Employers told they're not a 'silver bullet' to retention
Counteroffers remain a necessary and valuable retention tool for the majority of employers, who are warned that such an approach is not a silver bullet in retaining employees.
More than a third of employers (39%) in the 2026 Robert Half Salary Guide said they still consider counteroffers as a "valuable tool" to retain top talent in a tight market.
Another 28% called it a necessary tactic due to wage competition.
Only 20% of employers consider counteroffers as a short-term fix that rarely solves deeper issues, while 11% avoided taking the approach in the past year.
Nicole Gorton, director at Robert Half, warned that counteroffers may immediately help in retaining staff, but they're not a "silver bullet."
"Money alone isn't enough to keep workers from leaving, as deeper factors like career progression, culture, and engagement are at play," Gorton said.
Using counteroffers at work
The majority of employers (85%) said they have extended a counteroffer to employees with external job offers in the past year, according to the Robert Half report.
Among them, 32% said employees who received a counteroffer still left within 12 months, while another seven per cent declined the offer.
Despite these results, the report found that 17% are still being reactive when it comes to retention, including relying on counteroffers when valued employees express intent to resign.
Nearly half of employers (41%) said they are implementing proactive retention strategies, and 35% rely on a mix of both reactive and proactive measures depending on the circumstances.
Gorton advised employers to look at counteroffers as a "tactical response" but not a substitute for a proactive retention strategy.
"Employers are under pressure to retain top talent in a competitive job market, but quick fixes like counteroffers don't always address the root cause of turnover," she said.
"The most effective organisations are shifting toward long-term solutions like development pathways, regular salary reviews, and clear communication to build loyalty before employees consider leaving."
