- Author
- Abi Talbot
- Published
- 5th November, 2025
The world of work has transformed dramatically over the last few years—and the shift shows no sign of slowing down. For UK employers and job seekers, one question is becoming increasingly important in recruitment conversations:
What matters most—job flexibility or job salary?
As we look ahead to 2026, understanding this balance is crucial. At Service Care Solutions, we work across sectors including healthcare, social care, criminal justice, construction, IT and more—giving us a unique, cross-sector view of how candidate priorities are evolving.
We have noticed that both salary and flexibility matter… but not always in the same way, and not to the same people
Flexible work is no longer a “perk”—it’s an expectation
According to the CIPD’s 2024 UK Working Lives Survey:
- 71% of employees say flexibility is important when considering a new role.
- 49% would consider leaving their job if flexibility was reduced.
This shift reflects a deeper change: flexibility isn’t just about working from home. It includes:
- Hybrid or remote working
- Flexible start/finish times
- Compressed hours or four-day week
- Autonomy and trust
- Better work-life balance
Timewise found in 2024 that 9 out of 10 UK job seekers want some form of flexibility, but only 3 out of 10 job adverts offer it. That mismatch is influencing candidate behaviour—and could become a defining recruitment issue in 2026.
But salary still matters—more than ever
While flexibility is rising in importance, the cost of living has pushed job salary back into the spotlight.
For some sectors, particularly healthcare, social care and support work, many employees say they simply cannot trade salary for flexibility because margins are already tight.
So salary has not become less important—it has simply moved alongside flexibility for some in the priority list.
The emerging trend: Personalisation of job offers
One of the biggest recruitment trends for 2026 will be customisable employment packages.
Rather than choosing between salary OR flexibility, many employers are realising they need to offer both—or allow candidates to “pick and mix” what matters most to them.
For example:
- A parent of young children may prioritise flexible hours over a slightly higher salary.
- A contractor in construction may prefer higher pay to offset travel and irregular schedules.
- A nurse or clinician may value a compressed workweek or predictable shifts.
- A tech or IT professional may expect hybrid working as standard and will negotiate salary on top.
One size no longer fits all. Offering choice will become a key differentiator in recruitment over 2026.
Different generations, different priorities
According to Deloitte’s 2024 Gen Z and Millennial Survey:
- Gen Z (born after 1997) prioritise flexibility, mental health support, purpose and work/life balance.
- Millennials (born 1981–1996) look for stability, salary progression and meaningful work.
- Gen X tend to value security, pension and pay—but are increasingly open to flexibility.
By 2026, Gen Z will make up nearly 30% of the workforce, which means flexibility-first thinking is here to stay. But with four generations working together, employers must balance all needs.
What candidates will value most in 2026
Based on the current trends, here’s the likely hierarchy:
- A fair, competitive salary (non-negotiable baseline)
- Flexibility that supports lifestyle and wellbeing
- Career development and progression opportunities
- Positive culture and supportive leadership
- Security and stability
It’s not a choice between salary and job flexibility—it’s the combination that wins.
What employers should do now
To prepare for 2026, forward-thinking employers should:
- Benchmark salaries regularly (cost-of-living matters)
- Offer flexibility in as many forms as possible
- Tailor offers to the individual, not just the role
·
· Highlight flexibility and salary clearly in job adverts
· Work with a specialist recruitment partner like Service Care Solutions to understand candidate priorities in your sector
What candidates should consider
If you’re job seeking, ask yourself:
· Do I need higher salary, or more control over my time?
· What type of flexibility will improve my life (remote, shifts, hours)?
· Is this employer willing to tailor the package?
· How does this role support my long-term goals?
The power balance in recruitment is shifting—candidates have more choice than ever, especially in high-demand sectors.
Flexibility and salary will work together, not against each other
In 2026, the most successful employers won’t ask candidates to choose between flexibility and salary.
They’ll offer both—or create packages that adapt to individual needs.
And the most successful candidates?
They’ll be clear on their priorities and confident in negotiating to get them.
At Service Care Solutions, we’re already helping organisations design competitive offers, and helping candidates find roles t
hat balance reward, flexibility, purpose and progression.
Ready to take the next step?
Whether you’re hiring or job seeking, we’re here to help.