Focusing on older, more experienced respondents to our annual Early Careers Survey shows how their attitudes compare and contrast with their younger counterparts
Prospects' Early Careers Survey primarily focuses on young people navigating the early stages of their working lives. In fact, 77% of this year's respondents were under the age of 35. But the report also includes insights into the experiences and career plans of older respondents.
Here we will shine a spotlight on those aged 35 and over - exploring their career journeys, the challenges they face, their engagement with careers services, and what matters most to them when looking for employment.
Most (54%) respondents in this age group were in employment when surveyed, with a sizeable proportion (19%) studying at university, and an equal share reporting that they were neither working or studying.
Educational attainment was high among this group, with 82% holding either an undergraduate or postgraduate degree. Notably, nearly half (46%) had completed a postgraduate qualification.
As expected, very few were recent graduates - just 13% had finished their studies in 2024. In contrast, the vast majority (82%) graduated before 2023, with two-thirds (68%) completing their studies prior to the onset of the COVID-19 pandemic.
Experienced employees searching for better work/life balance
| 35 and older | Under 35 | |
|---|---|---|
| Entry level | 13% | 42% |
| Intermediate or experienced | 55% | 44% |
| Management | 20% | 7% |
| Executive or senior management | 6% | 2% |
| N/A | 6% | 6% |
Among respondents aged 35 and over who were in employment, the majority (55%) held intermediate or experienced roles, while around a quarter were in management or executive positions. In contrast, younger respondents under 35 were far more likely to be in entry-level roles, with only 9% occupying management or executive positions.
Nevertheless, despite their seniority and experience, just one in five respondents over 35 described themselves as being established in their careers. This figure was even lower among disabled respondents. In fact, disabled individuals aged 35+ were 2.7 times more likely to say they were either just starting out or had not yet begun their career - highlighting the persistent barriers faced by disabled professionals while navigating and progressing through the labour market.
| Overall | No disability | With disability | |
|---|---|---|---|
| I am just starting or have not yet started my career | 6% | 3% | 8% |
| I am working but do not think of it as a career | 10% | 12% | 8% |
| I am hoping to progress my career (e.g. promotion or training) | 26% | 26% | 21% |
| I would like to change my career | 29% | 31% | 36% |
| I am established in my career | 19% | 22% | 15% |
| I am retired or considering retirement | 4% | 4% | 5% |
| None of the above | 6% | 3% | 8% |
Moreover, nearly a third of over 35s expressed a desire to change careers. The majority of which were in intermediate or experienced roles - 16% in management or executive positions.
Given this, it's perhaps unsurprising that a quarter (26%) said they planned to leave their employer in 2025. While this is significantly lower than the 40% of under-35s who reported the same intention, the fact that half of the over-35s planning to leave were in intermediate or experienced roles - and nearly a quarter (24%) were in management or executive positions - is nevertheless notable.
Furthermore, consistent with previous ECS findings, which show that hybrid and remote workers are generally less likely to plan a move, the majority (63%) of over-35s who intended to leave their employer in this year's survey were attending the workplace, while only a quarter were working on a hybrid basis, and 12% were working remotely. This may help explain why work/life balance emerged as the third most common reason over-35s planned to leave their current role.
,Percentage of respondents To start a different career,43 I want to advance my career,42 I want a better work/life balance,34 I want a higher salary,33 I do not feel appreciated,29 I want a less stressful job,17 To study,12 The job is not what I thought it would be,11 I want to relocate,11 Other,6 My job role has changed,3 My contract is ending,3
Early Careers Survey (2025)
Although most of those citing work/life balance concerns were attending the workplace, a notable share were working in hybrid (24%) or remote roles (10%). This points to a less visible issue that was originally covered in the 2023 Early Careers Survey: many remote and hybrid workers reported that the boundaries between work and home life had become blurred. Some described working longer hours and struggling to switch off - suggesting that flexibility alone doesn't guarantee balance.1
Another key reason respondents gave for wanting to leave was feeling unappreciated, cited by nearly a third of respondents. Of those, 77% were in intermediate or managerial roles, and 72% were attending the workplace. These figures suggest that many experienced respondents felt undervalued in their current roles, despite their contributions, a sentiment that was particularly pronounced among those attending the workplace.
To retain this vital segment of the workforce, employers must take proactive steps to address these concerns. Intermediate and experienced professionals - particularly those working on-site - are increasingly seeking new opportunities, and their departure could represent a significant loss of expertise and continuity.
Over 35s find AI tools more helpful than younger respondents
The majority of respondents aged 35 and over sought careers advice in 2024, with just over a fifth (22%) indicating that they did not. This latter figure is higher than among younger respondents, only 8% of whom said they hadn't accessed careers advice that year.
This lower engagement among older respondents may reflect a lack of awareness of the support available to them, or a lack of access to quality careers advice. Alternatively, it could suggest that many - having prior experience in the labour market - may be more confident about their next steps and simply do not feel as if they need external guidance.
| Overall (35+) | Studying | Employed | |
|---|---|---|---|
| Careers guidance appointment with a careers adviser/teacher | 28% | 45% | 20% |
| CV cover letter and/or job application guidance | 39% | 47% | 32% |
| Job interview preparation | 29% | 34% | 26% |
| Talks by employers about careers | 31% | 41% | 26% |
| Talks by college/university staff about courses | 34% | 62% | 28% |
| Careers lessons/workshops | 30% | 44% | 26% |
| Careers events (Such as job fairs) | 37% | 54% | 27% |
When asked what careers advice sessions they attended in 2024, respondents most frequently cited CV, cover letter, and/or job application guidance, as well as careers events.
However, when the data was disaggregated, a clear pattern emerged: those who were studying at the time of the survey were significantly more likely to engage with careers services than those in employment, suggesting that older respondents with access to university careers services were more inclined to attend a careers advice session.
This finding points to availability as a key factor influencing engagement with careers services - rather than prior experience in the labour market - highlighting the importance of accessible and visible support for all career stages.
,Percentage of respondents Careers websites,49 Careers professionals,31 Social media or forums,30 Work colleagues,26 Industry professionals,26 Friends,26 Family,19 Teachers/lecturers,17 AI tools (such as ChatGPT or Copilot),13 Podcasts,11 Printed guides magazines or leaflets,11 I did not actively seek careers advice in 2024,22
Early Careers Survey (2025)
Respondents were also asked where they actively sought careers advice in 2024. The most commonly cited sources were careers websites, careers professionals, and social media platforms.
Interestingly, this diverges from one of the most consistent ECS findings: although careers and industry professionals are regularly rated among the most helpful sources of careers advice, they remain under-utilised. For instance, while under-35s also turned to careers websites most often, they were much more likely to seek advice from family members or friends than from careers professionals.
In parallel, despite careers professionals being a popular source of information for respondents aged 35 and over, they did not rank either group among their top three most helpful sources. Instead, they cited teachers/lecturers, AI tools, and podcasts above them. While teachers and lecturers are commonly recognised as helpful, the prominence of AI tools and podcasts is unique to this age group.
While younger respondents also found AI tools to be relatively helpful, ranking within the top five most helpful sources of advice, podcasts were said to be among the least helpful for those under 35.
However, a closer look reveals a more nuanced picture: although careers and industry professionals weren't ranked in the top three overall for over 35s, they were more likely than AI tools and podcasts to be described as 'very helpful'. This suggests that many who engaged with them found the support to be particularly valuable.
Career development doesn't stop at 35
The findings from this year's ECS highlight that career development doesn't stop at 35 - it evolves. Respondents in this age group are highly educated, actively engaged in shaping their career paths, and facing distinct challenges around progression, recognition, and work/life balance.
Their experiences underscore the need for more inclusive career support, better workplace practices, and targeted retention strategies. As the labour market continues to shift, ensuring that mature professionals feel valued, supported, and equipped to navigate change will be essential for employers, educators, and careers services alike.
Notes:
- Early Careers Survey, Luminate, 2023.
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