UK businesses are facing hiring difficulties despite a high proportion of professionals actively seeking new roles – a hiring stall fuelled by a trust breakdown.
That’s according to the 2025 Talent Trends report, by recruitment specialist firm Michael Page, reveals that 2 in 5 UK employers have struggled to hire in the past year, while 47 percent of professionals are currently looking for a new job.
The findings point to a workforce taking a cautious, considered approach, with candidates unwilling to compromise on core requirements such as salary, flexibility, work-life balance and inclusivity. This has resulted in a growing demand for transparency and clearer communication from employers throughout the hiring process.
Salary concerns
Salary dissatisfaction remains a major driver of job movement. Nearly one third (31%) of professionals say they are unhappy with their current salary, with 46 percent identifying it as the most important factor when deciding to apply for or accept a job offer. Despite this, many candidates are holding out for roles that meet all their expectations, making it harder for employers to convert interest into hires.
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Doug Rode, Managing Director UK&I at Michael Page, said, “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.”
Mismatch on flexible working and return-to-office policies
The report noted a significant disconnect between employer and employee expectations on flexible working. While 81 percent of UK professionals rank work-life balance as their top priority, 56 percent of those returning to the office are doing so due to revised company policies. Notably, three in five of these employees are actively searching for new roles.
This shift reflects broader tensions around productivity and location. While 43 percent of managers believe productivity increases with in-person work, 46 percent of employees report being more productive at home. The reasons cited include fewer distractions (93%), improved time management (72%) and greater autonomy (69%
Michael Page’s research suggests that unclear or inconsistent return-to-office expectations could undermine both attraction and retention. Nearly half (47%) of professionals say they would consider leaving their role if their flexible working arrangements were changed.
Concerns over leadership and employee wellbeing
Employee wellbeing continues to be a major factor in job decisions. Three in five professionals say they would turn down a promotion to protect their wellbeing. However, nearly half (46%) of employees say they do not trust leadership to balance business goals with staff wellbeing.
This erosion of trust is influencing job mobility. One in four professionals currently looking for a new job cite dissatisfaction with leadership decisions as a reason for wanting to leave their current employer.
Employers are being urged to demonstrate a consistent and authentic approach to wellbeing to avoid further disengagement and attrition. A lack of transparency in this area risks damaging internal trust and undermining retention strategies.
Authenticity and shared values at work
A growing number of professionals are placing importance on purpose and values alignment. Forty-five percent of UK candidates now say that having a sense of purpose in their work is a priority, up from 29 percent last year. Similarly, 43 percent say a company culture that reflects their personal values is important, up from 34 percent in 2024.
Despite these rising expectations, the data shows a gap between employee aspirations and workplace reality. Only 35 percent of professionals say they feel able to be their authentic selves at work, down from 41 percent in the previous year. The same proportion report feeling included, marking a four percent decline.
The report concludes that a mismatch between employer values and employee expectations could lead to further hiring and retention issues. Businesses that invest in a clearly defined culture and communicate purpose authentically are more likely to attract and retain candidates in an increasingly selective talent market.
