A fifth of UK workers content to stay put, shunning promotions

Nearly one fifth of UK workers are not seeking promotions and are content in their current roles, according to research from ADP's latest People at Work 2025: Career Barriers report.

The report, which draws on insights from nearly 38,000 workers across 34 countries, highlights distinct differences between the career outlook of UK employees and their global counterparts. While limited opportunities for career growth are the most commonly cited barrier to advancement worldwide, UK employees are more likely to be satisfied with their present roles and opt out of pursuing further progression.

Global and UK trends

Globally, 19% of surveyed employees identified a lack of career opportunities as the main obstacle to career advancement. This was followed by a lack of desire to progress (13%) and limited time to pursue new roles (12%). Less frequently cited reasons included fear of promotion (5%) and lack of necessary education (5%). The data suggests that in most cases, motivation and career visibility have a greater impact than skills deficiencies.

However, in the UK, the prevailing barrier to career progression is a lack of desire to move up the career ladder. The survey found that 19% of UK workers listed satisfaction in their current jobs as the primary reason for not seeking higher positions. Lack of opportunity was the next most significant barrier, but at 16%, it fell below the global average. The research also shows a difference between men and women, with 16% of men considering changing jobs compared to 11% of women.

"UK workers are rewriting the career playbook. For many, satisfaction in their current role now outweighs the drive to climb the corporate ladder," said Vaishali Sahajpal, Senior HR Director for ADP UK, Ireland and Nordics.

Sahajpal elaborated on the business implications: "This presents both a challenge and an opportunity for employers. The businesses that will succeed are those that recognise career development isn't just about promotions; it's about enriching current roles with new skills, responsibilities and purpose. One of the primary reasons individuals remain with their employers is the potential for career growth, which ranks closely behind the need for flexibility. This aspect is important to consider, but it's essential for companies to create growth opportunities that don't necessarily involve a vertical change only. Instead, they need to focus on lateral development and ensure that every role offers meaningful work. The emphasis must shift from promoting people upward to making their current positions more engaging and valuable."

Differences by age and job level

The report identifies notable generational differences in perceptions around career barriers. More than 20% of UK workers aged 40 and above stated that a lack of opportunity was their biggest hurdle to further advancement, compared with 14% of those aged 26 and under.

There are also distinctions according to job role. While 16% of executives and upper managers cited limited opportunity as a barrier, this figure increased to 18% among middle and frontline managers and reached 20% for individual contributors.

Career stagnation and attrition risk

The findings suggest that career stagnation leads to a higher risk of employees seeking new roles. Among those who perceive few opportunities for growth at their current employer, 34% are actively searching or interviewing for alternative employment.

Additionally, individuals who feel strongly that changing employer is necessary for career advancement are 2.6 times less likely to view themselves as highly productive. Globally, 15% of workers believe that moving to a new employer is essential for their progression, while in the UK this figure is slightly lower at 13%, mirroring trends seen across Europe.

Factors in employee retention

The survey explores what drives workers to remain loyal to their employers. For those who envision a future with their current organisation, the top reason cited is the opportunity for career advancement (45%). This is followed by professional training and skills development (36%), and flexibility in scheduling (34%).

"The workplace impact of limited career visibility isn't just employee disengagement - it's lost productivity, diminished innovation, and higher turnover," said Nela Richardson, Chief Economist at ADP. "Organisations that design clear, equitable career paths don't just retain talent - they also increase their ability to unlock the full productive potential of their employees."

The People at Work 2025 report series, which is based on data from the ADP Research Global Workforce Survey, provides insight into the perspectives and expectations of workers across a wide variety of industries and job roles worldwide.