As the new year begins, some employees are evaluating their career paths, making January a critical time for employers to prioritise talent retention. Recent research reveals over one in ten UK workers (11%) are actively searching for a new job – a noticeable increase from 8% just two years ago.
To help businesses stay competitive, we’ve analysed data from the past 12 months to uncover the top reasons employees left their roles in 2024. Below we’ll explore these key motivators and provide actionable strategies to enhance employee satisfaction and retention in 2025.
Why did people leave their jobs in 2024?
Over the last 12 months, Distinct placed hundreds of candidates in permanent roles. Through these placements, candidates shared their primary reasons for leaving their previous positions. These insights shed light on the motivations behind career moves and highlight emerging trends within the job market.
The top three reasons candidates sought new job opportunities in 2024 were:
- Being ready for a change (21.2%)
- Career progression (20.3%)
- Immediately available (19.9%).
The least common reasons included:
- Relocating (4.8%)
- Seeking more flexibility (3.9%)
- Better job security (2.6%).
With these insights in mind, below we’ll explore the key motivators in more detail and discuss how employers can address them to improve retention and engagement in 2025.
How can businesses better attract and retain talent in 2025?
Ready for a change (21.2%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Ready for a change” as the primary reason for their job change, along with their respective departments.
Among those who felt ready for a change, the majority worked in finance (51%) followed by almost a quarter in office support (24.5%). In contrast, this was rarely a factor for those in procurement and supply chain roles (2%).
While broad, the prominence of this reason suggests an optimistic trend – many employees feel confident in their skills at their current level and are open to exploring new opportunities, despite reported uncertainty in the job market.
Our advice to employers
This trend highlights the importance of offering employees opportunities for growth and variety within their existing roles. Initiatives such as cross-functional projects, innovation time and the promotion of internal mobility can provide a refreshing sense of change. By fostering an environment where employees can explore new challenges and career pathways, employers can help retain top talent while encouraging collaboration across teams and maintaining high engagement levels.
Career progression (20.3%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Progression” as the primary reason for their job change, along with their respective departments.
Career growth remained a top priority in 2024 and was the second most common reason employees moved jobs. The majority of candidates who moved for progression worked in finance (61.7%), followed by marketing (19.1%).
Research shows 54% of finance professionals found it easy to secure new roles and over half, were considering changing jobs to further their careers. This highlights the competitive nature of the job market, particularly in finance, where retaining top talent is crucial for productivity.
While promotions and pay increases – often linked together – are an important driver, only 0.8% of candidates cited pay alone as their primary reason for leaving a role in 2024. This suggests that while compensation is always a factor, the opportunity for career progression is a stronger motivator most workers.
Our advice to employers
To retain top talent, it’s essential to provide clear career advancement pathways and meaningful development opportunities. Consider facilitating regular team updates to highlight contributions and ensuring managers hold progress discussions with employees. Even introducing bi-annual one-on-one reviews to assess achievements and set specific goals for the next six months can be invaluable. By focusing on development and meaningful progress, employers can foster an environment that keeps employees engaged and motivated to stay.
Immediately available (19.9%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Immediately available” as the primary reason for their job change, along with their respective departments.
Over a third of candidates who were immediately available and placed in permanent roles worked in office support (34.8%), followed by finance professionals (30.4%). This was least common among those in accountancy practice and HR (both 4.3%).
Since redundancy is tracked separately, this group may also include individuals who left their jobs voluntarily or those re-entering the workforce after a long break – such as retirees, or parents and carers returning from extended career pauses.
In 2024, “The Great Unretirement” gained coverage as retirees re-entered the workforce motivated by financial necessity, personal fulfilment and social connection. This trend is expected to continue in 2025, bringing highly experienced professionals back to the workplace resulting in greater generational diversity. However this shift also underscores the importance of addressing communication and technological gaps across age groups.
Our advice to employers
To attract and retain employees, it’s crucial to foster strong communication and cater to the needs of different generations. Start by designing onboarding and training programs that accommodate various experience levels and skills, ensuring all employees feel supported and engaged.
While Generation Z may prefer online training and older generations, such as Generation X, may lean toward in person training, not all employees will align with these stereotypes. Managers should be flexible and adapt to their team members’ unique preferences, regardless of age. Creating an environment where employees can openly share their preferences will help boost engagement and satisfaction.
Culture (6.9%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Culture” as the primary reason for their job change, along with their respective departments.
Seeking a better culture was cited most commonly by office support (43.8%), followed by finance (37.5%), marketing (12.5%) and HR (6.3%) professionals. Interestingly, all four sectors can be deeply integrated in company operations, therefore it makes sense that cultural alignment plays such a large part in their retention.
Moreover, cultural fit – aligning individuals’ values with a company’s core principles – plays an essential role in employee satisfaction and retention. In fact, a recent survey found that 77% of job seekers consider a company’s culture before applying to a job vacancy.
Our advice to employers
In 2025, like the rise of climate quitting, workers may favour (and move to) organisations aligned with their values, such as a commitment to ESG (Environmental, Social and Governance) and diversity and inclusion. If your company has these initiatives in place, make sure you communicate their impact both internally and externally to attract like-minded candidates.
To further enhance workplace culture and retention, employers can also focus on soft benefits, such as team-building events and strong work-life balance policies. These efforts not only attract potential hires but can also help foster long-term employee loyalty.
Location (5.2%) and relocation (4.8%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Location” or “Relocation” as the primary reason for their job change, along with their respective departments.
Location was the most common factor cited by finance and accountancy professionals (66.7%), with many seeking to reduce their commute times. Over a third of those relocating were in finance (36.4%), followed by accounting professionals (27.3%).
In 2024, finance sector vacancies rose by 8%, likely due to an influx of professionals drawn to the capital and London-based workers relocating closer to work to ease the burden of soaring commute costs.
Our advice to employers
In finance and accounting, the day-to-day duties often remain the same regardless of location. To attract and retain talent within this market, focus on strengthening your company culture and providing benefits such as daily travel reimbursements.
Flexibility (3.9%)
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Lack of flexibility” as the primary reason for their job change, along with their respective departments.
Flexibility was one of the least cited reasons for job changes, which encouragingly suggests roles are already offering adequate flexibility, allowing other factors to take precedence. Of those who did move jobs for flexibility, the majority worked in finance (55.6%), followed by office support (22.2%).
A previous poll revealed that 63% of respondents classed flexible working as a deal breaker in their job search. In 2024, job adverts offering flexibility tripled and 72% of hiring leaders lost staff to roles providing better flexibility and pay. With flexibility now a common expectation, it will continue to play a crucial role in attracting and retaining talent.
Our advice to employers
For businesses that can offer flexibility and remote working options, it’s highly recommended to do so. Flexibility can significantly expand your hiring pool and promote a more diverse workforce, including neurodiverse individuals, parents and caregivers.
Fostering a diverse and inclusive workforce can also lead to higher productivity and morale. McKinsey’s analysis shows that executive teams with over 30% women are more likely to outperform those with fewer or no women.
Job security (2.6%) and the ‘Big Stay’
Source: Data from Distinct’s placed candidates over the past 12 months, who cited “Insecurity” as the primary reason for their job change, along with their respective departments.
Our data on job security reflects a wider trend coined by the CIPD as the ‘Big Stay.’ Here we can see two scenarios;
- Some workers are leaving their jobs for roles with better security
- Other workers are remaining in their current roles due to concerns that a new job could be less secure.
In 2024, People Management reported that 71% of UK workers were deterred from looking for a new job due to security concerns. In the current economic climate, the ‘Big Stay’ may continue as workers decide to remain in their current roles until the job market becomes more stable.
Our advice to employers
To build confidence and encourage employee retention, providing long-term benefits such as clear progression opportunities, solid pension schemes and transparency regarding future company plans. Demonstrating your commitment and investment in workers’ futures can help ensure they feel secure and encourage confidence when joining the business.
Support your business strategy with Distinct
As a leading recruitment agency in the Midlands and London, we pride ourselves on staying informed on the latest developments in the world of work. Whether you’d like to discuss strategies for retaining staff or to connect with talented professionals, contact us today to see how we can support your business goals in 2025.
