Summary
The era of the candidate-driven market is over. 2026 brings a fundamental rebalancing to the Irish job market, marking a decisive shift toward an employer-favoured environment. This transition is characterized by a decline in overall job vacancies as organisations prioritise cost control and efficiency following a period of high wage inflation and productivity challenges.
Hiring strategies are moving from volume-based recruitment to a focused, specialist-based approach. This is particularly visible in highly regulated industries like Financial Services and Life Sciences, alongside critical domestic sectors such as Construction, Engineering, and Healthcare.
Key Compensation and Talent Trends for 2026
The New Pay Paradigm: Pay-for-Skills: Overall compensation will see stabilisation or moderate rises, with pay premiums reserved for niche demand in sectors like Legal, Sales, and Marketing. IT and Life Sciences will continue to command skilldriven pay premiums. Select areas of the Public Sector will also see above-inflation increases for ‘catch-up’ purposes.
Technology & Skills in Demand: Expect intense demand for proficiency in AI integration, data analytics, digital specialisation, and cybersecurity as companies pivot to effectively harness new tools and drive productivity.
Work Models & Office Presence: Hybrid work will be standard for most professional roles, though less so in sectors like Construction & Engineering and some large IT firms. More clarity will emerge through 2026, with overall more days worked in the office.
Talent Pipeline: Graduate hiring remains conservative through the first half of the year as employers strategically integrate ‘AI-native’ talent, focusing on quality over volume. A modest recovery in graduate volumes is anticipated later in the year.
Sector Opportunity: The Construction sector remains robust, driving sustained recruitment for project-critical roles.
The Sigmar Salary Guide 2026 aims to help your organisation benchmark compensation, reduce turnover, and attract specialised talent. In summary, 2026 is a “pay-for-skills” market, where targeted investment in a small pool of specialists is prioritised over widespread salary inflation. This year, more than ever, it’s important to benchmark the role and not the sector as old ‘norms’ have been changed forever.