Human resources and recruitment roles are among the most bilingual-hungry jobs in the UK, according to new data measuring how often employers request language skills in job adverts.
A study by language learning platform Preply found that almost three in 10 openings in the profession now seek candidates who can speak more than one language. Only accounting and finance roles list bilingual skills more frequently.
Across the wider labour market the research suggests that bilingual workers in the UK can earn a meaningful pay premium. On average, employees who speak an additional language take home more each year than those who do not, with fluency in certain languages bringing significantly higher rewards.
The findings come as organisations widen talent searches across borders, workforces become more global and customer and stakeholder groups grow more diverse. The researchers looked at job listings and salary data to explore where bilingual skills are most valued in Britain and around the world.
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HR moves up the table
Accounting and finance topped the UK rankings with 31.2 percent of advertised roles specifying bilingual ability. Human resources and recruitment followed closely with 28.7 percent, significantly higher than the national average across all sectors. Legal services came next on 27.5 percent.
Customer service and sales also featured strongly, with 21.6 and 21.4 percent of roles respectively requiring language skills. Education and teaching ranked sixth, reflecting the increasing linguistic diversity of classrooms and the growing need for staff who can communicate with pupils and families whose first language is not English.
The analysis points to bilingualism becoming a competitive differentiator for candidates in people-facing work. In HR and recruitment, the ability to interview, onboard and support employees from different language backgrounds can expand hiring markets and improve workplace inclusion.
Pay uplift for multilingual employees
The study estimates that speaking an additional language in the UK could boost annual earnings by 11.5 percent. In cash terms, it amounts to £4,765 more each year, which can accumulate into a substantial advantage over a career.
Some languages are associated with particularly strong pay rises. Jobs requiring Japanese command an average uplift of more than £14,000 compared with roles where only English is needed. Posts asking for Portuguese or Italian also offer above average financial benefits. In general, less common languages with strong business demand, including those linked to manufacturing and technology supply chains or global trade hubs, are associated with higher salaries.
French is the most sought-after language in UK job adverts overall. Italian and German follow, indicating strong demand for European language capability in sectors such as finance, legal services and exports.
Global patterns highlight competitive advantage
Spain offers the largest bilingual pay uplift of the countries studied. Workers able to communicate in more than one language there could earn up to £11,429 more a year than monolingual colleagues. In some labour markets the earnings gap between bilingual and monolingual employees can be worth as much as £26,000 a year, a difference equivalent to a higher grade promotion.
French stands out as the language most frequently requested by employers across the world, coming top in 14 countries including Austria, Canada, Italy, Poland, Spain and South Africa. It reflects the widespread use of French in international diplomacy and in business across Europe and Africa.
Changing landscape for talent acquisition
For HR and recruitment teams, the data highlight both an opportunity and a challenge. Organisations seeking to expand internationally often need staff who can navigate legal requirements in multiple jurisdictions, manage cross border teams and communicate with global customers. Language skills reduce frictions and support more effective collaboration.
Bilingual recruiters may also be able to reach new candidate pools and improve communication with applicants whose first language differs from English. That can support diversity strategies and help employers tap into migrant talent that might otherwise be overlooked.
But the rise in demand also exposes skills shortages. Many UK workers leave school without proficiency in a second language, and language education provision has declined in recent years. Employers may therefore face increased competition for bilingual talent or need to invest in training and development to build these capabilities internally.
Workplace culture and employee experience
Beyond pay and hiring, bilingualism can shape workplace engagement. Employees working across languages often help colleagues interpret information and liaise with international partners. Where those contributions are recognised and rewarded they can support career progression and foster a sense of belonging. Unrecognised language labour, by contrast, can become a hidden burden that affects workload and morale.
The rise in hybrid and remote working has further globalised internal communications. Video calls, instant messaging and shared project tools increasingly connect staff in multiple countries. HR professionals who can bridge linguistic differences may help reduce misunderstandings and ensure everyone feels able to contribute fully.
Planning for 2026 and beyond
The study concludes that bilingual skills are becoming a core asset for many of the UK’s most dynamic roles. The pay premium associated with additional languages suggests that employees who invest in language learning may see tangible returns. For employers the findings underline the value of recruiting and developing multilingual talent as part of future workforce planning.
As global connectivity continues to reshape how organisations operate, experts say the ability to speak more than one language is changing from a desirable extra to a strategic skill. HR and recruitment professionals appear increasingly aware of that shift and are adjusting job profiles accordingly.
Britain’s traditionally monolingual labour market may need to evolve quickly if employers want to remain competitive in attracting global talent and serving international stakeholders.
