Labour shortage and wage growth – labour market trends in 2026

21/ 11/ 2025

A new wave of the Research on labour market in Ukraine, conducted by the European Business Association together with labour market expert Tetiana Pashkina, has outlined the key challenges and trends in the sector for 2025–2026. View the presentation Changes Сoncerning Personnel in 2025 83% of respondents opened new vacancies in 2025 96% increased employees’ wages 74% reported a shortage of qualified staff 46% stated that the departure of young specialists aged 18-22 had an impact on their HR strategy and operational activity Employee Support Payment of wages in full (94%) as well as bonuses (86%) remained key practices for the majority of companies in 2025. Businesses also invested in team development and wellbeing: 59% organised training courses, while 52% provided psychological support. Additionally, companies offered financial assistance: 26% covered rental costs, and 20% paid for family members’ health insurance. A traditional 65% of employers gave holiday gifts. For comparison, in 2024 full salaries were paid by 98% of surveyed companies, while 84% paid bonuses. Moreover, 56% invested in employee development. Some companies also provided more comprehensive assistance. They not only covered accommodation in another city or abroad, but also paid for international health insurance and taxes for employees who had relocated. Businesses additionally reimbursed electricity and internet expenses. HR Situation Almost all companies experience labour shortages: 74% stated that the problem is significant, 21% reported a partial shortage, and only 5% do not face a lack of personnel. The situation is similar to last year: in 2024, 71% experienced a significant shortage, 25% a partial shortage, and only 4% reported no shortage at all. The hardest vacancies to fill are blue-collar and technical roles due to workforce outflow and low motivation to work offline. There is also an acute shortage of highly specialised professionals with English proficiency, which international companies particularly need. In addition, companies struggle to find sales managers and mid-level managers, as these roles require constant physical presence, while opportunities for conscription deferral remain limited. Overall, 46% of companies noted that the departure of young specialists aged 18-22 had some or significant impact on their operations. 42% felt no impact, and 12% reported insufficient data to assess it. Current Labour Market Trends Key trends observed by companies in 2025 include: labour shortage higher salary expectations from candidates impact of mobilisation difficulties with booking employees staff turnover Mental Health and Well-Being In 2025, 87% of companies introduced or plan to introduce mental health support programmes. Only 28% say they are coping well with psychological challenges within teams, 53% believe they cope partially, 13% mostly do not cope, and 6% are not coping at all. Employee burnout levels are predominantly assessed as moderate (56%), while 33% of companies observe high levels of burnout among staff. Remote Work and Mobility Remote work remains widespread: 22% of companies allow all categories of employees to work remotely, and 60% allow it for part of the team only. The number of companies working exclusively from the office has notably increased - from 12% in 2024 to 18% this year. Categories of employees who generally cannot work remotely include: Production staff: plant workers, agricultural staff, technical specialists, mechanics, engineers, energy specialists, laboratory personnel Retail and customer-facing staff: sales assistants, consultants, sales representatives, bank branch employees, service centre staff Logistics and warehouse operations: drivers, storekeepers, logistics coordinators, warehouse and distribution centre staff Service staff: technical workers, security, cleaners, couriers, car service staff Hospitality and service sector: cooks, waiters, administrators, hotel personnel Among surveyed companies, 46% indicated that all employees currently work from within Ukraine, compared to 35% last year. Meanwhile, 47% have up to 10% of staff working from abroad. Only 5% of companies have more than 10% of employees working from abroad. The remaining 2% do not have precise information. Most employers (63%) do not plan to mandate employees’ return to the office in the near future. The remaining 37% are considering such a step; however, 12% of them plan to require this only for certain categories of staff. Companies’ Plans for 2026 Most surveyed companies already have a clear vision for the upcoming year. The main focus is on increasing wage levels - 94% of companies plan to do so. Specifically, 28% expect increases of 11–15%, 23% expect 5–10%, 10% expect 16–20%. Only 6% do not plan wage increases in 2026. For comparison, in 2025, 96% of companies increased wages, mostly by 11–20% (64%) or up to 10% (28%). 36% of companies aim to increase the number of employees in 2026, 55% do not plan changes, and 9% plan reductions. 17% reported redistributing functions toward multifunctionality. Throughout 2025, most companies (83%) actively hired new employees. Another 3% opened vacancies exclusively for internal candidates, and only 14% made no changes to headcount. Other Planned Changes increased training and development budgets – 25% expansion into new markets and search for partners – 18% management changes / opening of new regional offices – 6% reduced spending on training – 5% closure of offices – 3% Regarding the possibility of introducing a four-day working week, 84% of companies do not plan such changes, and only 2% are considering it. For 14%, it is impossible due to the specifics of their operations. Respondent Profile The survey involved 126 HR professionals (41% department heads, 33% middle managers, 22% top management, 4% junior staff). Among respondents, 56% represent large businesses, 32% medium-sized, and 12% small. 58% of companies are international, and 42% Ukrainian. Most participants represent wholesale and retail trade, the pharmaceutical sector, specialised consultancy services, and non-food FMCG production. Participants also included representatives of the agricultural sector, food production, IT, financial services, logistics, industrial manufacturing, metallurgy, processing industries, construction, food service, education, hospitality, and others. The survey was conducted from 2 October to 1 November 2025. Participation was anonymous.

A new wave of the Research on labour market in Ukraine, conducted by the European Business Association together with labour market expert Tetiana Pashkina, has outlined the key challenges and trends in the sector for 2025–2026.

View the presentation

Changes Сoncerning Personnel in 2025

83% of respondents opened new vacancies in 2025
96% increased employees’ wages
74% reported a shortage of qualified staff
46% stated that the departure of young specialists aged 18-22 had an impact on their HR strategy and operational activity

Employee Support

Payment of wages in full (94%) as well as bonuses (86%) remained key practices for the majority of companies in 2025. Businesses also invested in team development and wellbeing: 59% organised training courses, while 52% provided psychological support. Additionally, companies offered financial assistance: 26% covered rental costs, and 20% paid for family members’ health insurance. A traditional 65% of employers gave holiday gifts.

For comparison, in 2024 full salaries were paid by 98% of surveyed companies, while 84% paid bonuses. Moreover, 56% invested in employee development.

Some companies also provided more comprehensive assistance. They not only covered accommodation in another city or abroad, but also paid for international health insurance and taxes for employees who had relocated. Businesses additionally reimbursed electricity and internet expenses.

HR Situation

Almost all companies experience labour shortages: 74% stated that the problem is significant, 21% reported a partial shortage, and only 5% do not face a lack of personnel. The situation is similar to last year: in 2024, 71% experienced a significant shortage, 25% a partial shortage, and only 4% reported no shortage at all.

The hardest vacancies to fill are blue-collar and technical roles due to workforce outflow and low motivation to work offline. There is also an acute shortage of highly specialised professionals with English proficiency, which international companies particularly need.

In addition, companies struggle to find sales managers and mid-level managers, as these roles require constant physical presence, while opportunities for conscription deferral remain limited.

Overall, 46% of companies noted that the departure of young specialists aged 18-22 had some or significant impact on their operations. 42% felt no impact, and 12% reported insufficient data to assess it.

Current Labour Market Trends

Key trends observed by companies in 2025 include:

labour shortage
higher salary expectations from candidates
impact of mobilisation
difficulties with booking employees
staff turnover

Mental Health and Well-Being

In 2025, 87% of companies introduced or plan to introduce mental health support programmes. Only 28% say they are coping well with psychological challenges within teams, 53% believe they cope partially, 13% mostly do not cope, and 6% are not coping at all.

Employee burnout levels are predominantly assessed as moderate (56%), while 33% of companies observe high levels of burnout among staff.

Remote Work and Mobility

Remote work remains widespread: 22% of companies allow all categories of employees to work remotely, and 60% allow it for part of the team only. The number of companies working exclusively from the office has notably increased – from 12% in 2024 to 18% this year.

Categories of employees who generally cannot work remotely include:

Production staff: plant workers, agricultural staff, technical specialists, mechanics, engineers, energy specialists, laboratory personnel
Retail and customer-facing staff: sales assistants, consultants, sales representatives, bank branch employees, service centre staff
Logistics and warehouse operations: drivers, storekeepers, logistics coordinators, warehouse and distribution centre staff
Service staff: technical workers, security, cleaners, couriers, car service staff
Hospitality and service sector: cooks, waiters, administrators, hotel personnel

Among surveyed companies, 46% indicated that all employees currently work from within Ukraine, compared to 35% last year. Meanwhile, 47% have up to 10% of staff working from abroad.

Only 5% of companies have more than 10% of employees working from abroad. The remaining 2% do not have precise information.

Most employers (63%) do not plan to mandate employees’ return to the office in the near future. The remaining 37% are considering such a step; however, 12% of them plan to require this only for certain categories of staff.

Companies’ Plans for 2026

Most surveyed companies already have a clear vision for the upcoming year. The main focus is on increasing wage levels – 94% of companies plan to do so.

Specifically, 28% expect increases of 11–15%, 23% expect 5–10%, 10% expect 16–20%.

Only 6% do not plan wage increases in 2026. For comparison, in 2025, 96% of companies increased wages, mostly by 11–20% (64%) or up to 10% (28%).

36% of companies aim to increase the number of employees in 2026, 55% do not plan changes, and 9% plan reductions. 17% reported redistributing functions toward multifunctionality. Throughout 2025, most companies (83%) actively hired new employees. Another 3% opened vacancies exclusively for internal candidates, and only 14% made no changes to headcount.

Other Planned Changes

increased training and development budgets – 25%
expansion into new markets and search for partners – 18%
management changes / opening of new regional offices – 6%
reduced spending on training – 5%
closure of offices – 3%

Regarding the possibility of introducing a four-day working week, 84% of companies do not plan such changes, and only 2% are considering it. For 14%, it is impossible due to the specifics of their operations.

Respondent Profile

The survey involved 126 HR professionals (41% department heads, 33% middle managers, 22% top management, 4% junior staff).

Among respondents, 56% represent large businesses, 32% medium-sized, and 12% small. 58% of companies are international, and 42% Ukrainian.

Most participants represent wholesale and retail trade, the pharmaceutical sector, specialised consultancy services, and non-food FMCG production.

Participants also included representatives of the agricultural sector, food production, IT, financial services, logistics, industrial manufacturing, metallurgy, processing industries, construction, food service, education, hospitality, and others.

The survey was conducted from 2 October to 1 November 2025. Participation was anonymous.