As we reach the end of March, it feels like an opportune moment to reflect on the first quarter of 2026 and take stock of where the UK Health and Safety recruitment market currently stands.
Encouragingly, hiring confidence is noticeably stronger than during the same period in 2025. The year has picked up where Q4 left off, with many organisations entering 2026 with clearer budgets, renewed investment plans, and a greater willingness to commit to hires.
While there are still some pockets of caution, particularly around longer-term economic uncertainty, the overall direction of travel is positive. We are seeing more consistent hiring activity, shorter decision-making cycles in certain sectors, and a growing demand for high-quality, experienced professionals who can deliver impact quickly.
Below is a snapshot of how the market has evolved across some of the key sectors so far this year.
Construction and Infrastructure
The construction and infrastructure market has started 2026 with strong activity levels.
Housebuilding continues to perform well, supported by stable project pipelines. Data centres remain one of the UK’s most dynamic growth areas, generating sustained demand for health and safety professionals with high‑hazard and technical capability.
AMP8 investment is now translating into active recruitment across the water sector. Confidence has also improved as more contractors prepare to progress projects through Gateway 2 under the Building Safety Act, providing greater certainty around delivery timelines.
As well as this, large infrastructure projects are helping shape the talent pool. Sizewell C has become a major hiring hub, with activity now surpassing Hinkley Point. We are also supporting senior searches, including a SHEQ Director appointment in the Civil Engineering and Power sector, reflecting ongoing demand for experienced leaders in regulated environments.
What this means for employers
Data centres, civils, and nuclear projects will continue to tighten local talent markets.
Expect regional competition around nuclear and complex civils hubs, particularly Sizewell C.
Manufacturing
The manufacturing sector has had renewed confidence and stronger activity in 2026, already surpassing the levels of late 2025.
Increased stability in production planning and investment has helped maintain steady demand for both site‑level and senior health and safety roles. Hiring is particularly active across food manufacturing, FMCG, and the chemicals industries.
Restructuring and consolidation in 2025 continue to influence leadership hiring, especially as organisations integrate sites and realign safety standards. This has driven movement at senior level, with businesses prioritising leaders who can ensure cultural improvement and consistency across multi‑site operations.
Global manufacturing conditions have also stabilised somewhat, supporting export‑driven organisations. However, geopolitical tension, particularly in the Middle East, continues to raise concerns around supply chain resilience and energy pricing. While these factors may influence investment decisions later in 2026, they have not yet impacted hiring activity.
What this means for employers
Cultural change, multi‑site alignment, and operational risk skills remain high‑value leadership traits.
Integration following M&A continues to increase leadership churn
Clear communication of stability and long‑term investment strengthens candidate attraction.
Property, Hospitality and Leisure
The year has begun with a clear uplift in hiring across property, hospitality, leisure and other private sectors, especially within Facilities Management (FM). Many FM providers have secured new contracts or expanded existing portfolios across wider geographic areas, increasing demand for regional Health & Safety professionals at various levels.
Building Safety also remains a key focal point. Residential providers across both private and public sectors are busy dealing with regulation changes under the Building Safety Act. As a result, many organisations are recruiting professionals with Safety Case experience and Fire Safety understanding.
While some organisations merge building safety and fire roles, many are maintaining a clearer separation to strengthen data accuracy and reporting under the Act.
What this means for employers:
Candidates can move quickly - meaning fast processes and good engagement help secure top talent.
Keeping Building Safety and Fire roles separate improves compliance and reporting clarity.
Specialists with BSA Safety Case and Regulator experience remain in short supply.
Public Sector & Education
We’re seeing many Universities being particularly active. Institutions are recruiting a blend of generalist H&S professionals and Fire specialists, often at a senior level. This activity reflects the sector’s ongoing focus on safeguarding, statutory compliance, and ensuring student and staff safety across complex estates.
Furthermore, hiring processes are increasingly prioritising leadership capability and stakeholder influence. Many universities are looking at long‑term stability and team capacity to meet regulatory expectations and maintain strong governance.
What this means for employers:
Senior candidates are attracted to clear strategic scope and influence.
Fire Safety expertise is in demand and is being seen as essential for large or mixed‑use campuses.
Looking ahead to Spring 2026
As we move into the second quarter of the year, the overall sentiment across the health and safety hiring market remains positive.
Demand for Building Safety and Fire specialists is likely to remain strong, with organisations continuing to navigate Safety Case obligations and regulatory deadlines.
Construction and infrastructure activity is expected to stay buoyant, supported by data centre delivery, AMP8 programmes, and mobilisation of major nuclear and civils projects. Manufacturing is also set to maintain steady momentum, although global energy costs will be an important factor to monitor.
Across all sectors, employers prioritising data governance, regulatory readiness, and leadership capability are best positioned to secure high‑calibre candidates. Clear progression pathways, compelling employer value propositions, and agile hiring processes will remain an essential competitive advantage.
If you’d like to discuss your hiring plans or explore the latest HSE opportunities, the team at Irwin and Colton would be happy to help.