Press Release

London, UK, March 28, 2018 View All Press Releases

Employee Insecurity is Reshaping the UK Labour Market, Says Gartner

Employees Are Demonstrating Increasing Caution When Seeking New Opportunities Amid Low Wages And Brexit Uncertainty

Active job seeking in the UK has steadily increased by 5 per cent over the last year, according to new data from CEB, now Gartner, with less than one third of employees reporting high intent to stay with their existing employer. However, job seekers are demonstrating increasing caution amid low wages and Brexit uncertainty, which is changing the face of the UK labour market.

These findings emerge against a backdrop of pay stagnation. Employees in the UK only anticipate a 0.2 per-cent pay rise – a figure which sits well below the global average of 3.8 per cent.

According to the latest Global Talent Monitor report, almost half of UK employees also report indifference to going ‘above and beyond’ with their daily professional duties, with discretionary effort in Britain lower than in the US, Canada, Germany, Spain, India, Australia and New Zealand.

Britons are also increasingly less willing to uproot geographically for a new job. In particular, the share of under-35s who move regions for work has dropped by one-fifth since 2000.

"Employees have greater flexibility than ever before, and people can now kick-start companies from the comfort of their own bedrooms," said Brian Kropp, HR practice leader at Gartner. "However, the latest data shows that, in a political and economic climate defined by uncertainty, British workers crave stability and comfort when seeking new opportunities."

"Less fluidity in the job market may be suppressing real wage growth, since the best way to secure a pay rise is to switch employer, which may involve moving to a new location to enhance productivity."

The biggest attraction-drivers for UK job seekers are work-life balance (55 per-cent), location (43.1 per-cent), and stability (34.5 per-cent). This contrasts to the global picture, where compensation takes the top spot (45.25 per-cent), and the requirement for a healthy work-life balance is 15 per-cent lower than in the UK

Global Talent Monitor data is drawn from the larger CEB Global Labour Market Survey, which is made up of more than 22,000 employees across 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication. Visit cebglobal.com/talentmonitor to learn more and compare talent data from around the world.

Additional analysis on HR and talent trends will be presented during Gartner ReimagineHR taking place September 5-6 in London. During the event Gartner analysts and senior HR executives will share key insights and actionaable strategies for how HR can support organizational performance when tomorrow is uncertain. Follow news and updates from the event on social media using #GartnerHR.

About CEB, Now Gartner
Leading organisations worldwide rely on CEB services to harness their untapped potential and grow. Now offered by Gartner, CEB best practices and technology solutions equip clients with the intelligence to effectively manage talent, customers, and operations. More information is available at gartner.com/ceb.

Contacts
About Gartner

Gartner, Inc. (NYSE: IT), is the world's leading research and advisory company and a member of the S&P 500. We equip business leaders with indispensable insights, advice and tools to achieve their mission-critical priorities and build the successful organizations of tomorrow.

Our unmatched combination of expert-led, practitioner-sourced and data-driven research steers clients toward the right decisions on the issues that matter most. We're trusted as an objective resource and critical partner by more than 15,000 organizations in more than 100 countries—across all major functions, in every industry and enterprise size.

To learn more about how we help decision makers fuel the future of business, visit www.gartner.com.

Comments or opinions expressed on this blog are those of the individual contributors only, and do not necessarily represent the views of Gartner, Inc. or its management. Readers may copy and redistribute blog postings on other blogs, or otherwise for private, non-commercial or journalistic purposes. This content may not be used for any other purposes in any other formats or media. The content on this blog is provided on an "as-is" basis. Gartner shall not be liable for any damages whatsoever arising out of the content or use of this blog.