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Latest Nordic consumer sector employment trends and employee satisfaction levels announced by Nigel Wright Group


Nigel Wright Group’s salary survey report for the Nordics is specifically designed to provide insight into the salaries commanded by professionals within the consumer sector.

Nigel Wright Group has earned a strong reputation across Europe for providing a high-quality recruitment service that is built upon our industry knowledge. We consider it important to continue to bring customers relevant, useful information that they can use for benchmarking and decision making.

This year’s survey has been compiled from the responses of respondents who completed our online questionnaire in the first quarter of 2017 as well as data from our own extensive database of candidates. The survey represents a cross-section of respondents with the following profile:

  • Consumer sub-sector: Advertising and Media; Clothing, Footwear and Accessories; Consumer Electronics; Food & Drink; Health & Beauty; Home Construction / DIY; Retail; Telecommunications; Toys & Games, Travel & Leisure, Sports/Sporting Goods, Warehousing & Logistics Services;
  • 80% of respondents are educated to degree level or above and 49% have a Master’s degree
  • 50% have been in their current position less than two years, 36% for between two and five years, 11% for between five and ten years and 3% for 10 or more years.




Our infographic summaries the key findings:



A summary of the key findings are as follows:

  • Job satisfaction by job level: 14% of respondents said they were dissatisfied but the majority (69%) say they are either moderately or very satisfied. Executive (C-suite & board level) unsurprisingly display the highest levels of job satisfaction.
  • Job satisfaction by discipline: HR professionals displayed the highest level of job satisfaction with 82% being either moderately or very satisfied. Finance and professional service specialists displayed the highest levels of dissatisfaction.
  • Leaving current employer: In the consumer sector, although money is important, the opportunity to experience new challenges and gain a promotion or new skills are more persuasive factors for employees considering their next move. Within our sample, 81% said that they would anticipate changing jobs. Achieving an improved work-life balance is also an increasingly important factor for job seekers today.
  • Salary increases: As part of their last salary review nearly half of respondents (45%) received an increase of between 1% and 3%. There is a degree of positivity regarding this year’s annual raise with a third of the sample (32%) anticipating an increase of between 2% to 3%, and a further 19% expect an increase of between 3% and 5%.
  • Employee benefits: Respondents felt that the four most important employer benefits as part of a remuneration package were flexible working (61%), a personal bonus (54%) and a company pension (38%) and a company bonus (32%). For women, flexible working is significantly more important than a personal bonus in an overall remuneration package and they value their holiday entitlement twice as much as males do.  Men tend to value personal bonuses more than women do.
  • Bonuses: Overall 98% of those surveyed receive some form of benefit or bonus. The most common being a company pension (92%), healthcare (83%), a company bonus (79%) and a car allowance (62%). The majority of our sample (75%) in full time employment have over 26 days holiday a year with 14% having over 31 days. In Denmark and Norway there was an expectation that bonus payments would not be increasing this year and be somewhat lower, whereas in Sweden respondents were optimistic that they would be greater.
  • Pension: Over 92% of respondents receive a company pension with the highest employer contributions being in Denmark and the lowest in Sweden. Our Norwegian respondents were most concerned about the size of their final pension pot whereas the Danish respondents were the least concerned. That said, most people from each country expressed concern.
  • Flexible working: 84% work for a company that offers some kind of flexible working – the most common being working from home, flexi-time and part-time working. Interestingly, flexi-time was significantly less common in Denmark than in Norway and Sweden.
  • Working away from home: 41% of respondents average one night away per week and 18% are spending at least two nights away. Our sample showed that the Danish are most likely to work away from home (64%) and the Norwegians least likely (55%).
  • Skills shortages: 43% of respondents felt that there were skill shortages at their place of work. The actions most cited to correct skill shortages were recruiting from other industries (26%), followed by increasing training budgets (17%) and recruiting people from other countries (14%).
  • Qualities needed to be successful: Respondents were asked to select what qualities they felt were the most important for those working in the consumer sector. Being action orientated (67%), flexible and adaptable (64%), a strategic thinker (60%) and having great people skills (60%) were considered the most significant.




For more information on the Nordic Consumer Sector Salary Survey Report 2017, please use the following contact details:




Simon Taylor

Country Manager

Nigel Wright Group


Grev Turegatan 3, 4 tr

114 46 Stockholm,



M: +46 (0) 761 763 102

E: simon.taylor@nigelwright.com




Jens Beck

Managing Consultant - Copenhagen

Nigel Wright Group


Havnegade 39

1058 Copenhagen K



DD: +45 70 27 86 07

M: +45 31 56 55 70

E: jens.beck@nigelwright.com


Søren Hjorth Lee

Managing Consultant - Aarhus

Nigel Wright Group


Værkmestergade 2, 17. etage

8000 Aarhus C,



M: +45 21 35 10 54

E: soren.lee@nigelwright.com




Jostein Hjellegjerde

Country Manager

Nigel Wright Group


Dronning Eufemias Gate 16

0191 Oslo,



DD: +47 21 60 75 33

M: +47 91 12 12 17

E: jostein.hjellegjerde@nigelwright.com