HR Hub Poll Results: Labour Market Insights and Trends for 2026

At our January 2026 HR Hub, we were joined by Jack Kennedy, Senior Economist at Indeed Hiring Lab, for a data-rich and eye-opening session on the UK labour market.

Drawing on Indeed’s extensive research and real-time hiring data, Jack shared insights into employer sentiment, economic trends, and the evolving shape of workforce planning in 2026. From hiring slowdowns to shifting candidate expectations, the session offered a valuable pulse check for HR professionals and business leaders alike.

As always, we ran a series of live polls to capture what our attendees are seeing and thinking right now. Here’s what we learned.

What’s the Hiring Outlook for 2026?

We asked: How do you expect your organisation’s hiring activity to change in 2026?

• 6% said Increase significantly
• 23% said Increase slightly
• 40% said Remain broadly unchanged
• 26% said Decrease slightly
• 4% said Decrease significantly

Most employers expect either stability or a modest decline in hiring. Jack noted this is consistent with wider market data, which suggests that while the labour market remains resilient, economic caution is influencing growth plans.

What’s Holding Hiring Back?

We asked: What is currently the biggest constraint on hiring in your organisation?

• 48% said Budget / cost pressures
• 17% said Lack of suitable candidates
• 13% said Internal approvals or headcount controls
• 12% said Uncertainty about economic outlook
• 10% said Pay competitiveness

Budget pressures are clearly the biggest barrier to recruitment right now. While skills shortages are still a concern, many employers told us they’re being held back by cost constraints and cautious headcount strategies.

What’s Happening with Pay in 2026?

We asked: How do you expect pay pressures to evolve this year?

• 3% said Continue to ease
• 22% said Stabilise at current levels
• 17% said Re-accelerate
• 34% said Vary significantly by role
• 25% said Unsure

These results reflect what many HR professionals are seeing: pay dynamics are increasingly role-specific, with some high-demand areas still commanding strong offers, while others are stabilising. The big unknown? How inflation and economic policy will play out in 2026.

What Matters More: Skills or Experience?

We asked: When recruiting in 2026, which will matter more?

• 35% said Skills and capability
• 39% said A balance of both
• 19% said Depends strongly on role
• 5% said Formal qualifications / experience
• 1% said Not sure yet

Skills are firmly in the spotlight. Whether driven by AI, changing job roles, or more agile workforce planning, many employers are focusing less on traditional credentials and more on what people can actually do.

What’s the Top Workforce Priority?

We asked: Which workforce strategy will be most important for your organisation in 2026?

• 53% said Retention and engagement
• 14% said Productivity and automation
• 12% said Hiring for growth
• 12% said Workforce cost control
• 9% said Upskilling / reskilling

The clear takeaway: keeping the talent you have is the top priority this year. With hiring slowing and budgets tightening, employers are doubling down on culture, connection, and internal engagement.

Final Thoughts

Jack Kennedy’s session provided a vital look into the realities behind the headlines, from the pressures shaping hiring to the strategies employers are prioritising in 2026. As ever, the HR Hub gave our community a chance to sense-check, reflect, and benchmark their plans against those of others.

Thank you to everyone who joined us live and contributed to the conversation.

Save the date: Our next HR Hub, We are all neurodiverse. Fact. But are you talking about it enough in your organisation?

Join us on Tuesday, 24th February, 10:00-11:00am on Zoom, for an insightful and practical session with Mel Francis, Chartered FCIPD and HR Magazine’s Most Influential Practitioner.

Mel will be joined by Kate Benefer, Employment Partner at RWK Goodman, for a legal deep dive into how neurodivergent conditions are handled under the Equality Act and what recent tribunal cases tell us.

You’ll learn:

• What neurodiversity really means and what it doesn’t
• How to build neuroinclusive practices across the employee lifecycle
• What legal responsibilities do employers need to understand
• Practical takeaways to apply straight away

Register here.