New research from Totaljobs reveals a workforce increasingly split between those preparing to move for better pay and those staying put in search of security.
Totaljobs’ Salary and Benefits Report 2026 found that over two-fifths of workers (41%) are either actively looking for a new role, or plan to in 2026, with higher pay (51%) stated as the main motivation for doing so. Movement is highest among younger workers, rising to 48% of those aged 18–29 and 47% of those aged 30–39.
At the same time, an equal 41% say they have no plans to move, signalling a growing cohort of “job-huggers” seeking certainty in a cooling labour market. Among those intending to stay, job security (53%) has emerged as the biggest reason – a dynamic that presents clear challenges for employers planning for 2026, particularly in hard-to-fill roles and sectors facing ongoing skills shortages.
Pay rises fail to ease pressure for movers and stayers alike heading into 2026
While most workers have seen their earnings increase over the past year, financial strain remains widespread across both groups. Nearly two-thirds (63%) report receiving a pay rise, with almost three-quarters (73%) saying they were satisfied with the increase.
However, heading into 2026, rising pay is not translating into improved financial confidence. More than half of workers (53%) have cut back on leisure spending, while nearly a third (32%) have reduced spending on essentials such as food, heating and household bills. For many, pay growth is failing to keep pace with ongoing cost-of-living pressures – influencing both the decision to move and the decision to stay put.
Confidence gaps risk shaping pay outcomes in 2026
Despite widespread pay increases, confidence around salary negotiation remains uneven – with implications for pay progression and retention next year.
- 68% of men feel comfortable asking for a pay rise, compared with 55% of women
- Only 46% of employees with less than a year’s service feel able to negotiate pay, compared with 68% of those with six to ten years’ tenure
- Just 54% of fully remote workers feel confident asking for a raise, versus 65% of hybrid workers
These disparities risk reinforcing existing pay gaps as organisations head into 2026, unless employers take a more proactive approach to pay conversations and progression pathways.
Salary drives job moves in 2026, but lack of transparency holds employers back
Salary remains the single most important factor for workers when choosing a job, cited by 81% of candidates. And for those planning to move, higher pay is the driving force, with 51% expecting to change roles in 2026 for a better wage.
However, a lack of salary transparency continues to create friction. Four in five candidates (80%) say they avoid applying for jobs that do not include pay details, yet many employers still withhold this information, suggesting employers who fail to disclose pay risk missing out on large sections of the available talent pool just as competition intensifies in 2026.
Flexibility and progression shift from ‘nice-to-haves’ to essentials in 2026
While pay remains central, workers’ expectations heading into 2026 extend well beyond salary alone. Flexibility and career development are increasingly non-negotiable, particularly for employers seeking to attract and retain skilled talent.
- Flexible working hours are the most desired benefit, with 35% of workers willing to take a pay cut to secure them
- Career progression is now a decisive factor, with 53% saying they would not apply for a role if progression opportunities were unclear
- Looking ahead to 2026, improving work-life balance (38%) narrowly overtakes earning more money (37%) as workers’ top career priority
For employers, these findings highlight the need to rethink workforce strategies, with flexibility and progression no longer optional perks, but essential components of a competitive employee proposition in 2026.
Commenting on the research, Luke Mckend, Managing Director at Stepstone Group said, “Heading into 2026, we’re seeing a clear divide between those ready to move for higher pay and those seeking stability in an uncertain labour market. Even with widespread pay rises, many workers are still feeling the financial squeeze, pushing salary, transparency and progression to the top of their priorities.
“These factors reflect a broader transformation in the jobs market. Workers are navigating not just short-term cost-of-living pressures, but long-term shifts in skills demand, automation and demographic change. The competition for talent is becoming increasingly global, and UK employers must adapt to a workforce that is more mobile, more values-driven and more vocal about what they expect from work.
“Employers who recognise these pressures – and respond with clear pay information, meaningful career pathways and working arrangements that support balance – will be far better positioned to attract and retain the talent they need in 2026. Those who go further, aligning workforce strategies with wider economic realities and investing in the skills of the future, will not only weather uncertainty but also build resilience and growth for the years ahead.”
About The Stepstone Group: The Stepstone Group is a leading global digital recruitment platform that connects companies with the right talent and helps people find the right job. AI-driven job marketplaces and programmatic-powered marketing solutions connect about 140 million job applications with more than 130,000 employers every year. In 2024, The Stepstone Group generated revenue of over €900 million. The Stepstone Group operates in more than 30 countries – including Stepstone in Germany, Appcast in the USA and Totaljobs in the UK. The company is headquartered in Düsseldorf, Germany and employs about 3,000 people worldwide. For more information: www.thestepstonegroup.com/english
About the research:
Totaljobs analysed 21.6 million UK job positions collected through OTT (The Stepstone Group’s job-ad analysis tool) covering 2019-2025 across 23 industries and 21 major UK cities (though fewer are published in this report for consistency with previous editions).
Listings were deduplicated, salaries standardised and outliers removed. Keep in mind that all salary data reflects advertised salaries over actual earnings, highlighting how employers position roles in a tight market. Industry and overall salary ranges use the 5th percentile, median and 95th percentile, while occupation ranges use the 25th percentile, median and 75th percentile.
Survey benefit options were mapped to the broader set of benefits captured in OTT to allow like-for-like comparison. Gender Pay Gap indicators were calculated using Office for National Statistics (ONS) weekly and hourly earnings data, mapped back to our industry framework.
Two surveys ran between 18 November and 26 November 2025, capturing views from 3,000 UK workers and 1,000 recruiters and HR professionals. We used a new survey provider this year, with sampling and weighting aligned to previous years for comparability.
