As the UK job market deals with uncertain international relations, increasing cost of living, and changes in employee priorities, companies are evaluating how to attract the highest calibre candidates for their vacant roles.
In January 2025, HR insight software provider New Possible conducted their annual “What Workers Want” survey, which provides information on workers’ values, needs and desires in the workplace.
According to their findings, 39% of employees are considering leaving their current role within the next 12 months. However, if at a company that offers no flexible working arrangements, that number rises to 59% (up from 50% in 2024).
This suggests that flexible working is increasingly a key factor in employment decision making. In fact, when asked about the most important benefits in a new role, 75% of respondents answered flexible hours, with 62% saying home working was a priority. Greater holiday allowance was in third place, being most important for 48%.
Clearly, work-life balance is at the forefront of employees’ minds in 2025. According to a survey by CVGenius, 51% of workers would accept a lower salary in exchange for full remote working. Meanwhile, 66% would be willing to leave a role if a full-time office mandate was implemented.
A look at the other side of the recruitment process supports this too. In an IWG survey (per The Guardian), 73% of recruiters feel that lack of hybrid working makes a company less competitive in the job market. The survey also agrees that flexible hours, home working, and more holiday are the most popular benefits.
Key Takeaways
- Flexible working tends to be most important
- Salary is frequently less valuable than work-life balance
- Employers who don’t offer flexibility may be less competitive in the job market
It seems that if employers want to maximise the attractiveness of their job vacancies – and therefore attract the best talent – work flexibility is paramount.
It’s clear that work-life balance more important to workers than ever. Companies that don’t recognise and react to this risk being left behind in the employment landscape.