By
Diyaa Mani
August 8, 2025
Updated
February 5, 2026
What does the rise of artificial intelligence (AI) mean for the energy industry?
In a year marked by uncertainty, GETI 2026 reveals that energy professionals remain optimistic across all parts of the industry.
This includes traditional energy sectors such as oil and gas and petrochemicals, transitional energy segments like power generation, nuclear, and grid modernisation, and the future of energy led by renewables such as solar, wind, and emerging clean‑tech solutions.
Yet concerns around pay, training, and future career paths continue to rise, with 84 percent of professionals open to switching jobs and many still feeling that their skills and development potential are not being fully utilised.
Read on for a breakdown of key insights from each sector.
Traditional energy: Confidence in leadership and career development remains valued
Oil and gas and petrochemicals companies face a complex landscape in 2026. While workforce confidence is high, the sector is grappling with an intensifying skills shortage and a looming talent transition.
These pressures are shaping pay dynamics, mobility trends, and career decisions across the workforce, as reflected in this year's GETI report.
Pay, mobility, and role switching
50% of workers reported a pay increase this year (unchanged from 2025). 60% of hiring managers say pay has increased, and 67% of professionals expect a pay rise next year.
However, expectations for increases above 5% have eased. 84% of professionals would consider switching roles, and 60% would move within their current energy sector; 39% would switch to another energy sector, and 20% would consider roles outside energy.
On average, professionals were approached 5.82 times about new roles this year.
Global mobility drivers and barriers
Global mobility has cooled further. 75% would consider relocating (down from 80% last year), with the Middle East (25%) and Europe (25%) now jointly the top destinations. Proximity to family (39%) remains the leading barrier to moving, and 62% of employers currently offer cross‑regional transfers.
AI adoption in traditional energy
AI adoption is gathering pace. 45% of traditional energy professionals now use AI in their role (a 187% jump since 2024), and a further 9% expect to start within six months.
For career development, 32% use AI to complete tasks at a more senior level, 26% to build energy‑related skills, 25% for personalised career advice, and 24% to support job searches (CVs/interviews).
At the same time, 32% believe engineering/technical operations roles are at risk from AI, even though those roles are the hardest to fill.
Career development gaps and talent retention challenges
If the sector wants to retain top talent, it may need to act on career development planning and learning and development. Only 46% of professionals say they have a career development plan, and professionals value industry training (57%) and extended formal education (41%) more than employers typically offer.
Despite these concerns, pay expectations are more measured. 67% expect an increase next year, and 36% anticipate rises above 5%. Workforce mobility remains high but is easing, with 75% open to relocating, though proximity to family continues to be a major consideration.
Learn more about these insights by downloading the GETI report
Transitional energy talent rises to meet the moment
Transitional energy professionals remain highly engaged and motivated by the opportunity to drive meaningful change.
Salary growth and pay expectations
With a robust pipeline across power, nuclear and electricity grids, salary increases remain high, and talent competition is fierce despite global instability. 53% of professionals reported a pay rise this year, and 63% of hiring managers say pay has increased; 73% of professionals expect a pay rise next year (with 35% expecting more than 5%).
This strong sense of purpose continues to shape career preferences. Workers consistently rate impact on climate and being part of the transition among their top motivators, alongside increasing attention to AI‑driven tools and career development.
Relocation trends and global mobility shifts in the energy transition
Mobility is tightening. 69% would consider relocating (down from 74% last year), with Europe (32%) the top destination, followed by the Middle East (17%), North America (14%), Australasia (13%), and Asia (12%). Career progression (45%) is the leading draw to a location; proximity to family remains the top barrier (42%).
Career development gaps and job market pressures
While job satisfaction can lag when potential feels untapped, career development supply and demand are misaligned amongst worker in the power and nuclear sectors. 52% say they have a plan, yet professionals value industry training (55%) and extended formal education (46%) more than employers typically provide.
Accelerating AI adoption in transitional energy
AI adoption continues to accelerate in transitional energy sectors. 54% use AI in their role (+180% since 2024), and 80% use AI to support their career development; 37% to complete tasks at a more senior level, 37% to bridge skills gaps, 27% for personalised advice, 26% to secure jobs.
Only 6% believe no jobs are at risk; roles in IT/software and data/AI/digital are seen as most exposed while 37% believe AI is reducing entry‑level roles.
Future of energy: Innovation meets career confidence
The renewables sector continues to show strong growth and optimism.
Salary growth and workforce optimism in renewables
51% of professionals reported a salary increase in 2026 (vs. 48% in 2025), and 59% of hiring managers say pay has increased. 72% of professionals expect a pay rise next year, though fewer hiring managers anticipate increases above 5% than in prior years.
Global mobility trends in renewables
71% of professionals are open to relocating (down from 86% in 2022). Europe (35%) remains the top destination, while North America’s share has slipped to 15%, now level with the Middle East (15%).
Lifestyle remains an important factor, but career progression (50-58%) is still the primary reason people target specific locations; proximity to family (40%) is the top reason to stay put.
Job market dynamics in the future‑of‑energy workforce
Headhunting has cooled slightly with 79% being approached this year (down from 81% in 2025) and 5.81 approaches on average. 84% would consider switching roles; 55% would move within their current energy sector; 37% would switch to another energy sector (power 45% and oil & gas 42% are top choices); 28% would consider roles outside energy, with technology (29%) the leading destination.
AI adoption in renewables
60% of renewables professionals now use AI at work (nearly double since 2024), and 80% use AI to support their career development; 37 to 38% to complete more senior work or bridge internal skills gaps, 30% for personalised advice.
Only 6% think no jobs are at risk; engineering/technical operations and IT/data are viewed as most exposed. 38% believe AI reduces entry‑level roles, even as employers report those roles are currently the easiest to fill.
Learn more about these insights by downloading the GETI report
Download the 2026 GETI report
This year’s GETI 2026 report reveals a workforce that is increasingly focused on purpose, flexibility, and clear career growth with AI now embedded in day‑to‑day work and career development across every segment.
Salary optimism remains high, but mobility is moderating as many professionals prefer to stay closer to home. To stay ahead, employers must prioritise clear career pathways, invest in industry‑relevant training and extended education, and embrace AI thoughtfully.
To explore the latest employment trends and learn how your organisation can adapt to the changing energy landscape, download the GETI 2026 report today.
