Cost-of-living pressures keeping unhappy employees in their jobs, research finds 

More than a quarter of UK employees say they have stayed in roles longer than they would like due to economic conditions, highlighting the growing influence of financial pressures on workplace decisions. 

New research from Reward Gateway | Edenred found that 26 per cent of working Britons remain in their current role despite being unhappy, largely because of concerns about the wider economic climate and personal finances. 

The study, which surveyed more than 2,000 UK employees, found that 60 per cent are worried about financial pressures when considering the job market and the UK economy. 

Salary remains the dominant factor influencing career decisions. Some 86 per cent of respondents said pay plays a role in choosing a new employer, slightly ahead of work-life balance (84 per cent) and job security (83 per cent). Benefits and perks were also cited by three quarters of employees as an important factor. 

The findings suggest that many employees may feel unable to move jobs, even when they are dissatisfied in their current role. 

Alongside the 26 per cent who say they have stayed in a role due to economic conditions, 17 per cent reported remaining in their position to retain access to workplace benefits. 

At the same time, financial pressures are also prompting some workers to consider leaving their current role. Nearly one in five employees (19 per cent) said they are planning to move jobs in search of higher pay or a stronger compensation package. 

Economic uncertainty is shaping employee sentiment more broadly. More than half of respondents (56 per cent) said they are concerned about the overall economy, while 51 per cent worry about the need for stability in their employment. 

Other concerns include job availability (46 per cent), a perceived lack of suitable roles (44 per cent) and the risk of losing workplace benefits (41 per cent) when changing jobs. 

Chris Britton, people experience director at Reward Gateway | Edenred, said traditional assumptions about employee retention may no longer hold true. 

“Traditionally, long tenures and high retention rates have been a sign of a good place to work, whether that meant pleasant work culture, generous benefits or quick progression,” he said. 

“In recent years, this is no longer the case. In a time where stability is ‘more important’ than wellbeing, employees are holding onto their jobs as a solution to rising costs and economic uncertainty rather than exploring what else is available to them.” 

Britton warned that this dynamic could lead to disengagement and burnout if organisations fail to support employees effectively. 

“This can lead to an unmotivated, burn-out workforce rather than a creative, innovative and productive one,” he said. 

The research also suggests employers have an opportunity to improve the experience of employees who feel financially constrained in their roles. 

“Businesses are in the unique position to transform the lives of their workforce, especially in uncertain or difficult times,” Britton added. 

“Whether this is introducing new low-cost benefit schemes, or adopting new strategies to improve workplace culture, even the smallest of steps can make a significant difference in the lives of employees.” 

As cost-of-living pressures continue to affect UK households, the findings highlight the growing link between financial wellbeing, job satisfaction and workforce stability. For employers, supporting employees through meaningful benefits, financial wellbeing initiatives and fair pay structures may become increasingly important in maintaining engagement and productivity at work.