Pulse FM 2026: Work-Life Balance Overtakes Pay as FM Talent Market Reaches Tipping Point

The UK Facilities Management sector is entering a decisive period of change, as new data reveals a fundamental shift in what engineers want from their careers.

According to Calibre Search’s 2026 Pulse survey of over 300 professionals across gas, refrigeration and electrical disciplines, work-life balance has overtaken salary as the primary driver of job moves. The findings point to a widening gap between traditional employer offerings and evolving candidate expectations.

As workloads increase and the workforce ages, employers are being forced to rethink how they attract and retain talent in an increasingly competitive market.

A Market Redefined by Flexibility

For years, salary dominated hiring conversations in FM. That is no longer the case.

Engineers are now placing greater value on control over their time, manageable travel expectations, and predictable working patterns. While pay still matters, it is no longer enough on its own to secure or retain talent.

This shift is particularly evident among electricians, who show the strongest preference for work-life balance, while gas engineers remain slightly more salary-driven. Refrigeration engineers, meanwhile, place greater emphasis on benefits, though still alongside financial considerations.

The broader message is clear. Employers competing on salary alone are increasingly losing ground.

Pay Still Matters, But the Package Wins

The research highlights that total compensation is now judged holistically.

Factors such as overtime structure, travel pay and scheduling flexibility are playing a decisive role in career decisions. Engineers are assessing the full reality of their working week, not just their base salary.

In electrical roles, dissatisfaction is evident. Only 20 percent of electricians receive door-to-door travel pay, while more than half receive none at all. Many also report frustration at being asked to carry out non-electrical tasks.

By contrast, gas and refrigeration engineers are more likely to receive structured benefits. Over 60 percent of gas engineers and more than 80 percent of refrigeration engineers receive door-to-door travel pay, with the majority also benefiting from overtime rates at time and a half.

These differences are not marginal. For some engineers, travel and overtime structures can add over £5,000 to £7,000 annually, significantly shaping perceived value.

Talent Shortages Intensify Pressure

Alongside shifting expectations, the FM sector is facing a shrinking talent pipeline.

An ageing workforce presents a serious long-term risk. In gas engineering alone, just 6 percent of professionals are under 35, while three quarters are expected to reach retirement age within the next decade. Current qualification rates suggest the industry is not producing enough new entrants to replace them.

At the same time, competition for skilled engineers is increasing. Specialist experience, particularly in supermarket refrigeration, is becoming harder to find, while London weighting continues to inflate salaries by up to 15 percent inside the M25.

Counteroffers are also on the rise, with nearly half of resigning candidates now receiving one. This reflects both the scarcity of talent and the growing urgency among employers to retain staff.

The Reality of Flexibility in FM

Unlike many industries, remote work is not a viable solution in Facilities Management. However, the concept of flexibility is evolving in more practical ways.

Engineers are responding positively to smarter scheduling, reduced travel distances, compressed working weeks and additional time off. These adjustments help manage fatigue and improve overall job satisfaction without compromising operational delivery.

The data suggests that total hours worked, rather than contractual hours, are now central to decision-making. Employers who fail to address this risk increased turnover and burnout within their teams.

A Candidate-Driven Market

Taken together, these trends point to a clear conclusion. The FM labour market has become firmly candidate-driven.

Engineers are no longer just choosing roles based on pay. They are selecting employers who offer a sustainable working environment, clear structure and respect for personal time.

For employers, this represents both a challenge and an opportunity.

Those who adapt their offering by embedding flexibility, improving communication around total packages and accelerating hiring processes are likely to gain a competitive advantage.

What Employers Must Do Next

The findings highlight five strategic priorities for FM organisations:

• Position flexibility as a core part of the employer proposition
• Communicate total compensation clearly, including travel and overtime
• Reduce hiring delays to avoid overloading existing teams
• Invest in future talent pipelines through education and partnerships
• Build long-term retention through development and mentoring

A Sector at a Turning Point

The Facilities Management sector is approaching a critical moment.

Work-life balance now defines competitiveness. Talent shortages are deepening. Traditional hiring strategies are no longer sufficient.

As employers, understanding what truly drives today’s candidates is becoming a clear point of differentiation.

Better work-life balance is now the major driver behind job moves. Those who recognise this shift and adapt their offering will gain a clear edge in an increasingly competitive market.

With demand continuing to rise and the talent pool tightening, the ability to attract and retain engineers will define the next phase of growth in the FM sector.

For more information on the Pulse FM 2026 insights, or to discuss how these trends impact your hiring strategy, contact Matthew Finlay at Calibre Search.

matthew.finlay@calibresearch.co.uk