UK employees are increasingly looking for new jobs as concerns over pay, career prospects and the impact of automation outweigh relatively stable hiring plans among employers, according to Morgan McKinley’s latest Global Workplace Trends Report.
The survey found that 59 per cent of UK employees expect to look for a new role within the next six months, well above the global average of 49 per cent. Just 22 per cent said they felt secure in their current job, compared with 30 per cent globally.
The findings point to a widening gap between employer expectations and employee sentiment. While almost two-thirds of employers globally said they had no plans to reduce headcount in 2026, only 43 per cent of employees described themselves as secure or very secure in their role.
More than a third of employees believe their job could be affected by restructuring, automation or cost-cutting measures. If they believed their position was at risk, 85 per cent said they would begin applying for new roles, while almost two-thirds would seek additional qualifications or develop new skills.
Pay also remains a source of dissatisfaction. Almost 70 per cent of employees globally said they had not received a salary increase in the previous six months, up from 65 per cent a year earlier.
The report suggests artificial intelligence is influencing both recruitment and career planning. More than four in 10 employees are now using AI tools to support their job search, compared with just over a quarter in 2025. However, almost half said they were uncomfortable with AI being used to assess interview performance.
Skills development is also emerging as a priority. AI and data capabilities were the most sought-after areas for training, cited by 70 per cent of respondents globally. Yet more than half said their employer was not investing enough in professional development.
Mark Astbury, director at Morgan McKinley, said UK employers appeared more confident about workforce stability than their employees. He said workers were responding to uncertainty around pay, career progression and technological change by exploring alternative opportunities, arguing that organisations would need to communicate more clearly about change and invest in skills if they wanted to retain staff.
