Our Director of Fashion & Non-Food Retail Recruitment, Aislinn Lea, featured in the Retail Times sharing her expert insights on retail recruitment in 2026:
I’ve had a front-row seat to one of the most fast-moving and challenging periods the Irish retail sector has seen in years. Looking back on 2025 and ahead into 2026, one thing is clear: Irish retail recruitment is vibrant, but it’s also more complex than ever. From our 2026 Non-Food & Fashion Retail Salary Guide, we saw more than three times more retail roles registered in the final quarter of 2025 than in the same period in 2024. That shows real confidence in the sector, but also the difficulties retailers are facing in finding and keeping the right people.
A more selective candidate market
Candidates are no longer moving for “another job”. They are more selective in what they want from a career. Location, flexibility, and quality of life are ahead of traditional progression or job titles. We’ve also seen a shift in salary expectations. The most in-demand salary band for retail management roles, previously between €35,000 and €42,000, has now moved to €40,000–€52,000. It is becoming difficult for employers to attract managers with three to four years’ experience for under €40,000. That puts pressure on payroll budgets, particularly for independent and SME retailers.
The impact of the minimum wage increase
The increase in the national minimum wage to €14.15 per hour is a positive development for workers, but it’s not without consequences for employers. Larger retail chains offering higher entry-level rates are attracting a sizeable share of the junior talent pool: people who might have started and grown their careers in smaller businesses. SMEs are finding it harder to compete, not just on pay, but the full package needed to attract and retain staff.
Why employer brand and benefits now matter more
Salary alone is no longer enough. Candidates are making decisions based on the overall employment proposition:
→ The strength and reputation of the brand
→ Day-to-day working conditions
→ Work–life balance and flexibility
Retailers who are winning the war for talent are offering:
→ 37.5 – 39 hour contracts
→ 23–25 days’ annual leave
→ Contributory pension schemes
→ Predictable scheduling and regular weekends off
Even small, thoughtful benefits make a big difference and are often the details candidates remember when comparing offers.
The challenge of city-centre vacancies
There is a growing reluctance among candidates to commute long distances or into city-centre locations. Commuting time, public transport costs, and parking fees are deterrents. Employers who offset these – through flexible scheduling, hybrid arrangements for head office positions, travel supports, or parking contributions – are better placed to secure talent.
Leadership is the real differentiator
Across both retail and head office support functions, one theme stands out: leadership. Our clients are no longer looking for managers who are simply strong operators; they want people who can lead, coach, and develop teams. Succession planning and internal growth have become essential to long term retention. Retailers who will thrive in 2026 and beyond:
→ Invest in developing their managers as leaders
→ Create clear internal career paths
→ Recognise and reward people who grow with the business
Looking ahead to 2026
My message to retailers is straightforward: those who invest in people, brand, and flexibility will continue to attract the next generation of leaders in one of Ireland’s most vibrant, yet competitive, employment markets.
