Why 1 in 10 UK Workers are Considering Leaving Their Jobs

Keeping talent and retaining top performers is still increasingly challenging. With skills shortages affecting many, employers are under pressure to maintain engagement and satisfaction.

Therefore, it’s important to understand why employees might want to leave a company in the first place. Recent figures show that 63% of organisations have seen an increase in people leaving the workforce altogether, with many reporting that this has directly affected productivity and financial performance.

An increasing amount of evidence suggests that many UK employees are considering moving on, despite the current economic climate. This is hardly surprising when it is considered that about 50% of our total waking lives are spent at work, meaning that if a more attractive opportunity arises, employees may be tempted to consider it.

Furthermore, many employees report feeling unsatisfied or unhappy in their current roles. While employers cannot force people to stay, there are steps they can take to keep their teams engaged and reduce the likelihood of turnover.

The Growing Concerns Behind UK Workforce Departures

Recent data from PwC offers a clearer view of why so many UK workers are considering leaving their jobs altogether. 9 in 10 employers are worried about the growing number of people leaving their place of employment.

The impact of this is being felt across businesses. Over 4 in 5 (81%) employers say that productivity has been directly affected, while more than 7 in 10 (77%) report a negative impact on financial performance.

For workers, the reasons are often personal. 1 in 10 are actively thinking about leaving work altogether, with mental health challenges frequently cited as a driving factor.

Employer Challenges in Retaining Talent

At the same time, many employers are unsure about how to respond. Over half see these pressures as a genuine risk to retaining the talent they already have.

Taken together, these insights show why understanding why employees leave in the first place is so important. It’s the first step in creating a workplace where people feel supported and motivated to stay. This article explores the various factors behind an employee’s decision to leave a role.

#1 Pay

Employers ensuring employees are paid the going rate or equal to (ideally more than) competitors is essential as this will be a key determining factor in that employee’s decision-making process.

According to IDR, pressure to remain competitive on pay is significant reason cited by employees in 2025 (58%), and therefore pay continues to form a considerable part of a company’s successful EVP.

#2 Management

There is an old adage that says people leave companies because of their manager.
In fact, 42% of workers have thought about quitting their jobs due to poor management.
There are a number of traits that constitute a ‘bad boss’, including having a negative attitude, ignoring the concerns of their team or even taking credit for others’ work.

#3 Being valued

Nearly two-thirds (64%) of employees report feeling disengaged or lacking enthusiasm for their work, according to a report from Cognexo.

Employers need to remember that a quick ‘thank you’ or a ‘good job’ goes a long way. Some employers are quick to reprimand when mistakes occur, yet rarely offer praise. This can be interpreted, fairly or not, as a lack of appreciation for staff efforts.

#4 Career progression

A striking 82% also said their professional development needs were unmet. This is a simple opportunity to sit down with each employee and discuss a yearly, or six-monthly career plan with them.

Goals and aims within the workplace are said to be strong motivators, so no career progression means employees are likely working aimlessly.

#5 Working hours and flexibility

A 2025 study by Global Institute for Women’s Leadership at King’s College London and King’s Business School finds that fewer than half of UK workers would agree to a full-time return-to-office policy, with women and some parents showing the greatest reluctance to comply with employers’ push for in-person attendance.

Figures released by the Office for National Statistics demonstrate that between January and March 2025, 28% of workers combined working from home and on-site work on a regular basis. This figure is said to be the highest proportion on record from the ONS.

Additionally, according to the CIPD Good Work Index 2025, 80% of those who have flexible working arrangements say that it has had a positive impact on their quality of life, and a third have said that flexible working arrangements benefit their career. Therefore, in addition to flexibility, allowing workers to leave early for doctors’ appointments and personal matters and choose their working hours (within reason) creates a better working life for the employee. This, in turn, helps employers retain top talent.

We’re here to help

If you are planning your career move in 2025, or are looking to fill a role within your industry, get in touch with the team today. We take the time to really understand what you want in your next employee, and match you to the candidates that are right for you.