2025 reflections and predictions for 2026: the human capital tax recruitment market
As a specialist recruiter across the employment tax, expatriate tax and share schemes market, 2025 has been one of the most dynamic and transitional years I’ve observed in the UK for a while. Not only have we seen major legislative changes that reshaped the technical landscape – we also witnessed notable shifts within the professional services firms themselves.
All these changes have directly influenced hiring needs, candidate expectations, and the environment in which tax professionals operate.
Below is my perspective on how the year unfolded, plus predictions for 2026.
Tax specialism
Employment tax
The employment tax recruitment market was consistently active across both professional services and in-house throughout 2025. Demand was strong not only within the Big Four but also among mid-tier firms, with hiring concentrated at Assistant Manager through Senior Manager levels.
We also saw strategic investment hires at Director and Partner grades as firms sought to expand market share or establish a presence in employment tax for the first time. While in-house hiring was generally subdued due to economic and geopolitical environment, several first-time hires and interim roles requiring employment tax expertise came to market, reinforcing the enduring demand for this skill set.
Location of opportunities
Expatriate tax
Legislative changes as well as the continued reliance on technology and offshore models for compliance shifted demand in expatriate tax toward advisory expertise. Most recruitment activity focused on Assistant Manager and Manager levels, where there is a notable skills shortage.
Despite this, we still saw some high profile moves where firms looked to invest and strengthen geographic reach, grow market share, or enter the expatriate tax space for the first time. In-house opportunities were fewer for specialists focused solely on expatriate tax; however, experienced professionals often transitioned into broader roles encompassing wider human capital responsibilities.
In-house vs professional services vacancies
Share schemes and reward
Demand for tax professionals in reward and share schemes was steady throughout 2025. This trend reflects the pressure on companies to offer non-cash incentives while staying competitive in talent attraction and retention. Technical skills for UK focused and global roles were in demand at most levels within the profession, particularly from Assistant Manager to Director level. Equally, we saw an increase in the number of in-house opportunities available. I expect this trend and activity to continue throughout 2026 as the skill shortage in this specialism remains.
Level of opportunities
Looking ahead to 2026
2025 has without a doubt been an interesting year – it’s brought challenges and opportunities at the same time – a dynamic I predict won’t change anytime soon.
Most candidates I spoke with this year were motivated by financial considerations, greater flexibility, and stronger investment in career development. As we move into 2026, organisations that clearly articulate their strategy and value proposition, act decisively, and remain agile will be best positioned to secure top talent.
A heartfelt thank you to my network, to the clients who entrusted me to support their hiring needs and to the candidates who partnered with me in their career journeys. It’s been an incredibly busy year, and none of this would have been possible without your trust and collaboration. Wishing you all a restful break and a 2026 filled with health, happiness and continued success.
If you are looking to start the year with a new human capital tax job, check out our latest jobs.
Alternatively, if you are looking for a new tax professional to join your business, please let submit a brief and a member of our team will be in touch.
