According to data on predicted attrition from 10 million UK employees, nearly one-fourth of workers will quit their job by 2025.
Culture Amp, a provider of employee experience in the UK, reports that 23 per cent plan to quit their job in the near future. This is a 3 percent increase from 2023.
Another 13% of respondents do not expect to continue working with their employer until 2026.
Culture Amp analyzed “commitment-to-stay” data from employee responses of 97 millions questions worldwide (10 million in the UK) across 5,000 organizations, 1,000 of whom are located in the UK.
The UK’s workers are more interested in quitting than workers in other major economies. Only 19% of US employees and 18% Australians have considered resignation. Only Germany is ahead of the UK with 24% planning to leave in 2025.
CultureAmp estimates that the cost to replace an employee is 30% of the average employee’s salary. This can rise up to 200% if the employee is a top performer.
The average salary for the UK is expected to be PS37,400 in 2024, which means that employers may face replacement costs ranging from PS11,200 up to PS74,900.
Nick Matthews, Culture Amp’s general manager of EMEA, stated: “As Europe continues to face political, economic and social/workplace uncertainty in 2025, organizations must prioritise strategic workforce management within this unpredictable post pandemic landscape. The key challenge is employee retention. This directly impacts the performance of an organisation.
According to the company’s analysis, leadership quality is a critical factor in influencing employee commitment. It far exceeds the influence of managers.
A great leader and manager can increase employee loyalty by 94%. However, a bad leader and manager will reduce it to 35%.
Culture Amp’s global data shows that employee turnover increases after a leadership change, compared with a management shift. Teams directly affected by a departure of a manager see retrenchment rates that are 40% higher than those who have not experienced a change in leadership. Attrition rates are only 16% when a manager changes.
Our research challenges the conventional notion that employees leave bad managers. Matthews added that it’s important that organizations leverage their leadership layer along with their front line managers to ensure they have a cohesive and strategic focus on the employee experience when they navigate 2025’s challenges.
