British workers are entering 2026 divided between those preparing to change jobs for higher pay and those choosing to stay put in search of security, as financial pressure continues to shape career decisions despite widespread pay rises.
New data shows more than two-fifths of workers are planning to look for a new role next year, while an equal proportion say they intend to remain in their current job. The split points to a labour market in which confidence, age and personal circumstances are increasingly influencing mobility, rather than pay growth alone.
The figures come from analysis by recruitment platform Totaljobs, which examined job market and survey data to assess pay, benefits and worker sentiment ahead of 2026.
Younger workers most likely to move
The research shows job movement intentions are highest among younger workers, with nearly half of those under 40 either actively seeking a new role or planning to do so next year. Higher pay is the primary motivation for moving, cited by more than half of those considering a job change.
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By contrast, workers choosing to stay cite job security as the dominant factor, reflecting concern about a cooling labour market and wider economic uncertainty. This group, often described as “job huggers”, is prioritising stability even as cost pressures persist.
Despite most workers receiving a pay rise in the past year, financial strain remains widespread. More than half have cut back on leisure spending, while almost a third report reducing spending on essentials such as food and household bills, indicating that pay growth is not keeping pace with living costs.
Pay confidence gaps persist
The data also points to uneven confidence around pay negotiation, raising concerns about future pay progression and retention. Men remain more likely than women to feel comfortable asking for a raise, while early-career employees and fully remote workers are significantly less confident than longer-serving or hybrid staff.
These differences risk reinforcing existing pay gaps, particularly as employers head into a year where competition for skills remains intense in some sectors, even as overall hiring slows.
Salary transparency also remains a barrier. Most candidates say they avoid applying for roles without clear pay information, yet many employers continue to withhold salary details, potentially limiting their access to talent at a time when worker expectations are becoming more explicit.
Flexibility and progression move up the agenda
While salary remains the most important factor in job choice, workers increasingly place weight on flexibility and career development. Many say they would reject roles with unclear progression, while flexible working hours are now seen as valuable enough to justify a pay trade-off for some.
Looking ahead, improving work-life balance has edged ahead of earning more money as workers’ top career priority, signalling a shift in what employees expect from employers in 2026.
Luke McKend, managing director at global recruitment group Stepstone Group, which owns several international job platforms, said the data reflected a clear divide in worker behaviour.
“Heading into 2026, we’re seeing a clear divide between those ready to move for higher pay and those seeking stability in an uncertain labour market,” he said. “Even with widespread pay rises, many workers are still feeling the financial squeeze, pushing salary, transparency and progression to the top of their priorities.”
He said employers needed to respond to more vocal and mobile workers.
“Employers who recognise these pressures and respond with clear pay information, meaningful career pathways and working arrangements that support balance will be far better positioned to attract and retain the talent they need in 2026,” he said.
