Office exodus on the cards
The latest research from the Global Payroll Alliance (GPA) reveals that a mass employee exodus could be on the horizon for 2026, as almost half of UK office workers are planning a potential career change in the new year, seeking greener pastures with better pay, better leaderships, and more promising career progression opportunities.
The GPA surveyed over 2,500 UK office workers* and found that 47% are planning a potential career change in 2026, a fifth of whom (19%) say their minds are already made up on the matter.
Of those considering a career move in the new year, 38% are actively searching job listings, while 15% have actually submitted applications for new positions. A further 7% have attended interviews, while 3% have already received offers from new employers.
When asked why they are so keen to move on, a fifth (21%) are looking for a higher salary, 16% desire a new challenge or a change of professional scenery, and 15% have grown tired of management shortcomings and weak leadership. Meanwhile, 13% are looking for a better work/life balance, and 12% want a job that offers more opportunities for advancement.
Despite many having set their plans in motion, employees do have a chance to retain their staff.
A quarter (25%) say they would be tempted to stay put if they received a pay rise, 17% may postpone their departure if management and leadership improves, and 16% will stay put if their company can demonstrate greater potential for career progression.
A further 15% say that all their employer needs to do is offer more recognition and reward for achievements and good performance, while the offer of more flexible working patterns would be sufficient to persuade another 12% to stay.
Melanie Pizzey, CEO and founder of the Global Payroll Alliance, commented: “During periods of economic hardship, employees feel the strain when their wages fail to keep pace with the rising cost of living, and businesses feel it too. Employers are under immense pressure, with many unable to offer the financial incentives their teams both need and deserve. But the government must recognise the damage this environment is doing. By making it harder for businesses to operate and grow, they are directly undermining the ability of employers to support their people.
That said, not all employee retention comes down to pay. Workers are clearly telling us that leadership, flexibility, and career development are just as important. Even when budgets are tight, businesses can still invest in better management, foster a culture of recognition, and show a clear path forward for their staff. Those that do will be far better placed to retain their teams and weather the challenges ahead.”
Survey results