cases, others have already started with the implementation.

of businesses are encouraging their employees to explore Gen AI for routine tasks and enhanced productivity of businesses are encouraging their employees to explore Gen AI for routine tasks and enhanced productivity

of employees are using Generative AI tools almost every workday of employees are using Generative AI tools almost every workday

In a skills short market, growth-focused businesses have been pulling out all the stops in an attempt to attract and retain the top talent they need. And not surprisingly the hiring outlook shows companies increasing salaries with the sole motive to be an employer of choice.

of businesses are increasing salaries to remain competitive in the attraction and retention of talent of businesses are increasing salaries to remain competitive in the attraction and retention of talent

of employers are granting salary increases based on merit and employee performance of employers are granting salary increases based on merit and employee performance

Employers are faced with the tricky task of making the right offer at the right time to convince an employee to stay or a candidate to join. And salary premiums remain among the top tools to convince skilled professionals to remain with their current employer or jump ship.

of professionals would be compelled to change their job for a 20% salary increase of professionals would be compelled to change their job for a 20% salary increase

When having to choose between financial incentives or feeling secure in their job, almost half of employees would prioritise job security over salary in 2025.

of employees choose job security over pay of employees choose job security over pay

of employees prioritise salary over job security of employees prioritise salary over job security

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Non-salary data referenced in this Salary Guide is based on an online survey developed by Robert Half and conducted by an independent research firm. During June and July 2024 Robert Half commissioned research amongst 1,500 respondents using an online data collection methodology. The respondents represent 500 hiring managers and 1,000 workers in finance and accounting, IT and technology, administrative and office support, marketing and creative, and the financial services industry. Respondents are drawn from a sample of SMEs to large private, publicly listed and public sector organisations across the UK.

Disclaimer The Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide cannot be reproduced or disseminated in any part without Robert Half’s written permission. ©2024 Robert Half Inc. An Equal Opportunity Employer. 