Quarter of Workers Planning Job Change This Year

Why It Matters

The findings warn of a looming talent‑retention crisis for UK employers, especially in high‑turnover industries, and highlight the urgency of improving pay, recognition and career pathways to curb costly turnover.

Key Takeaways

• 24% of UK workers plan to change jobs this year.
• Underpayment drives 36% of those considering a move.
• Women cite lack of recognition more than men.
• Hospitality, events, sales sectors show highest turnover intent.

Pulse Analysis

The Ciphr survey arrives at a moment when the UK labour market is tightening after years of pandemic‑induced volatility. Employers are grappling with inflation‑driven wage pressures and a workforce that now expects compensation to reflect rising living costs. When a quarter of employees signal intent to leave, the hidden cost to organisations includes not only recruitment spend but also lost institutional knowledge and disrupted project pipelines. Companies that fail to address these wage gaps risk accelerating a talent exodus that could slow growth across sectors.

Gender‑specific insights add another layer of complexity. Women are twice as likely to cite lack of recognition as a primary motivator, and they also report higher dissatisfaction with career progression opportunities. This suggests that traditional reward structures may be insufficient, and that inclusive recognition programs—ranging from public shout‑outs to flexible benefits—can be a low‑cost lever to boost morale. Employers should audit pay equity, embed regular feedback loops, and ensure that promotion pathways are transparent, thereby reducing the perception of undervaluation among female staff.

Sector analysis reveals that hospitality, events, and sales professionals are the most restless, with nearly 40% planning to move. These industries, already challenged by staffing shortages, must prioritize rapid upskilling, clear advancement tracks, and competitive compensation to retain talent. By integrating data‑driven retention strategies—such as predictive turnover analytics and personalized career conversations—companies can pre‑empt departures and maintain operational stability. As the labour market evolves, proactive talent management will become a decisive competitive advantage.