More than two-fifths of Early Careers Survey 2025 respondents in intermediate or experienced roles said they wanted to leave their current job - but what are their reasons and how can employers respond?
For this year's Early Careers Survey, we asked over 4,000 Prospects users - primarily students and graduates - about their experiences, influences, and attitudes regarding their career plans. Overall, 28% of respondents were in employment when surveyed and, of those, 34% reported that they were planning to leave their current employer in 2025.
Notably, just over two-fifths (41%) of respondents in intermediate or experienced roles said this, making them just as likely to say that they want to leave their employer as those in entry-level roles.
The following data and analysis considers this group of respondents, who were in intermediate or experienced roles at the time of the survey and said they wanted to leave their employer this year.
The majority (76%) of this group graduated before 2023, with more than half (54%) graduating in 2019 or earlier. Just 5% described themselves as established in their careers, while 15% said that they were working but didn't think of their occupation as a career.
| Career stage | Percentage |
|---|---|
| I am just starting or have not yet started my career | 4% |
| I am working but do not think of it as a career | 15% |
| I am hoping to progress my career (e.g. promotion or training) | 26% |
| I would like to change my career | 47% |
| I am established in my career | 5% |
| I am retired or considering retirement | 1% |
| None of the above | 3% |
A quarter planned to leave their employer in search of career progression, while 46% said that they would like a career change.
Therefore, it comes as no surprise that this group of respondents, when asked why they hoped to leave their employer, were most likely to say that they wanted to start a different career, advance in their current one, or to earn a higher salary.
Intermediate or experienced workers were much more likely than those in entry-level roles to indicate dissatisfaction with their current job.
More experienced workers feel underappreciated
The following table shows the reasons given by entry level and intermediate or experienced workers for why they said they intended to leave their current employer this year.
| Entry level | Intermediate | |
|---|---|---|
| To study | 10% | 17% |
| To start a different career | 56% | 46% |
| I want a better work/life balance | 21% | 43% |
| I want to advance my career | 55% | 46% |
| I want a higher salary | 47% | 46% |
| The job is not what I thought it would be | 17% | 15% |
| I want a less stressful job | 14% | 20% |
| My job role has changed | 4% | 10% |
| I want to relocate | 10% | 17% |
| I do not feel appreciated | 18% | 33% |
| My contract is ending | 5% | 7% |
| Other | 4% | 7% |
Intermediate or experienced workers were much more likely to indicate dissatisfaction with their current job. For instance, they were twice as likely to say that they wanted a better work/life balance, and 1.8 times as likely to say that they do not feel appreciated. They were also more likely to say that they want a less stressful job.
This highlights a significant risk for employers: many intermediate and experienced workers are becoming increasingly dissatisfied in their current roles, with some feeling underappreciated and actively seeking new opportunities.
Their motivations go beyond ambition. While many are looking for career progression and higher salaries, improved work/life balance is also high on the agenda - a trend that has become more prevalent since the pandemic.
This trend signals a critical retention challenge for employers, as the potential loss of skilled and experienced talent could impact organisational stability, productivity, and institutional knowledge. Employers must proactively address these concerns to retain their most valuable workforce segment.
Interestingly, intermediate or experienced workers who reported that they work on a hybrid basis (30%) were much less likely than those attending the workplace (49%) to say that they planned to leave their employer because they want a better work/life balance.
Similarly, those attending the workplace (41%) were 2.4 times as likely to say that they were leaving their employer because they do not feel appreciated.
This further illustrates how important it is for employers to offer hybrid roles, as employees increasingly prioritise their work/life balance and feel appreciated by employers that offer this flexibility. This is a consistent finding of the Early Careers Survey - those attending the workplace are more likely to say they are planning to leave their employer.
Takeaways for employers
These findings underscore that this is a pivotal moment for employers navigating the evolving expectations of the workforce. While career progression and salary remain key motivators, the growing emphasis on work/life balance - particularly among intermediate and experienced workers - signals a deeper shift in workplace values.
These workers are increasingly driven by a desire for meaningful, manageable, and appreciated work. The data clearly shows that dissatisfaction, especially among those in on-site roles, is prompting many to consider leaving their employer.
To mitigate the risk of losing valuable talent, employers must take proactive steps to address these concerns. Offering hybrid work options, fostering a culture of appreciation, and prioritising employee wellbeing are not optional, but essential strategies for retention.
As the workforce continues to evolve post-pandemic, organisations that adapt to these changing needs will be best positioned to attract, engage, and retain the skilled professionals they depend on.
Notes:
- Work-Life Balance In A Post-Pandemic World, Forbes, 2022.
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