Cost pressures pin down salaries as specialist skills command premiums, according to latest Morgan McKinley Irish Salary Guide.
Salary growth across Ireland has slowed markedly as employers concentrate resources on niche skills rather than broad workforce expansion.
The latest report from Morgan McKinley shows median permanent salary movement hovering between flat and 2%, with many roles rising at or below inflation. Employers are still hiring, but the guide depicts a labour market shaped by tighter cost control and a stronger focus on essential capability.
“Pay is no longer the default lever. Flexibility and long‑term development now matter just as much, particularly in specialist and high‑pressure roles”
Trayc Keevans, Global FDI director at Morgan McKinley, said the market is no longer operating on the expansive footing seen during the previous cycle.
“Employers are not in hiring retreat, but they are being far more intentional,” she said. “Demand remains strong where skills directly enable transformation, regulatory compliance or operational continuity, but organisations are no longer responding by expanding teams or lifting salaries across the board.”
New technologies mean newer roles
According to Keevans, the emergence of roles such as AI auditors, ESG data governance leads, cyber resilience specialists and regulatory transformation managers reflects how precisely companies are now defining capability needs. “These are gaps that did not exist at scale even two years ago,” she said.
The guide highlights how employers are reserving salary premiums for a narrow group of disciplines where shortages remain acute. Advanced technology, cyber and data governance, ESG, regulatory risk and compliance, and large‑scale change delivery continue to secure uplifts of four to eight per cent. Outside these areas, growth has largely stalled.
Keevans said flexibility, clarity of role and leadership quality have taken on greater importance for candidates. “Pay is no longer the default lever,” she said. “Flexibility and long‑term development now matter just as much, particularly in specialist and high‑pressure roles.”
A widening divergence between permanent and contract remuneration is one of the strongest trends in the data. Permanent salaries have plateaued, while contract rates have climbed in several sectors, in some cases by as much as ten per cent. Keevans said the shift reflects how organisations are funding transformation: “They are keeping core teams lean and stable while directing investment into time‑bound expertise.”
Dublin continues to command the highest pay levels, although the gap with regional cities has reduced as hybrid working enables senior specialists to remain outside the capital. Salary bands in Cork, Galway and Limerick have moved closer to Dublin for high‑demand roles, while Waterford has remained steady.
Technology
Demand in Ireland’s technology sector has stabilised following global restructuring, but shortages persist in AI, machine learning, data engineering and cybersecurity. Data engineers, GRC specialists, machine learning engineers, AI auditors and automation professionals remain the most sought after. Candidates increasingly place value on autonomy and flexibility rather than headline salary growth.
Accounting and finance
The market remains stable and tightly managed, with incremental hiring across commerce, industry and professional services. Ireland continues to see a high outflow of newly qualified accountants, many of whom relocate to London. Salaries have largely plateaued, with growth concentrated among newly qualified and early post‑qualification professionals and in niche areas such as tax and regulatory reporting. Pension contributions have become a key differentiator for finance talent.
Banking and financial services
Risk, compliance and data roles continue to drive targeted hiring, with regulatory frameworks such as DORA, MiFID, AIFMD and Solvency II shaping priorities. Salary growth averages two to three per cent, but risk and compliance posts have recorded uplifts of up to ten per cent. Contracting remains particularly attractive as day rates improve.
Business support
High candidate supply and slower hiring decisions have kept salaries flat. Employers are competing through flexibility and stability, while experienced executive support and specialist administrative roles remain consistently in demand.
Construction
Despite pauses in some large‑scale projects, demand remains strong for quantity surveyors, design engineers, planners and project managers. Recruitment timelines continue to lengthen due to limited availability of experienced professionals.
ESG and sustainability
ESG hiring has shifted from compliance‑driven reporting roles toward broader strategic functions embedded across finance, risk and procurement. Senior roles with international exposure continue to command strong salaries.
Executive search
Executive hiring has become more selective. Boards are prioritising leaders with proven outcomes in technology, AI, data, cybersecurity and sustainability. Fractional and interim C‑suite appointments are becoming more common.
HR
The HR market remains subdued, with increased reliance on contract and interim professionals. Salary growth is static, and candidates are evaluating roles based on broader reward packages and organisational culture.
Life sciences and engineering
Strong demand continues for automation, process, maintenance and project specialists, particularly in biopharma. Salary growth is gradual in permanent roles, while contract rates remain resilient.
Projects and change
Organisations continue to invest in transformation driven by AI adoption and regulatory requirements. Demand is particularly strong for cyber and regulatory readiness project managers.
Legal, risk and compliance
Activity in private practice remains brisk, especially for mid‑level lawyers in construction, funds, banking and employment. Salary growth has moderated as firms emphasise flexibility and culture to retain staff.
Sales and marketing
Hiring slowed significantly through 2025 due to multinational freezes and reduced discretionary spending. Salary movement has stalled, and competition has intensified. Contract roles are being used to maintain output with lower risk.
Supply chain, procurement and operations
Hiring remains cautious amid global uncertainty and cost controls. Logistics has been the strongest area due to sustained investment in distribution operations. Salary increases remain minimal but may strengthen modestly in 2026.
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