Flexibility vs salary: What really wins in today’s job market?
Ask any events professional what matters in a new role right now and you’ll hear the same two answers repeatedly: salary and flexibility. But the real question is… which one actually wins? Is it the higher pay packet? Or the freedom to work in a way that makes life more manageable?
Our conversations at Live Recruitment with candidates – combined with early insights from the 2026 Salary Survey – paint a clear picture. People want both, but when forced to choose flexibility takes the lead more often than you’d expect.
Why flexibility now outweighs a salary jump
It wasn’t always like this, 5 or so years ago a higher salary would usually win, but the industry has evolved and so have people’s priorities. Here’s why we think flexibility is now non-negotiable:
- Travel costs have risen – that 5 day a week commute can now outweigh a lot of other expenses
- Commuting time is increasingly unsustainable – often travel can reach 2 or 3 or even more hours a day – especially when hours are rigid; time that could be better spent elsewhere
- Work-life balance matters more post-pandemic – no matter what your household consists of people are looking for balance, and those early rises and late finishes are taking them away from other important aspects
- Childcare is still a major blocker for many – it’s not just the rising cost of childcare that’s becoming a deal‑breaker for parents in the events industry it’s the time they’re losing.
- Flexible structures help reduce burnout – the event industry is demanding and often is based around unsociable hours, flexibility allows for recharged employees and a better use of time outside of the onsite days
Candidates aren’t shy about it either; we hear it every single day. They tell us, “hybrid is essential,” and “I’d be more flexible on salary if the working flexibility was right”. This isn’t candidate entitlement, its candidate reality, shaped by rising costs, changing lifestyles, and a growing need for work that genuinely supports how people live, not just how they work.
The new hierarchy of value
Based on current expectations, candidates tend to prioritise flexibility first, followed by progression opportunities, benefits, culture, and salary. Salary isn’t low on the list because it’s not important – it’s because salary alone no longer solves the practical challenges people face. A £5k uplift means very little if it’s immediately swallowed by childcare, commuting costs, or a working pattern that makes day‑to‑day life harder rather than easier.
When salary does win
There are still scenarios where salary trumps flexibility, particularly for senior candidates negotiating profit shares, professionals in high demand specialist roles, those who are significantly underpaid, or people relocating and recalculating major cost-of-living changes.
But even in these situations, salary on its own rarely seals the deal; candidates still expect the full package to make sense – not just a headline number that masks a lack of balance or support.
What employers get wrong about flexibility
Many employers still treat flexibility as a perk, a reward, or an exception that candidates must justify, but in 2026 it’s simply a baseline expectation. The companies resisting this shift aren’t losing talent because their salaries aren’t competitive; they’re losing talent because people want to be able to drop their kids at school in the morning, attend a doctor’s appointment without having to sacrifice annual leave, or make it to their sports team training session once a week without feeling guilty.
Flexibility allows employees to fit their work and life together in harmony, rather than constantly having to compromise on one to satisfy the other. This isn’t a generational trend or a “nice to have.” It’s structural, not optional — and the employers who ignore it are the ones watching great candidates walk straight into roles where they’re trusted to manage both their time and their lives more effectively.
The employers who get it right
The employers performing best in the current market are the ones offering hybrid working as standard, building in flexible hours where possible, providing enhanced annual leave (because 20 days is no longer competitive), supporting travel or commuting costs where relevant, introducing flexible benefits schemes, and linking progression clearly to pay transparency – all reinforced by strong communication and consistent expectations.
These environments don’t just attract better candidates; they retain them.
So… what really wins?
When everything else is equal, candidates almost always choose flexibility. When flexibility is limited, they choose the employer who values their time. And when salary is used to “compensate for inflexibility,” candidates walk away.
Ultimately, the real winner isn’t salary or flexibility in isolation – it’s the employer who understands that modern compensation is about the entire package, not just the pay.
Want to know more about salary benchmarking in the events industry? Read the Live Recruitment 2026 Events Salary Survey.