The 2026 Hays UK Salary & Recruiting Trends data reveals an insurance sector continuing to adapt to shifting expectations, rising operational pressures, and increasing competition for talent. While hiring levels remain active, organisations face heightened challenges around attraction, engagement and retention – all while professionals reassess what they want from their careers.

Hiring for potential shapes employer strategy

Skills shortages remain one of the defining features of the insurance talent market. Over two thirds of employers (68%) say a candidate’s willingness to learn outweighs existing skills, highlighting a continued move toward hiring for potential. This openness is reflected further in employers’ intentions: 68% are quite likely or very likely to hire someone without all the required skills and upskill them.

Permanent positions are particularly challenging to fill, with 53% of employers citing it to be difficult or very difficult to recruit staff. Many organisations also continue to battle external factors such as economic uncertainty (47%), rising costs (40%) and recruiting the right talent (55%) – all identified as key barriers for organisations in the year ahead.

In response to these shortages, insurers are leaning on practical, immediate measures to stabilise their workforce. Nearly half have introduced flexible working to attract and retain staff (47%), while 42% are developing talent at entry level to build capability internally. Employers are also prioritising retraining, with 30% reskilling existing employees and another 30% supporting study leave for external training. Short-term resourcing remains part of the mix too, with 26% hiring temporary or contract workers to plug urgent gaps. Together, these actions show insurers favouring adaptable, workforce-focused solutions over largescale, structural change.

Candidate development priorities align with employer needs

Insurance professionals are increasingly focused on broadening their soft skills. The top areas they want to develop include the ability to learn and upskill (36%), people management (31%), and communication skills (28%). These aspirations mirror employer concerns around internal skills shortages and navigating rapid sector transformation.

However, many candidates report gaps in support. 21% say their employer provides no upskilling assistance, while over half (52%) want greater investment in funded external courses and certifications. As the industry continues to evolve, employers who offer clear and consistent development pathways are better positioned to retain talent.

Pay satisfaction steady but concerns persist

Salary satisfaction in insurance remains mixed. 45% of insurers are dissatisfied or very dissatisfied with their current salary. dissatisfaction is commonly tied to their salary not reflecting their individual performance (58%) and not reflecting their responsibilities (58%).

Looking ahead, most employees expect some level of pay growth in the next year:

• 24% anticipate their pay to increase up to 2.4%, while a further 25% anticipate a 2.5-5% rise
• On the employer side, 42% say salaries increased between 2.5% and 5% over the past year, indicating cautious but steady wage progression

Salary transparency remains a powerful influence on job seeking behaviour. An overwhelming 96% of professionals are more likely to apply for a role when pay is listed upfront.

Hybrid work dominates

Insurance continues to lean heavily into hybrid working. Over 63% of professionals operate in hybrid patterns, and flexible working remains a major deciding factor:

• 54% would not consider a role without hybrid options
• 39% would accept lower pay for remote working options
• 54% would be prepared to accept lower pay for better work/life balance

Work/life balance itself remains split. While 51% rate theirs as good or very good, nearly half (49%) experience only average, poor, or very poor balance – a continuing challenge for employers seeking to retain and motivate teams.

Career confidence mixed as professionals weigh their options

Sentiment across the insurance workforce is cautious. Nearly half (49%) feel uncertain about their career prospects this year, and 66% anticipate moving roles within the next 12 months.

When exploring new opportunities, candidates prioritise:

• A strong benefits package (48%)
• A positive work atmosphere (45%)
• Career development (34%)

Retention challenges echo these concerns. Employers report losing talent due to limited progression paths (31%), high workloads (29%) and difficulty matching market salaries (36%).

Earning Potential in Insurance
Business Function	Entry Level*	Senior roles*	Partner/Head*
Underwriting	£28,840	£128,750	£257,500
Claims	£28,840	£103,000	£154,500
Broking	£28,840	£128,750	£257,500
Risk and Compliance	£30,900	£92,700	£154,500
Projects, Change and Operations	£30,900	£113,300	£180,250
Actuarial	£41,200	£154,500	£216,300

*Salaries based on jobs across the UK. Source: Salary & Recruiting Trends 2026 | Digital Guide | Hays