• Nearly half (42%) of Bristol staff say pay has stalled or decreased in the last year and 55% are dissatisfied with salary
• Many feel underappreciated as close to two thirds (61%) say pay does not reflect the responsibilities of their role and 56% intend to switch jobs this year
• Growth of Bristol tech cluster fuels demand for data analysts, software developers and cyber security professionals

Bristol’s workforce has entered 2018 with widespread pay dissatisfaction according to a survey of more than 480 of the city’s employees by recruiter Hays, to coincide with the launch of its online Salary Checker [hays.co.uk/salary-checker].

Nearly half (42%) of Bristol employees say their salary has either remained the same or decreased in the last 12 months and this has impacted morale, with 55% saying they are not satisfied with their current pay. However, 70% admit they have not asked for a salary increase in the last 12 months according to the Hays Salary & Recruiting Trends 2018 guide, in a survey of almost 17,500 employers and employees.

More than half (56%) of Bristol staff intend to leave their jobs in the next year, with more than a third (35%) planning to leave within the next six months. Of those intending to switch jobs, 37% cite dissatisfaction with salary and benefits as their main reason for wanting to leave.

Most-wanted roles

Salary increases can be expected for those roles most in demand by Bristol’s employers and the outlook is positive for those professionals looking to move in 2018. Insight from Hays’ regional offices across the UK shows particularly high market demand for IT skills.

Specific roles set to command significant salary increases due to a shortage of suitably qualified candidates include data analysts, cyber security architects and java developers. However, part-qualified accountants and civil engineers are also in short supply.

Discontented staff

Hays’ data highlights that economic conditions appear to have impacted employee satisfaction across the UK’s cities, including Bristol. Two in three (61%) Bristol employees say their pay does not reflect the responsibilities of their role, while more than half (57%) say it is not reflective of their individual performance. 56% claim their pay is not reflective of their experience and expertise.

Nearly all respondents (97%) said they felt they possess the skills needed to fulfil their current role, but two in five (42%) feel there is no scope for career progression with their current organisation.

Nearly three quarters (74%) of Bristol professionals haven’t received a performance-related bonus in the last 12 months, and more than half (54%) of those employees who were given a bonus received the same or lower amounts than the previous year.

Hays expects the Salary Checker [hays.co.uk/salary-checker] to prove popular with employees eager for a career move, as it will shed light on average salaries for their role, experience and location. Armed with this knowledge, candidates will have a more informed view of the jobs market when considering new opportunities in 2018.

Simon Winfield, Regional Managing Director of Hays in the South West, said:

“Many Bristol employees are clearly dissatisfied by their current salaries, and with so many candidates confident in their own skills this is fuelling a feeling of underappreciation. We expect to see a high proportion of Bristol candidates searching for new opportunities in the coming months, and for these professionals now is a crucial time to evaluate which direction they want in their career.

Bristol’s tech cluster has gone from strength to strength in the last eighteen months, overtaking London as the UK’s leading smart city and attracting a wave of fresh startups and established larger businesses searching for new regional bases. With this in mind, digitally-literate candidates can expect to benefit most in the jobs market, and we are seeing particularly high demand for data analysts and cyber security professionals. That being said, professionals outside of this industry can also target top opportunities by familiarising themselves with just how much their skills are valued by organisations in the city and weighing new opportunities accordingly.”