Jessica O'Connor65% of employees are either in the process of changing jobs, contemplating a move, or will definitely seek new employment within the next 12 months, findings from Aon’s Employee Sentiment Survey have revealed.
The study, which surveyed workers aged 18 to 64 from organisations with more than 500 employees, painted a picture of a workforce increasingly in flux, prioritising benefits and compensation fairness in their employment decisions.
As 65% employees reported actively seeking new roles, the likelihood of seeking new opportunities was particularly high among those in the early stages of their careers, with 31% of employees planning to switch jobs within the next year.
The report found that this intent decreases steadily over time, as only a fraction of long-term employees said they are actively looking.
By the 20-year mark, 68% said they will definitely not seek new employment, highlighting a shift towards job stability among seasoned professionals.
Sector-specific trends indicated that employees in the technology, media, and communications industries at multinational companies are particularly restless, as they were 59% more likely than others to be actively searching for new roles.
In addition, one of the key factors influencing job decisions is the benefits package offered by employers.
A majority – 57% of UK respondents – expressed a willingness to forgo existing benefits in favor of a more tailored selection.
Meanwhile, concerns about fair compensation persisted, with 46% believing their pay is unfair compared to similar roles in the industry.
This dissatisfaction was especially pronounced among low-income workers, 26% of whom do not believe their company offers equitable pay.
Unsurprisingly, 66% of low-income earners were either in the process of changing jobs or actively seeking new employment.
Employee expectations around workplace support are also evolving.
Nearly half of respondents (49%) believed employers should play a more active role in supporting employee wellbeing, while 45% said businesses should help workers save for retirement and other long-term financial needs.
Additionally, 37% advocated for better support for women’s health, while the same percentage believes financial education should be a priority.
Childcare support was identified as a key issue by 36% of respondents, reinforcing the demand for workplaces that accommodate the diverse needs of employees.
Andrew Krawczyk, human capital market leader, Europe, Middle East and Africa, at Aon, said: “The cost of providing benefits continues to rise globally resulting in budgets being stretched and mounting pressure on benefits design and funding.
“Our clients’ attention is shifting focus to making sure current benefit offerings deliver impact.
“This requires a better understanding of what the workforce values, to make the right decisions when it comes to designing benefits.
“The results show that more personalisation is required and workforce data, technology and innovation all have a large part to play in making this happen.
“Benefit technology and analytical tools have evolved significantly and now enable organisations to access data and develop meaningful insights to understand what’s of value to the different generations and segments of the workforce.
“With this evolution, technology also enables a more holistic experience – connecting people with their benefits, wellbeing resources and total rewards as and when needed.”
