Top oil and gas employment trends to watch and how your business can prepare

Top oil and gas employment trends to watch and how your business can prepare

The oil and gas sector is undergoing rapid transformation, driven by technology trends in oil and gas industry, shifting workforce expectations, and global mobility dynamics. As we move through the years, companies must adapt to these changes to remain competitive and attract top talent. Here are the key employment trends shaping the industry and what businesses can do to prepare.

#1. Salary expectations are rising, but growth is slowing

While salary optimism remains high, the pace of growth is beginning to flatten due to market pressures. Employees still expect pay increases, and hiring managers are generally optimistic about meeting those expectations. Janette Marx, CEO of Airswift in the 2025 GETI report says:

“Oil and gas companies tend to compensate their top talent well. As more of these companies invest in renewable energy, salaries in the sector are increasing to match that investment. Concurrently, attractive salaries are a tool to secure and retain STEM talent within the sector.”

Actionable Steps:

• Conduct regular market benchmarking to ensure compensation remains competitive.
• Introduce performance-based incentives and bonuses to reward high achievers.
• Communicate clearly about salary progression pathways to maintain transparency and trust.

#2. Global mobility is strong, but opportunity is the limiting factor

Oil and gas professionals continue to show strong interest in international relocation, with Europe, the Middle East, and Asia remaining top destinations. However, lack of employer-sponsored opportunities and family proximity are key barriers.

Actionable steps:

• Expand overseas transfer programmes and make relocation options more visible to employees.
• Offer relocation support packages that address lifestyle and family concerns.
• Use career progression as a lever to encourage mobility, aligning global roles with long-term development plans.

#3. Skills demand is shifting, especially toward tech and sustainability

Despite high interest in switching roles, most professionals plan to stay within the sector. However, many are eyeing transitions to renewables and technology-driven roles, especially those involving ESG and AI.

Actionable steps:

• Invest in upskilling programmes focused on data science, cybersecurity, and software engineering.
• Promote internal mobility by offering cross-functional training and mentorship.
• Create clear career progression paths that align with emerging technologies and sustainability goals.

#4. AI adoption is growing, but caution remains

According to last year’s GETI report, AI is increasingly used for safety, inspection, and workflow automation, but adoption is slower than in other sectors. Concerns around cybersecurity, training gaps, and reduced human interaction persist.

Actionable steps:

• Develop a clear AI strategy and communicate its benefits and risks to employees.
• Provide hands-on training for AI tools and ensure support is available for adoption.
• Use AI to enhance, not replace human decision-making, especially in safety-critical roles.

#5. Retention is challenging, but culture can be a differentiator

With professionals receiving multiple job offers, retention hinges on more than just pay. Career progression, innovation, and ESG values are increasingly important to employees.

Actionable steps:

• Foster a culture of innovation through labs, pilot projects, and employee-led initiatives.
• Encourage sustainability participation through local environmental programmes and carbon offset projects.
• Communicate climate goals clearly and involve employees in shaping the company’s energy transition strategy.

#6. Career transitions are becoming more strategic

Interest in switching sectors is declining slightly, but transitions are increasingly driven by access to innovative tools, career growth, and alignment with personal values.

Actionable steps:

• Offer job shadowing and cross-sector exposure to broaden employee perspectives.
• Highlight internal opportunities that align with broader industry trends.
• Use internal communications to keep employees informed and inspired about the company’s direction.

#7. Diversity and inclusion are becoming strategic priorities

As the oil and gas sector competes with emerging industries for talent, fostering a diverse and inclusive workplace is no longer optional, it’s essential. Employees increasingly seek environments where they feel valued and represented, and companies that prioritise inclusion are more likely to attract and retain top performers.

Actionable steps:

• Conduct regular diversity audits and set measurable goals for improvement.
• Create employee resource groups and mentorship programmes to support underrepresented groups.
• Ensure inclusive language and representation in recruitment materials and internal communications.

#8. Employer branding is key to talent attraction

In a competitive hiring landscape, how a company is perceived externally can make or break its ability to attract skilled professionals. Candidates are looking for employers who demonstrate purpose, innovation, and a commitment to sustainability.

Actionable steps:

• Invest in employer branding campaigns that highlight your company’s values, culture, and career opportunities.
• Encourage employees to share their experiences on professional platforms like LinkedIn.
• Showcase your sustainability initiatives and technological advancements through thought leadership content and industry events.

By proactively addressing these trends, oil and gas companies can position themselves as employers of choice in a competitive and evolving landscape. Whether through technology investment, cultural transformation, or strategic workforce planning, the time to act is now.