Higher employer pension contributions could be an important recruitment lever for organisations competing for professional talent, according to new research from Robert Walters.
The recruiter reports that 60% of UK white-collar professionals surveyed would prioritise a higher employer pension contribution over a salary increase when considering a new role. Its Employee Benefits Guide, released on 5 October, draws on responses from more than 3,100 white-collar professionals across the UK and Ireland.
The findings describe respondents’ stated preferences, rather than observed job moves or the views of every UK worker. Fieldwork dates and the size of the UK-only subgroup were not specified in the accompanying release.
“Our new findings suggest that long-term financial security has climbed up professionals’ list of priorities.”
Daniel Harris, managing director, UK and Ireland, Robert Walters
Retirement security moves up the agenda
Robert Walters reports that 72% rated pension contributions as the most important workplace benefit, compared with 32% in its 2025 findings — a rise of 40 percentage points. The release does not establish that the same individuals participated in both years.
Despite the importance attached to pensions, 51% of respondents were not confident their savings would be sufficient for retirement. Seven in ten said their employer’s scheme helped them feel more secure about their financial future.
Different age groups have different priorities
Among respondents aged 18–28, 56% put pensions first, compared with 79% among those aged 50–59. Flexible or hybrid working was particularly important to younger respondents, with 67% rating it as their leading benefit.
The research also points to a communication gap: 14% of 18–28-year-olds did not know how much their employer contributed to their pension, compared with 4% of respondents aged 40 and over.
Why it matters for recruiters and HR
The findings make a case for explaining the full reward package clearly during recruitment, including employer contributions and access to benefits information. They also caution against assuming that every candidate values the same package: immediate flexibility and long-term security can carry different weight at different life stages.
Read more about preparing a constructive pay-rise conversation.
Image: conceptual editorial illustration created for Onrec.
