A third of UK workers could leaving their jobs in 2025, according to new research from the Global Payroll Association (GPA), with dissatisfaction around pay, job security, and career progression driving many to consider a move.
The survey of 1,009 workers, commissioned by the GPA, found that 18 per cent of respondents are unhappy in their current roles, while the same proportion (18 per cent) feel insecure about their job security. Just a quarter of workers say they feel ‘very secure’ in their positions, highlighting widespread uncertainty in the workforce.
Pay dissatisfaction is also a concern, with 37 per cent of respondents believing they are underpaid. In addition, nearly half (46 per cent) said they see no opportunity for advancement within their current company, while only nine per cent believe their workplace offers ‘plenty’ of chances to progress.
When asked about their top professional priorities, a good work-life balance ranked highest, with 60 per cent of workers citing it as their main concern. Salary also featured prominently, with 19 per cent listing it as a key factor.
Against this backdrop of workplace dissatisfaction, many employees are preparing to explore new opportunities. The survey found that 24 per cent plan to ‘test the waters within the jobs market’ in 2025, while nine per cent intend to move on this year.
Many workers, however, expressed positive views about their employers as a whole. A majority (63 per cent) described their workplace as either completely or mostly inclusive, while only five per cent felt their workplace was not inclusive at all. Additionally, 80 per cent said they believed their company was innovative to some degree.
Melanie Pizzey, CEO and founder of the Global Payroll Association, said: “It’s alarming to see such a large proportion of people expressing dissatisfaction at work. And they’re not just talking about small aggravations that everyone feels one time or another, they’re unhappy with the core elements of their career such as job security, suitable remuneration and opportunities to progress up the ladder.
“While increasing people’s pay is difficult, not least since UK companies have come under significant pressure from recent increases in the living wage and NI contributions, they can still be doing things to maximise employee retention. To start with, listen carefully when workers say that achieving a good work/life balance is of utmost importance, and take care to clearly explain to employees what opportunities lay in their future should they perform well.
“These simple considerations can supercharge job satisfaction, increase loyalty, and improve retention; ultimately improving bottom lines.”
