A global survey of 50,000 professionals has revealed a ‘wait-and-see workforce’ in the UK as 2 in 5 businesses struggled to hire in the last year. The 2025 Talent Trends report from Michael Page highlights a significant opportunity for businesses as 47 per cent of professionals are actively looking for a new job – but many are holding out for a role that suits all their requirements.
The report reveals top candidate concerns include salary, flexibility, work-life balance, and inclusivity. With candidates setting clear expectations from the outset, the demand for clarity from employers grows.
Almost a third (31 per cent) of professionals cite being unhappy with their current salary as the top reason for seeking a new opportunity, with a further 46 per cent saying it’s the top reason when deciding to apply for or accept a role. While salary remains a key motivator, many professionals are hesitant to accept roles which don’t meet their full criteria. This highlights the growing importance of clear, upfront communication from employers around remuneration and benefits as part of the overall package.
Doug Rode, Managing Director UK&I at Michael Page, commented: “As we continue to navigate a ‘wait-and-see workforce’, professionals have become clear on their ideal workplace, and look to prospective employers to do the same.
“That said, there’s no one-size-fits-all solution and businesses that aim to appease the masses will come unstuck. In an increasingly competitive market, organisations that can clearly articulate their policies and employer value proposition across key considerations such as salary, flexibility, technology and inclusivity have a higher chance of securing candidates that align with their business, as 2 in 5 passive job-seekers remain open to roles that meet their requirements.”
While 81 per cent of UK professionals say work-life balance is most important when thinking about work, 56 per cent of professionals who find themselves returning to the office are doing so due to changing company policies. With three in five of these professionals actively searching for a role, candidates are increasingly seeking clarity on back-to-office policies.
However, a stark disconnect exists: while 43 per cent of managers believe productivity improves in person, 46 per cent of employees report being more productive at home. Employees cite fewer distractions (93 per cent), better time management (72 per cent), and more autonomy (69 per cent) as reasons they thrive outside the office.
As company policies continue to evolve, the report shows a need for greater clarity from the outset. Failure to do so could not just hinder the attraction of top talent, but impact attrition rates, with 47 per cent of professionals saying they would look for a new job if their flexible working arrangements changed.
Wellbeing remains a key priority, with 3 in 5 candidates saying they would refuse a promotion to maintain it. However, nearly half of UK employees (46 per cent) say they don’t trust leadership to balance business needs with employee wellbeing, ultimately prompting employees to leave – a quarter of professionals currently looking for a new role say they’re unhappy with decisions made by their leadership team.
The disconnect over flexibility and growing mistrust in leadership is at odds with what candidates expect from employers in 2025. Almost half (45 per cent) of UK candidates now say having a sense of purpose in their role is a top priority, up from 29 per cent last year, while a further 43 per cent seek a company culture that reflects their personal values, up from 34 per cent in 2024.
However, internal realities again aren’t matching up. Only 35 per cent of employees feel they can be their authentic selves at work – down from 41 per cent in 2024. Just 35 per cent say they feel included – a 4 per cent year-on-year decline.
Without clear commitments to authenticity and purpose, businesses risk alienating their workforce and losing credibility. Companies that can align their culture with employees’ values, will have a competitive edge in the war for talent.
Responding to the report, Shazia Ejaz, REC Director of Campaigns, said: “These findings are a wake-up call for employers about what they need to do to attract and retain talented people. Employees want a clear sense of purpose, flexibility, and trust. To thrive in today’s market, businesses must put people strategy at the heart of their growth plans by listening to their workforce, build inclusive cultures, and offer roles that can allow people to work and juggle other needs. Such investments are essential not only for attracting and retaining talented workers but also for driving long-term business success.”
