The UK workplace has experienced significant upheaval in recent years, redefining work culture and expectations.
Hybrid work and remote setups have offered new levels of flexibility, while return-to-office mandates are challenging these changes and starting debates about what productivity should look like.
At the same time, rising living costs and the growing impact of AI are fueling discussions about the direction in which work is heading.
To get a clearer picture of how people are responding to the uncertainty, CV Genius polled 1,000 British workers across different industries, roles, and age groups.
Below, you’ll find the results from our Future of Work Survey:
2 in 3 UK workers have been pressured to relocate
The relentless rise in living costs is compelling UK workers to make drastic changes to their careers and lifestyles.
Our survey found that rising expenses have driven 2 in 3 UK workers (67%) to either change jobs, move to a more affordable area, or relocate to a different city altogether:
- 46% have changed jobs or are looking to change jobs because of the cost-of-living crisis, and 31% have relocated or are considering relocating.
- 35% have changed jobs or are actively looking for a higher-paying job in the same city.
- 1 in 10 UK workers (11%) have changed jobs or are actively looking for a new job in a different city.
- 21% have moved or are thinking about moving further from their office.
Young people have been hit hardest by rising costs
The cost-of-living crisis is weighing the heaviest on younger generations, forcing many to make significant changes to their jobs and living situations.
Our survey found that 4 in 5 Gen Z workers (80%) and 3 in 4 Millennials (76%) have been compelled to change jobs or relocate, compared to just 64% of Gen X and only 38% of Baby Boomers.
- Younger workers are more likely to be actively searching for better-paying roles, with 57% of Gen Z and 53% of Millennials looking for new opportunities, compared to just 45% of Gen X and 22% of Boomers.
For many, moving to manage costs has become a common solution. 37% of Gen Z and 35% of Millennials have already moved or are considering moving to address rising costs. By contrast, only 30% of Gen X and 22% of Boomers are considering such a change.
And when it comes to changing jobs in the same city, younger workers are leading the charge:
- 43% of Gen Z and 41% of Millennials are either actively pursuing higher-paying roles or have already changed jobs, compared to 34% of Gen X and 17% of Boomers.
In fact, Gen Z is nearly 3 times more likely than Boomers to be actively seeking a new job in a different city.
Men are more likely than women to take action
Both men and women are feeling the effects of the cost-of-living crisis, but men are more likely to address their financial challenges.
- 70% of men have changed jobs or relocated, compared to 63% of women.
- 37% of men are also more likely to look for higher-paying jobs in the same city compared to 34% of women.
- 22% of men are more willing to move farther from their office in search of financial relief compared to 19% of women.
The cost-of-living-crisis hits Londoners and Northerners hardest
The UK is currently facing a cost of living crisis, with soaring expenses forcing many workers to seek higher-paying jobs or relocate to more affordable cities to make ends meet. In this year’s survey, we asked UK workers how the financial strain has impacted their careers.
We found that while the cost of living crisis has the biggest effect on Londoners and Northeners, workers in Scotland and the Midlands reported being the least affected.
Overall, 3 in 4 (75%) London workers have changed jobs or relocated because of the cost-of-living crisis. Here’s the breakdown of the UK’s six other regions:
- Northern England (including Yorkshire): 70%
- Northern Ireland: 69%
- Wales: 67%
- Southern England (including the East): 66%
- Midlands: 59%
- Scotland: 56%
Londoners are fiercely loyal to their city
Yet, despite the financial strain of living in the UK’s most expensive city, many Londoners are choosing to adapt and find higher-paying roles rather than move away.
- 76% of London workers are staying put, the highest percentage of any UK region, compared to the national average of 69%.
- 59% of Londoners are actively looking for higher-paying roles in London — well above the national average of 46%.
- Relocation is less appealing for Londoners: 24% have moved or are considering moving.
- By contrast, workers in Southern England lead the way in relocation, with 39% saying they’ve moved or are considering it, followed by 36% in Wales.
68% of UK workers see AI driving up job competition
Across the UK, workers agree on one thing: artificial intelligence (AI) is here to stay, and 68% believe it’ll increase competition for jobs. Also, while almost half of workers (45%) worry about AI taking their jobs, most see it as a tool that will transform their roles rather than take them away entirely.
Here’s how UK workers responded when given different statements about AI in the workplace:
- 91% believe AI will require constant upskilling and learning to stay competitive.
- 84% think knowing how to use AI tools will make them more hireable.
- 80% see AI as a security risk.
- 78% say AI will help them learn new skills faster.
- 73% believe AI will shift their responsibilities in the short to medium term.
- 70% think AI will improve their job performance.
- 69% believe AI will lead to ethical challenges in their field.
- 68% expect AI to reduce their workload.
- 68% think AI will increase competition for jobs in their field.
- 61% worry that AI will limit career growth opportunities.
- 57% believe AI will increase inequality in the workplace.
- 45% fear AI will replace them in the future.
62% of Gen Z workers worry they’ll be replaced by AI
Our survey showed that generational attitudes toward AI differ sharply, reflecting both hope for its benefits and concerns about its impact on careers. Younger generations see advantages to using AI in the workplace but are wary of how the technology will impact their careers in the long run.
These are some of the biggest takeaways from our survey findings:
While Gen Z is often seen as tech-savvy, they remain surprisingly cautious about AI’s impact on their professional lives:
- 87% believe AI will reduce their workload.
- 84% think AI will boost their job performance.
- 92% say knowing how to use AI tools will make them more hireable.
- However, 62% worry that AI will replace them in the future — the highest among all generations.
Millennials take a balanced view of AI, recognising its benefits but remaining wary of its potential downsides:
- 82% believe AI will help them learn new skills.
- 77% think AI will boost their job performance.
- 73% worry that AI will increase competition for jobs in their field.
- 48% fear AI could replace them in the future.
Gen X workers are more sceptical about AI’s benefits:
- 67% believe AI will help them learn new skills.
- 65% think AI will reduce their workload.
- 41% fear AI will replace them.
- 78% see AI as a security risk.
Baby Boomers aren’t sold on the AI revolution, but they do acknowledge that the technology will impact them.
- 49% think AI will boost their job performance.
- 51% believe it will reduce their workload.
- 92% agree that constant upskilling will be necessary to stay competitive.
- Only 34% fear being replaced by AI — the lowest of any generation.
Nearly 6 in 10 workers embrace ‘Bare minimum mondays’
UK employees are adopting behaviours that reflect shifting attitudes toward work-life balance, loyalty, and productivity. Our survey found three standout trends that employees are experiencing in the workforce:
- ‘Resenteeism‘: Two-thirds (64%) of workers admit to resentfully staying in jobs they dislike due to a lack of better opportunities.
- ‘Career cushioning‘: 63% of employees are quietly preparing for potential job loss by preemptively exploring other job opportunities.
- ‘Bare minimum mondays‘: 59% of workers start the week by easing into their tasks with minimal effort, aiming to avoid burnout.
Following these dominant trends are ‘quiet quitting‘ (58%), where employees do only the bare minimum, and ‘fauxductivity‘ (50%), where workers appear busy but accomplish little.
Less common trends that all UK workers reported participating in include:
- ‘Coffee badging‘: Coming into the office briefly to be seen before leaving to work remotely (27%).
- ‘Overemployment‘: Working multiple remote jobs simultaneously without informing employers (23%).
- ‘Quiet vacationing‘: Secretly taking time off without informing colleagues or managers (22%).
- ‘Ghosting‘: Leaving a job without formal notice (21%).
- ‘Career catfishing‘: Accepting a job offer but not showing up on the first day (18%).
Gen Z is ditching loyalty for flexibility
Is job loyalty taking a backseat for Gen Z? Our survey found that Gen Z workers, in particular, reported opting for creative ways to put themselves first before their jobs.
According to our survey, many Gen Z workers are exploring bold strategies to prioritise flexibility and personal goals:
- 1 in 3 Gen Z (34%) have accepted a job offer but not shown up for their first day without communicating with their new employer, otherwise known as ‘career catfishing‘.
- 1 in 4 Millennials (24%) have also done this, compared to 11% of Gen X, and 7% of Boomers.
- 38% of Gen Z have disappeared from a job without formally resigning, otherwise known as ‘ghosting,’ compared to 26% of Millennials, 15% of Gen X, and 10% of Baby Boomers.
From juggling multiple jobs to sneaking away unnoticed, Gen Z is breaking away from traditional norms and embracing bold, new strategies for autonomy:
- 41% of Gen Z say they’ve worked multiple remote jobs simultaneously without informing any employer (known as ‘overemployment‘), compared to 34% of Millennials, 13% of Gen X, and 7% of Baby Boomers.
- 44% of Gen Z say they’ve come into the office just to be seen and then left to work remotely, a workplace trend known as ‘coffee badging‘. This finding compares to 35% of Millennials, 19% of Gen X, and 14% of Baby Boomers.
- 39% of Gen Z say they’ve taken secret time off without informing their managers or colleagues (known as ‘quiet vacationing‘) compared to 26% of Millennials, 16% of Gen X, and 16% of Baby Boomers.
Younger generations are more likely to admit to taking it easy at work or mentally checking out from their job entirely:
- 59% of Gen Z admit to performing tasks just to appear productive in the workplace (known as ‘fauxductivity‘ or ‘productivity theatre‘), compared to 56% of Millennials, 46% of Gen X, and 34% of Baby Boomers.
- 2 in 3 Millennials (68%) and Gen Z (66%) participate in ‘Bare minimum mondays‘, the practice of starting the week with low-effort tasks to avoid burnout, compared to half of Gen X (53%), and 45% of Baby Boomers.
- 65% of Millennials admit to consciously doing only the bare minimum required for their job (known as ‘quiet quitting‘) compared to 61% of Gen Z, 55% of Gen X, and 44% of Baby Boomers.
Men are slacking off both in and out of the office
It turns out women really do have to do it all. Our research revealed that men are more likely to be avoiding work while simultaneously keeping up appearances about how busy they are.
- 28% of men admit to secretly taking time off (‘quiet vacationing’), almost double that of women (15%).
- Over half of men (54%) say they perform tasks to appear busy (‘fauxductivity’), compared to 45% of women.
- 63% of men say that they’ve started the week by only putting in minimal effort (‘bare minimum Mondays’), compared to 54% of women.
However, men are also more likely to take on multiple full-time roles while working remotely. One in four men (26%) say they’re ‘overemployed’, compared to one in five women (20%).
Men continue their disingenuous habits when it comes to job applications too.
- 25% of men have disappeared from their job without formally resigning (known as ‘ghosting’), compared to 17% of women.
- 20% of men have lied about their career intentions and never turned up for a job after without telling their new employers (known as ‘career catfishing’), compared to 15% of women.
Londoners are burned out and scared of losing their jobs
The high costs of living and fast-paced work culture in London are having a negative effect on its workers.
- Londoners (68%) are more likely than the average UK worker (63%) to participate in ‘career cushioning’.
- The next highest regions are Northern England (65%), the Midlands (64%), Wales (64%), Scotland (59%), and Southern England (57%).
- Londoners (66%) are also more likely than the average UK worker (59%) to try to avoid burnout by working ‘bare minimum Mondays’.
- The next highest regions are Wales (61%), the Midlands (60%), Northern England (59%), Southern England (56%), and Scotland (51%).
- 1 in 3 Londoners (32%) say they’re overemployed and are working multiple full-time jobs.
- This finding compares to 25% of Midlanders, 25% of Northern Irish, 25% of Northeners, 24% of Welsh, 18% of Scottish, and 17% of Southerners.
3 remote days are the sweet spot for employees
Our survey found that most UK employees in professions that allow remote working favour some form of hybrid work policy.
- 2 in 3 workers (63%) in remote-friendly professions prefer hybrid policies, with 1–4 remote days per week.
- 18% want fully in-office work, while 19% prefer fully remote work.
- On average, these workers want 2.6 days of remote work, with three days remote and two days at the office being the most commonly requested policy (23%).
- 18% of UK workers report not being in a profession that allows them to work remotely.
Gen Z want face-to-face time with colleagues
Remote work preferences vary widely across generations, with Baby Boomers and Gen Z leading in their desire for remote days but diverging on how they balance face-to-face time:
- Gen Z averages 2.55 remote days, with 65% favouring a hybrid model of 1–4 remote days per week.
- Millennials and Gen X prefer more remote days, averaging 2.61 and 2.65 days, respectively, with Millennials leading in support for a 3-day remote, 2-day office setup (25%).
- Baby Boomers prefer the fewest remote days, averaging 2.49 days per week, but 22% still want to be fully remote — the highest among generations.
- Full-time office work is consistent across generations, with around 18–19% of each generation preferring to work in-office full time.
Scotland goes hybrid while southern England leans remote
Across the UK, remote work is reshaping the way we approach our professional lives, but the preferences vary widely depending on where you live:
- Workers in the South of England are likelier to want more remote days, averaging 2.73 days per week, followed closely by London (2.66 days) and the Northeast (2.65 days).
- On the other end of the spectrum, Scotland averages just 2.25 remote days, with Wales (2.31 days) and the Midlands (2.43 days) also leaning more toward in-office setups.
- While hybrid work is the most popular option across regions, Scotland stands out, with 70% of workers favouring a mix of 1–4 remote days per week.
- London follows at 69%, while the South of England (63%), Wales (62%), North of England (59%), and Midlands (58%) trail slightly behind.
- 25% of Midlanders and 24% of Welsh workers prefer full-time in-office work, compared to 20% of Scots and Northerners, 16% of Southerners, and 13% of Londoners.
- Fully remote work appeals to 22% of workers in the South and 20% in the North but is less popular in Wales (14%) and Scotland (9%).
1 in 2 workers would pick remote work over higher pay or a promotion
Over half of UK workers demonstrated a clear preference for remote work, even if this involved sacrificing traditional focuses such as higher pay and career development.
UK workers are willing to sacrifice career growth or pay for flexibility:
- 53% of workers would choose to work remotely with no chance of promotion rather than be in the office and eligible for advancement.
- 51% would take lower pay for unlimited remote work flexibility.
Remote work offers workers more flexibility and less stress:
- 87% believe remote work improves work-life balance, with 43% strongly agreeing.
- 75% feel less stressed working remotely than in the office.
- 1 in 3 (32%) strongly agree that remote work makes them feel less stressed.
- 79% say their employers provide enough tools and support for remote or hybrid work setups.
However, in-office environments boost teamwork and career growth:
- 82% agree that in-office work fosters better communication and collaboration.
- 63% feel their colleagues are more productive in the office than at home; meanwhile, 56% of workers believe themselves to be more productive when at the office.
- 69% believe being in the office offers better career advancement opportunities.
- 60% say that working remotely makes them feel disconnected from their colleagues and the company culture.
Men value in-office work more than women
Our research discovered that men are more likely than women to see the benefits of in-office work, particularly when it comes to productivity, collaboration, and career advancement.
- 67% of men say that their colleagues are more productive when working at the office than when working at home, compared to 59% of women.
- 59% of men say they’re more productive when working at the office than when working at home, compared to 52% of women.
- 84% of men think that in-office work improves communication and collaboration compared to 79% of women.
- 71% of men think that being in the office gives them a better chance at moving up the career ladder than working remotely, compared to 66% of women.
- 80% of men agree that their company provides enough tools and support for remote or hybrid work setups, compared to 76% of women.
Yet, despite seeing the benefits of in-office work, men are more likely than women to choose remote work over promotion. According to our results, 54% of men said that, if given the choice, they would prefer to work remotely and have no chance of promotion than go to the office, compared to 51% of women.
Younger workers choose flexibility over pay but value career growth
Generational attitudes towards remote work highlight a balance between the desire for flexibility and the realities of productivity and career advancement. Here are some key findings:
Gen Z prioritises mental health and balance but struggles with productivity:
- 81% of Gen Z workers feel less stressed working remotely, higher than Millennials (76%), Gen X (73%), and Baby Boomers (70%).
- 89% believe remote work improves their work-life balance, compared to 88% of Millennials, 87% of Gen X, and 80% of Baby Boomers.
- 67% of Gen Z workers say they’re more productive in the office than at home, compared to 55% of Millennials, 54% of Gen X, and 53% of Baby Boomers.
Millennials and Gen X are less likely to trust their coworkers are being productive:
- 65% of Gen Z workers think their colleagues are more productive in the office, compared to 66% of Millennials, 63% of Baby Boomers, and 59% of Gen X.
Older generations believe in-office work is key for collaboration.
- 88% of Baby Boomers believe in-office work fosters communication and collaboration, compared to 83% of Gen X, 81% of Millennials, and 75% of Gen Z.
Younger generations are willing to trade pay for flexibility.
- 55% of Gen Z and 56% of Millennials would accept lower pay for unlimited remote work, compared to 47% of Gen X and Baby Boomers.
All age groups agree that in-office work is essential for career progression.
- 52% of Gen Z and Millennials, 54% of Gen X, and 51% of Baby Boomers would prioritise remote work even if it meant sacrificing promotions.
- Despite this, 74% of Gen Z workers believe in-office work improves their chances for promotion, compared to 71% of Millennials, 66% of Gen X, and 69% of Baby Boomers.
The Midlands isn’t sold on remote work
Based on our Future of Work survey findings, the Midlands lags behind other regions in the UK when it comes to fully adopting remote work. Workers there report weaker infrastructure, higher stress levels, and significant mistrust in their colleagues’ ability to work remotely.
- Only 75% of remote workers in the Midlands say their company provides enough tools for remote or hybrid work, compared to 79% nationwide. Wales leads at 83%, while Scotland and London are at 80%.
- 67% of Midlanders feel less stressed working remotely, below the UK average of 75%. Londoners report the highest stress relief at 82%, while Scotland trails at 70%.
Trust is another area where the Midlands stands out. Workers here are more sceptical about their colleagues’ productivity when working from home, favouring in-office setups to maintain performance.
- 71% of Midlanders and 66% of Londoners believe their colleagues are more productive in the office, higher than the UK average of 63%.
- Other regions are less sceptical, with 62% in Wales, 60% in the North and South, and just 57% in Scotland.
- 42% of Midlanders think they’re more productive working from home, but only 29% feel the same about their colleagues — a 13-point gap, the largest in the UK.
- London has a similar gap, with 42% believing they’re more productive working from home, while only 34% think the same about their colleagues.
Furthermore, most UK regions prioritise remote work over higher pay and promotions:
- While less than half (47%) of the UK as a whole say that they would take the chance for promotion over the opportunity to work remotely, more than half of Londoners (52%), Midlanders (52%), Scots (52%), and Welsh (51%) would opt for career progression.
- While less than half (49%) of the UK would opt for a job with higher pay over a job with remote work, 52% of Midlanders and 55% of Scots would take the higher-paying job instead.
Two-thirds of workers would quit over full-time office mandates
For 66% of UK remote and hybrid workers, a forced return to the office would be a dealbreaker. If forced back to the office full-time, UK workers expressed the following intentions:
- 5% would quit immediately.
- 30% would initially return but actively search for a new job immediately.
- 31% would tentatively return while keeping an eye out for new hybrid or remote opportunities.
- 34% would return to the office and happily remain in their job.
Gen Z aren’t quitters
Despite their reputation for flightyness, Gen Z employees are highly unlikely to immediately quit their jobs over return-to-office mandates. Instead of quitting outright, they’re more likely to test the waters and cautiously seek new opportunities while staying in their current roles:
- 3 in 4 Gen Z (76%) would leave or look to leave their job if they were forced back to the office full time, compared to 72% of Millennials, 62% of Gen X, and 51% of Baby Boomers.
- However, only 2% of Gen Z would quit immediately, compared to 6% of Millennials, 4% of Gen X, and 6% of Baby Boomers.
- 40% of Gen Z would return to the office but find a new job as fast as possible, compared to 32% of Millennials, 28% of Gen X, and 13% of Baby Boomers.
- 34% of Gen Z would return to the office but tentatively look for a new remote or hybrid opportunity, compared to 33% of Millennials, 30% of Gen X, and 33% of Baby Boomers.
Londoners resist full-time office mandates
English workers, especially Londoners, are more likely than workers from other parts of the UK to leave their jobs when faced with an RTO mandate:
- If forced back to the office, 73% of Londoners, 69% of Southerners, 64% of Midlanders, and 63% of Northerners would leave or look for new roles, compared to 55% of Scots and Welsh workers.
- 37% of Londoners would return to the office but find a new job as fast as possible, compared to 30% of Southerners, 28% of Northerners, and 27% of Midlanders. 31% of Welsh workers and 18% of Scottish workers said the same.
- 33% of Londoners, Southerners, and Midlanders would tentatively look for hybrid or remote roles after returning to the office, compared to 24% of Welsh workers.
Workers say picking their own hours makes all the difference
Our Future of Work Survey shows that employees’ top choice for getting more done is being able to work the hours they choose.
Here’s a closer look at what UK workers said when asked what benefits would benefit their productivity most:
- Flexible working hours (61%)
- Remote or hybrid work (50%)
- Four-day workweek (43%)
- Part-time or reduced hours (18%)
- Job sharing (9%)
Flexible hours are Gen Z’s top pick
Flexible work means different things to different generations, with each group championing the options that fit their lifestyles and values best:
- Gen Z favours flexible hours (64%) and reduced hours (25%), valuing a better balance to manage their workload.
- Millennials and Gen X prioritise remote or hybrid setups (55% and 50%, respectively) and are the strongest supporters of the four-day workweek (49%).
- Baby Boomers are less enthusiastic overall, with only 46% favouring flexible hours and 28% supporting the four-day workweek.
The North is overwhelmingly in favour of flexible work hours
Flexible work options are changing how UK employees approach their jobs, but attitudes vary widely across regions. In this category, Northeners are the most enthusiastic, with 71% favouring flexible working hours. 57% of Midlanders and 56% of Londoners expressed the same preference.
- Scottish workers are the strongest supporters of the four-day workweek, with 52% of workers backing the idea — well above the national average of 43%.
- By contrast, the Midlands shows the lowest support for the four-day workweek (33%) and reduced hours (19%).
- London champions remote or hybrid work, with 58% seeing it as beneficial, ahead of Scotland (48%) and Wales (42%).
67% of workers have experienced depression and burnout
UK employees reported grappling with significant mental health challenges and issues at the workplace:
- 87% have experienced stress or burnout at work.
- 67% have experienced depression at work.
Frustration with upper leadership is also common:
- 36% feel frustrated with upper leadership ‘regularly’ or ‘all the time’.
- 10% report feeling this way all the time, and 26% feel it ‘regularly’.
Meanwhile, moments of engagement, support, and excitement are less frequent:
- 43% feel motivated ‘regularly’ or ‘all the time’.
- 35% experience a sense of community at work ‘regularly’ or ‘all the time’.
- 29% feel regularly excited by their work, with only 6% reporting this ‘all the time’.
Long hours are the leading cause of UK workplace stress
Workplace stress is a growing concern, with long hours and the cost-of-living crisis topping the list of stressors for UK workers. Here’s a breakdown of the key findings:
- Long hours and overwhelming workload: 50%
- Cost-of-living crisis: 48%
- Office politics and interpersonal conflicts: 43%
- High performance targets: 40%
- Poor communication and inconsistent management decisions: 38%
- Unclear job expectations: 36%
- Inflexible work hours or conditions: 30%
- Technology issues hindering productivity: 25%
- Fear of layoffs: 20%
Stress drivers also vary widely across generations:
Gen Z
- 49% report stress from high-performance targets, the highest of any generation.
- 37% are stressed by inflexible working conditions, more than any other age group.
Millennials
- 50% report being stressed from the cost-of-living crisis.
- 42% are stressed by high-performance targets.
Gen X
- 48% cite office politics as a significant source of stress, higher than any other group.
- 41% are frustrated by inconsistent management decisions.
Baby Boomers
- 51% report poor communication from management as their top stressor.
- Boomers are the least affected by the cost-of-living crisis, with only 41% citing it as a concern.
59% of employees have been discriminated against at work
The Future of Work survey asked respondents if they had experienced workplace discrimination based on various factors. With 59% of all UK workers reporting to have faced workplace discrimination, let’s break the numbers down further:
Age
- One in three UK workers (32%) have faced age discrimination.
- Gen Z (45%) and Baby Boomers (35%) report the highest rates of age discrimination, while Millennials (32%) and Gen X (30%) report slightly lower levels.
Physical appearance
- 29% of workers report discrimination based on their physical appearance.
- 45% of Gen Z employees report discrimination based on physical appearance, compared to 34% of Millennials, 23% of Gen X, and 22% of Baby Boomers.
Gender
- 27% of workers have faced gender discrimination.
- 30% of women report experiencing gender discrimination, compared to 26% of men.
Job security and work-life balance drive career decisions
This year’s survey findings reveal that job security and work-life balance are equally essential, with 90% of workers rating them as ‘important’ or ‘very important’. Notably, 57% say job security is ‘very important‘, while 61% say the same for work-life balance.
Here’s the full breakdown of what workers say matters most when choosing an employer:
- Job security (90%)
- Work-life balance (90%)
- Passion for the work (80%)
- Salary (74%)
- Flexible hours (71%)
- Career growth opportunities (67%)
- Mental health support (63%)
- Remote work options (58%)
- Progressive DEI initiatives (55%)
- Climate and sustainability initiatives (50%)
Career growth is a non-negotiable for Gen Z workers
Are younger generations redefining what they expect from employers?
Our research discovered that younger workers are setting higher standards than their older counterparts by expecting more from their workplaces.
- Salary is most valued by Gen Z (82%) and Millennials, ahead of Gen X (71%) and Baby Boomers (65%).
- Flexible hours are the biggest priority for 80% of Gen Z and 77% of Millennials, compared to 67% of Gen X and 56% of Baby Boomers.
- Career growth is a top priority for 85% of Gen Z and 76% of Millennials, while only 59% of Gen X and 46% of Baby Boomers agree.
- Mental health support is important to 74% of Gen Z and 72% of Millennials, compared to 56% of Gen X and 46% of Baby Boomers.
- Remote work options are important to 68% of Gen Z and 63% of Millennials, but less so by Gen X (53%) and Baby Boomers (48%).
- DEI initiatives are important to 69% of Gen Z and 63% of Millennials, compared to 48% of Gen X and 40% of Baby Boomers.
- For climate initiatives, Millennials lead at 58%, followed by Gen Z (57%), Gen X (44%), and Baby Boomers (37%).
Also, while Gen Z isn’t as concerned about job security and work-life balance, Millennials place a greater value on these than any other generation of workers.
- 66% of Millennials say that work-life balance is ‘very important,’ compared to 59% of Gen X and Baby Boomers, and 50% of Gen Z.
- 59% of Millennials say job security is ‘very important,’ compared to 58% of Baby Boomers, 56% of Gen X, and 50% of Gen Z.
Workers are steering clear of management roles
For many, the trade-offs of becoming a manager — longer hours and increased stress — are simply not worth it. Increasingly, UK workers are opting for stability, fulfilment, or even entrepreneurship over climbing the corporate ladder.
- Nearly half (48%) of workers say managerial responsibilities aren’t part of their career goals.
- 33% want a stable, fulfilling job without management responsibilities.
- 15% prefer to focus on life outside of work and aim to do only the bare minimum at their jobs.
- 13% of workers dream of starting their own business and becoming their own boss.
For those who do aim for leadership roles, 4 in 10 workers (39%) are still aspiring to managerial or senior positions. Out of these workers:
- 27% say they’re eyeing executive roles.
- 12% say they’re interested in becoming managers but not senior leaders.
Gen Z entrepreneurship is on the rise
Forget the myth of Gen Z being lazy — they’re the most driven generation in the workforce today.
Our Future of Work Survey found that while older generations often prioritise stability over ambition, younger workers are setting their sights on leadership and entrepreneurship. Here’s what the numbers reveal:
- 1 in 4 Gen Z (26%) want to start their own businesses, surpassing Millennials (16%), Gen X (9%), and Baby Boomers (7%).
- 2 in 3 Gen Z (64%) have ambitious career goals, with 39% aiming to become senior executives.
- Half of Millennials (50%) share these aspirations, with 34% wanting to climb to senior leadership and 16% focused on becoming entrepreneurs.
- Gen X is less ambitious, with only 30% aspiring to be senior executives (21%) or business owners (9%).
- Baby Boomers are the least likely to pursue these paths, with just 18% aiming for senior executive roles (11%) or starting their own businesses (7%).
- Nearly 3 in 4 Baby Boomers (73%) prefer non-managerial jobs, compared to 57% of Gen X, 37% of Millennials, and 29% of Gen Z.
While our other statistics also point to reasons for poor satisfaction, we found out that UK employees genuinely enjoy their work responsibilities.
In fact, 2 in 3 UK workers (68%) ‘like’ their job, 23% are ‘neutral’ about their job, and 9% ‘don’t like’ what they do for work. Out of these, 11% of Brits say they currently have their ‘dream job’, while 3% ‘hate’ their job.
- Gen Z is thriving: 22% of Gen Z call their current role their ‘dream job,’ outpacing Baby Boomers (13%), Millennials (11%), and Gen X (6%).
- Gen X struggles the most: 11% of Gen X admit they don’t like their job, and 4% say they hate it — the highest of any generation.
- Baby Boomers find fulfilment: With 62% enjoying their work and 13% achieving their dream job, Baby Boomers are the most satisfied generation overall.
Workers give their managers a thumbs-up
Bosses in the UK seem to be doing something right. 4 in 5 workers (80%) hold a favourable opinion of their direct manager, with 61% saying they ‘like’ them and 19% taking it a step further to say they ‘really like’ their boss.
Let’s take a closer look at what each generation thinks:
Gen Z
- Nearly 9 in 10 Gen Z (86%) view their managers favourably, with 58% saying they ‘like’ their manager and 28% saying they ‘really like’ them.
- 13% of Gen Z have an unfavourable opinion, split between 8% who ‘dislike’ and 5% who ‘hate’ their manager.
Millennials
- 80% of Millennials enjoy working with their manager, with 59% ‘liking’ their manager and 21% ‘really liking’ them.
- However, 17% report unfavourable views, with 12% ‘disliking’ their manager and 5% ‘hating’ them.
Gen X
- 65% of Gen X ‘like’ their manager, and 14% ‘really like’ their manager, though their approval is more reserved compared to younger generations.
- Meanwhile, 17% of Gen X have an unfavourable view, with 11% ‘disliking’ and 6% ‘hating’ their manager — the highest rate of manager dissatisfaction across generations.
Baby Boomers
- 81% of Baby Boomers hold favourable opinions of their managers, with 60% ‘liking’ them and 21% saying they ‘really like’ them.
- Only 12% express dissatisfaction, and just 7% say they lack a manager altogether, the highest of any generation.
Conclusion
This survey offers a snapshot of the challenges UK employees face today, from work scheduling pressures to broader questions about fairness and inclusion. These findings show us where workplaces are falling short — but also where there’s room to grow.
In 2025, creating better workplaces will take effort from all of us. Companies can lead the way by improving policies, prioritising diversity, and fostering open, honest conversations. At the same time, workers can make an impact by staying aware, challenging unfair practices, and supporting each other.
Methodology
The survey was launched on December 1, 2024, and targeted a sample of 1,000 participants. To qualify for the survey, respondents were required to be currently employed as junior or senior staff members, managers, or executives at a company. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of the UK working population.
The data was analysed using both the results provided by Pollfish and the outputted raw data in Google Sheets via programs created with Python Pandas.
To minimise bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact ethan@cvgenius.com.
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