Nearly a quarter of employees are actively looking for a new job

A new report has revealed that nearly a quarter of Brits are unhappy in their current role and are actively job hunting.

Younger workers more likely to be job seeking

Figures show that it is younger workers who are more likely to be actively looking for a change in employer.

Ciphr’s poll of 2,000 employees found that as many as 32% of workers aged under 34 were looking for a new job. This figure stood at 30% for those aged 35-44.

This contrasts with older generations, with just 22% of 34-55-year-olds, 15% of 55-64-year-olds and 7% of those aged 65+ actively job hunting.

Why are workers looking for a new job in 2026?

Those who are looking to change roles this year gave their reasons as to why:

• Feeling underpaid (cited by 36%) – interestingly, 37% of women and 34% of men said they were unhappy with their wages.
• A lack of recognition in the workplace (24%). More women than men reported feeling this way.
• Feeling like it’s time to move on (24%).
• Wanting a more fulfilling career (23%).
• Not enjoying their job (22%).
• Feeling bored and unengaged in their role (17%).
• Seeking a better work-life balance (17%).
• Wanting to reduce work stress and workload (16%).
• Working in a company with poor leadership (16%).
• Wanting to gain new knowledge and skills (15%).
• Wanting to find a role that allows them to work from home more of the time (15%).
• Looking to change careers (14%).
• Not liking their manager (14%).
• Wanting more job security (13%).

Employees feel underappreciated and unseen

Commenting on the report, Claire Hawes, chief people and operations officer at Ciphr, believes that these findings should be a wake-up call for employers.

She said, “Around a third of workers under 45 want to switch jobs, with many saying they’re feeling underpaid and undervalued. That’s highlighting problems that are very fixable. People aren’t leaving because they hate the work… they’re leaving because they don’t feel recognised or seen.

“These things can’t be fixed overnight, however, and need a deliberate and sustained effort to improve over time. Employers would benefit from identifying the two or three things they can do in the next year and creating tangible plans that they can communicate to their workforce about how they plan to change and improve their pay and recognition models. For example, audit your pay – you don’t need to match market rate overnight, but you should understand where the gaps (and risks) are, and be honest with your people about your pay strategy and plans.

“Think about how you can better build recognition into the rhythm of your business – not as a one-off initiative, but as a management culture. Recognition is all about acknowledging someone’s contributions and giving credit. People want to know that their employer appreciates and values them. It doesn’t always need to be big financial gestures. Internal shout-outs, an early Friday finish, or a coffee voucher, can have a big impact. Aim for frequent, consistent and genuine recognition.

“And, finally, ensure there’s space for career conversations. One in five people who are planning to leave are doing so because they can’t see a future career path. Work with them to ensure they are being heard and that they understand what career options they have inside your organisation.

“Retention is rooted in getting the basics right: fair pay, genuine recognition, and a credible career and growth story that employees can buy into.”

To find out more about contracting, please contact Jaime on 01442 795 100 or email jaime.thorpe@dolanaccountancy.com.