Nearly half of public employees (43.5%) would only accept a transfer if it comes with a salary increase, according to a study by Supera Oposiciones. 31.5% have already rejected or postponed a position due to housing costs.
The price of housing has also become an obstacle for civil servants wanting to accept a position, a promotion, or a transfer outside their province. Nearly half, 43.5%, would only accept a change of destination if the new position came with a salary increase or a specific incentive to compensate for the cost of living in another city.
This is one of the conclusions of the study Perspective and Challenges of Public Employees in Spain, conducted by Supera Oposiciones, a specialised school within the educational group thePower Education. The survey, carried out with 400 public employees in Spain in May 2026, indicates that 31.5% claim to have rejected or postponed accepting a position or a promotion due to being unable to afford the cost of housing at the assigned location.
The promotion that doesn't compensate: losing purchasing power when relocating
The issue is not just about securing a better position, but also being able to live where that position is located. In a context of high prices, a transfer can involve moving costs, initial expenses, a new rental contract, or a more expensive home than the one in the original location. If the professional improvement does not compensate for that difference, the promotion can result in a loss of purchasing power.
This is the point that differentiates this survey from other discussions about public service. The stability of public employment remains an advantage over other jobs, but it does not eliminate the impact of the real estate market. The salary may be secure, but it is not necessarily sufficient to take on any destination.
The study also notes that 23.8% of administration employees state that the cost of living completely conditions any decision involving relocation. Housing thus becomes a work variable that arises even before accepting a position: in the decision to apply for certain positions, accept a transfer, or decline a promotion if the relocation does not compensate.
Returning home and avoiding large cities: the new pattern of civil servants
The pressure from the housing market is also changing destination preferences. According to the survey, for 56% of public employees, the ability to return to their place of origin or relocate to medium-sized provinces or less crowded areas is a determining factor when choosing a position.
This preference is not solely based on personal reasons. Medium-sized cities can offer a more manageable balance between salary, housing, and quality of life, especially compared to large urban centres where housing prices consume a significant portion of monthly income. The choice of less crowded cities connects with another finding from the study: 73% of respondents support the establishment of state offices outside the capital. This is a measure linked to the idea of administrative decentralisation, but also to a material issue: distributing job opportunities in areas where living may be more accessible.
For readers interested in public service, this data serves as a warning: housing is no longer just a problem for young people or those earning a low salary. It also affects those with stable jobs who wish to progress. If you are considering taking an exam or requesting a transfer, it is advisable to calculate not only the salary of the new position but also how much it will cost to live there. The 43.5% demanding a salary increase is not being capricious: they are highlighting a reality that the administration will need to address if it wants to continue attracting talent to all provinces.
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