PULSE FM 2026
by Calibre Search
FACILITIES MANAGEMENT INSIGHTS
ATTRACTING & RETAINING TALENT IN A SHIFTING MARKET
INTRODUCTION
“Employers who recognise what truly drives candidates in today’s FM market will have a competitive edge.”
The Facilities Management sector is facing unprecedented change. Rising workloads, an ageing workforce, and candidate shortages are reshaping the recruitment landscape.
Our Pulse survey of 300+ FM professionals across gas, refrigeration, and electrical engineering disciplines uncovers a turning point:
- Work-life balance has overtaken salary as the number one driver of career moves.
- Engineers want roles with some control over hours, flexibility, and travel.
- Employers are facing a shrinking talent pipeline, especially among younger engineers.
At Calibre Search, we partner with FM employers to plan smarter, hire better, and retain longer. This report gives you data-driven insights to compete more effectively.
KEY FINDINGS
Our research highlights eight trends shaping Electrical, Gas and Refrigeration recruitment in 2026:
- Work-life balance is king — overtaking salary as the top driver
- Field-based engineers now expect some flexibility in terms of time and area
- Overtime, travel pay and scheduling have become central retention levers
- Salaries remain important, but total package and conditions matter more
- Counteroffers are surging. Almost 50% of resigning candidates receive one
- Engineers with supermarket refrigeration experience are scarce
- London weighting inflates salaries 10–15% inside the M25
- An ageing workforce poses long-term delivery risks
Read on to find out the questions we asked and how the engineers answered...
FINDINGS - KEY MOTIVATIONS WHEN ENGINEERS MOVE JOBS
Work-life balance is the strongest driver across all groups. When we have surveyed FM Engineers previously, salary was by far and away the biggest motivator.
Role-Specific Differences:
- Electricians lean most heavily towards work-life balance
- Gas Engineers show a slightly stronger preference for salary compared to other groups
- Refrigeration Engineers put more emphasis on benefits than the other two, though still behind salary
Big Picture Takeaways:
- Employers who compete on salary alone risk losing staff unless they also address flexibility and work-life balance
- There are sector nuances. Can you fine-tune offers by trade or even offer a pick-and-mix approach to benefits?
- Money may open the door of recruitment, but retention probably lies in employers offering flexibility and a benefits package that most appeals to key staff.
SALARY SURVEYS
ELECTRICIANS, REFRIGERATION AND GAS ENGINEERS
To cut through the noise, we asked over 300 FM professionals to share their real pay and package details.
These insights reveal what engineers are actually earning today and how travel pay, overtime and working hours shape their choices just as much as base salary.
PAY & PACKAGE TRENDS
ELECTRICAL ENGINEERS
- Only 20% receive door-to-door travel pay
- 56% receive none at all
- Electricians are frustrated at being assigned non-electrical duties
- The most common salary range for electricians within FM is £37,501 - £40,000
GAS / HVAC ENGINEERS
- 61% receive door-to-door travel pay
- 75% get overtime rate after 40 hours a week or less
- 79% get overtime at time and a half
- 70% are on more than £42,500, and 61% of those get D2D travel. An engineer paid this based on 40 hours, but paid D2D would gain them an extra £5,312 (x1) / £7,968 (x1.5) over the year
- Shortages of engineers increase competition significantly
REFRIGERATION ENGINEERS
- 82% receive door-to-door travel pay
- 84% get overtime at time and a half
- 56% work ≤40 hours weekly
- Engineers inside the M25 typically earn 10-15% more
- 75% are on more than £42,500. An engineer paid this based on 40 hours, but paid D2D would gain them an extra £5,312 (x1) / £7,968 (x1.5) per annum
FM MARKET OVERVIEW
A CANDIDATE-DRIVEN FM MARKET
The FM sector faces tightening candidate pools and growing demand. Engineers now expect more from employers. This isn’t just about pay, but about flexibility, scheduling, and travel allowances.
"Better work-life balance is now THE major driver for considering a job move."
Employers who rethink packages, speed up recruitment, and position flexibility will gain a competitive edge.
OTHER FACTORS DRIVING FM SHORTAGES
LACK OF CAREER AWARENESS
Limited promotion of FM engineering pathways in schools and colleges.
COST OF LIVING PRESSURES
Candidates are hesitant to move unless salaries improve significantly.
COUNTER OFFERS RISING
50% of candidates who resign now receive a counteroffer.
GAS ENGINEERING - SKILLS SHORTFALL
FM WORKFORCE AGE PROFILE AND EXPECTED RETIREMENTS IN THE NEXT DECADE
- Only 7,500 gas engineers are under 35 (6% of the workforce).
- ¾ of gas engineers will hit the average retirement age of 55 within 10 years
- At current qualification rates, only 7,500 new engineers are expected in the next decade
Without intervention, the FM industry faces a critical service delivery gap.
WHAT FLEXIBILITY MEANS IN FM
- Unlike many sectors, remote work isn’t an option for FM engineers. These aren’t possible for many companies, but it could be worth considering:
- Smarter scheduling to avoid overload and allow home/work balance – school pick-ups, for example, Compressed working weeks (e.g. 4 × 10-hour shifts)
- Hiring close to perfect areas to reduce travel demands
- Extra time off for wellbeing, family, or personal goals. Maybe extra holidays aligned with tenure.
- Rapid replacement of leavers to avoid burnout of remaining staff
“Total hours, not just base contracts, now drive candidate decisions.”
STRATEGIC RECOMMENDATIONS
If you can offer some flexibility, position it as a core part of your employer brand. This will set you apart in a competitive market.
Consider pay, travel, overtime and well-being and explain clearly in adverts and interviews.
Fill gaps quickly to reduce burnout.
Partner with colleges and promote FM pathways
Create mentoring and development programs
If you can offer some flexibility, position it as a core part of your employer brand. This will set you apart in a competitive market.
Consider pay, travel, overtime and well-being and explain clearly in adverts and interviews.
Fill gaps quickly to reduce burnout.
Partner with colleges and promote FM pathways
Create mentoring and development programs
LET'S TALK
The FM sector faces a tipping point:
- Work-life balance now defines competitiveness
- Talent Shortages are Intensifying
- Employer Strategies must Evolve
At Calibre Search, we help FM employers plan smarter, hire better, and retain longer. If these insights have raised questions, confirmed challenges or sparked ideas, we’re here to help turn that into action. Whether you’re reviewing your benefits strategy or looking to attract the right people, we can help you move forward.
Backed By Results
With 97% of our clients rating us as excellent and 95% of our placed candidates saying they would recommend us, our results speak for themselves.
