As we enter 2025, the world of work is undergoing significant transformation. At the heart of this change is a redefinition of how organisations attract, engage, develop, and retain talent. This shift goes beyond technological advancements or economic trends. The ultimate goal is to create meaningful connections between businesses and their employees to build resilient, adaptable, and future-ready workplaces. At Cpl, we are privileged to partner with forward-thinking organisations that are leading these changes by embracing flexible working models, integrating advanced technologies powered by AI, and prioritising the holistic well-being of their employees.
Opportunities & Challenges in a Near Full Employment Market
The Irish talent market continues to reflect the country’s robust economic performance, although there are notable complexities within the market.
While employment is expected to reach a record 2.77 million¹, with unemployment stabilising at 4.6%², we observe a more nuanced picture as various organisations announce restructuring and cost optimisation initiatives.
This mixed environment presents both opportunities and challenges for employers, who are facing increasing competition for skilled professionals while also balancing workforce expectations and managing headcount and operational costs.
Ireland’s projected economic growth of 4% and inflation at a manageable 1.86%³ provide a stable backdrop for long-term business expansion. Over the past four years, the workforce has grown by nearly half a million people⁴, showcasing the Irish market’s agility in attracting talent.
As demand for skilled professionals continues to exceed supply in key sectors, organisations must adapt their strategies to remain competitive. Our Catching the Next Wave of Talent Innovation whitepaper examines how businesses can position themselves as the desired destination of talent.
Pay is A Piece in the Total Value Proposition Puzzle
With 84% of employers planning salary increases averaging 3.4%⁵, compensation remains a central element of talent strategies.
It is evident that financial incentives alone no longer suffice as today’s workforce prioritises career development and meaningful work, with 85% of professionals citing learning opportunities as critical to their career decisions.⁶
Organisations are responding by enhancing employee value propositions to include robust training programmes, mentorship opportunities, and comprehensive well-being initiatives.
Flexible Work - Balancing Employer & Employee Needs
While some companies announced return to office (RTO) mandates requiring at least three to five days of on-site work, the employee preference for flexible working remains strong.
A vast majority of Irish employees favour hybrid or remote arrangements, with almost seven in ten (66%) availing of hybrid working, and 60% of those would turn down a new position if it didn’t meet their hybrid working needs.⁹
This preference has influenced workplace dynamics, with 37% of job postings on LinkedIn in October 2024 offering hybrid working arrangements, while fully remote positions have decreased to 8%.
Compared to last year, hybrid job postings have declined by nearly 14%, and remote roles have dropped by 18%. ¹⁰ The trend suggests that the future of work in Ireland will require a thoughtful balance where operational needs align with the flexibility employees value.
Technology’s Role in Talent Transformation
The adoption of AI is redefining job roles across industries. In Ireland, 44% of medium-sized businesses plan to invest in AI within the next year, with 29% aimed at cost-saving measures.
While this indicates progress, Ireland still lags global IT investment averages, with only 50% of mid-market firms planning IT upgrades compared to 69% globally⁷.
This gap highlights the need for strategic investment in technology to stay competitive.
Furthermore, the EU AI Act is set to impact recruitment and talent management, necessitating compliance measures and comprehensive governance frameworks.
Notably, 25% of leaders report employees using publicly available generative AI tools rather than secure enterprise-grade solutions,⁸ underscoring the urgency for clear policies and oversight.
Chart title: Generative AI Implications on jobs in Ireland ¹²
The Human Factor - Well-being & Financial Security
The growing focus on mental health and financial well-being reflects the evolving priorities of the Irish workforce. With 61% of employees reporting financial stress¹¹ and the increased emphasis on mental well-being at the workplace, organisations are expanding their support systems.¹¹
The Reimagining Workplace Wellness Together brochure explores this topic in greater detail, underscoring a key takeaway: comprehensive well-being programs are no longer a luxury but a necessity for building a resilient and productive workforce.
Using This Guide
The salary information in the following sections provides sector-specific insights into current market rates across various roles and experience levels. However, we encourage readers to view these figures as part of a broader conversation about value creation in the modern workplace.
Whether you’re an employer designing compensation packages or a professional planning your next career move, we encourage you to use this guide as a reference point in your decision-making process. While salary ranges provide important benchmarks, the total value proposition – including tangibles and intangibles such as development opportunities, workplace flexibility and organisational culture – plays an increasingly important role in talent decisions. For salary ranges tailored to your requirements, please contact us at [email protected].
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References
1,3IMF - World Economic Outlook Database October 2024
2 Trading Economics - Ireland Unemployment Rate
4 Central Statistics Office Ireland, Labour Force Surveys ’22 ’23 & ‘24
