Pay remains one of the most powerful signals of how valued people feel in their work. While salary is rarely the only factor influencing career decisions, it continues to shape how professionals assess their role, their employer and their career prospects.
Recent findings from
The Holdsworth Index, a workforce insight report produced by Jo Holdsworth Recruitment, offer a clear snapshot of how professionals across Leeds and West Yorkshire currently feel about pay and reward. One of the most striking findings is that
over 70% of respondents say they feel underpaid in their current role.
At first glance, this statistic may appear concerning. However, the insight reveals something more nuanced about how professionals evaluate their careers today. Pay dissatisfaction is often connected to wider themes such as fairness, transparency and progression rather than salary alone.
Understanding these perceptions is important for both employers looking to attract and retain talent, and professionals assessing their own career direction.
Pay Is More Than Just a Number
For many professionals, pay represents far more than a monthly salary. It acts as a signal of recognition, fairness and trust within an organisation.
The responses gathered in the Holdsworth Index suggest that when employees feel their pay does not reflect their responsibilities, experience or contribution, it can influence motivation and engagement over time. In some cases, it also shapes how individuals view their long-term future with their employer.
Importantly, feeling underpaid does not always mean that someone’s salary is significantly below market level. In many cases, the perception is shaped by questions such as:
- How transparent salary decisions are within the organisation
- Whether progression pathways are clear and achievable
- How pay compares with similar roles in the wider market
- Whether contributions and performance are recognised
When these elements feel unclear or inconsistent, employees may begin to reassess their position even if they are otherwise happy in their role.
Differences in Experience Across the Workforce
The report also highlights that perceptions around pay can vary across different groups within the workforce.
Within the survey sample,
78% of women reported feeling underpaid compared with 62% of men.
This finding does not attempt to explain the causes behind this difference. However, it does highlight that pay is experienced differently across the workforce and that perceptions of fairness can vary depending on individual circumstances and career journeys.
For employers, this reinforces the importance of reviewing pay structures regularly and ensuring that salary decisions feel clear, consistent and well communicated across teams.
The Salary Band Where Frustration Is Highest
Another important theme emerging from the report centres on professionals earning between £30,000 and £40,000.
This group appears consistently across the findings as the most dissatisfied with their pay and the most open to exploring new opportunities. Many respondents within this salary band indicated that they expect a pay increase within the next twelve months and may consider a move if their situation does not change.
This stage of a career often coincides with growing responsibilities and expectations around progression. Professionals may feel they have developed significant experience but are still waiting to see clear advancement or recognition reflected in their salary.
For employers, this group represents a critical segment of the workforce. They are often experienced enough to make a meaningful contribution to teams, yet early enough in their careers to be highly motivated by progression opportunities.
When progression pathways or salary growth feel unclear, frustration can naturally increase.
The Role of Salary Transparency
One of the most consistent themes throughout the Holdsworth Index is the importance of salary transparency.
Across all demographic groups, openness around pay strongly influences how people perceive their employer. Many respondents indicated that a lack of transparency around salary decisions can raise questions about fairness even when the pay itself appears broadly competitive.
Salary transparency does not necessarily mean sharing every detail of an organisation’s pay structure. However, it often involves clear communication around:
- Salary ranges within roles
- Criteria for pay increases or promotions
- How performance and progression influence reward
When these factors are communicated openly, it can strengthen trust and reduce uncertainty.
Why Pay Influences Retention
The findings suggest that salary dissatisfaction is rarely the sole reason someone decides to leave a role. However, it can contribute to a broader reassessment of whether an organisation offers the right long-term opportunities.
When professionals feel recognised, supported and able to progress, they are often more willing to remain engaged even if salary growth takes time. Conversely, when pay concerns are combined with unclear progression or limited development opportunities, individuals may become more open to exploring the wider market.
For employers, this highlights the importance of viewing pay as part of a wider employee experience rather than a standalone factor.
How Professionals Can Assess Their Own Situation
For professionals who feel uncertain about whether they are fairly paid, it can be helpful to step back and consider a broader set of questions.
For example:
- How does your salary compare with similar roles across the local market?
- Do you understand how pay decisions are made within your organisation?
- Are there clear opportunities for progression or salary development?
- Are your responsibilities aligned with your current level of pay?
Speaking with a recruiter who understands the local market can also offer valuable perspective. Many professionals find that gaining insight into comparable roles, salaries and career paths helps them make more informed decisions about their next step.
A Changing Conversation Around Pay
The Leeds and West Yorkshire job market remains active and resilient. At the same time, expectations around work are evolving.
The findings from the Holdsworth Index suggest that professionals remain ambitious and motivated. However, they are also becoming more thoughtful and selective about what they expect from employers. Pay, fairness, flexibility and progression are increasingly interconnected factors that influence how people assess their careers.
For employers, responding to these expectations does not always require dramatic changes. Often, thoughtful communication, transparent reward structures and clear development pathways can make a meaningful difference.
Want to See the Full Findings?
This article explores just one insight from The Holdsworth Index, Jo Holdsworth Recruitment’s latest report on workforce priorities across Leeds and West Yorkshire.
The full report also explores:
- Hybrid and flexible working expectations
- Career confidence across different age groups
- How professionals are searching for new roles
- The skills employees most want to develop
- What influences trust and retention in the workplace
If you would like a copy of the report or would like to discuss what the findings could mean for your organisation or career plans, our team would be happy to share the insight.
At Jo Holdsworth Recruitment, we speak with employers and professionals across the region every day. These conversations give us a clear understanding of how expectations around pay, progression and flexibility are evolving.
To request a copy of The Holdsworth Index or discuss the findings with one of our consultants, please get in touch with the team. We would be delighted to share the report and talk through the insights in more detail.
