A lack of career growth opportunities is the most commonly cited barrier to career advancement globally, according to the sixth chapter of ADP’s the “People at Work 2025” report series.
Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers (19 per cent) say limited opportunities are preventing them from progressing in their careers, followed by a lack of desire to move ahead (13 per cent) and limited time (12 per cent). In contrast, less frequently mentioned obstacles include fear (5 per cent) and lack of education (5 per cent), suggesting that motivation and visibility outweigh skills gaps as barriers to growth.
In the UK, however, the pattern differs. 19 per cent of UK workers cite “lack of desire” as their biggest barrier to advancement – meaning they are happy in their current job and do not want to change. This job satisfaction factor tops the list in the UK, while lack of opportunity ranks second at 16 per cent, below the global average. Men appear more open to change, with 16 per cent willing to switch jobs compared with just 11 per cent of women.
“UK workers are rewriting the career playbook,” said Vaishali Sahajpal, Senior HR Director for ADP UK, Ireland and Nordics. “For many, satisfaction in their current role now outweighs the drive to climb the corporate ladder.
“This presents both a challenge and an opportunity for employers,” Sahaipal adds. “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.”
Generational and Demographic Differences
The perception of career barriers varies by age. More than 20 per cent of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14 per cent of those aged 26 and below.
The data also shows differences by job level. Around 16 per cent of executives and upper managers cited the lack of opportunity as a career advancement barrier. This rises to 18 per cent among middle and frontline managers, and 20 per cent among individual contributors.
Career Stagnation Drives Turnover Risk
Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34 per cent) are actively looking or interviewing for a new job.
Additionally, those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive. Globally, 15 per cent of workers believe switching employers is essential to their career progression. In the UK, that figure stands at 13 per cent, closely aligning with trends across Europe.
What Keeps Employees Loyal?
Among employees who say they see a future with their current employer, the top reasons are:
- Opportunity for career advancement (45 per cent)
- Professional training and skills development (36 per cent)
- Flexibility in scheduling (34 per cent)
“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.”
