Flexible Working Preferences Drive UK Workers’ Job Decisions

Flexible Working Preferences Drive UK Workers’ Job Decisions

Summary:
A significant number of UK workers are increasingly prioritizing flexible working options when considering new job opportunities. A report from specialist recruitment firm Robert Half reveals that a lack of flexibility is causing nearly half of workers to decline job offers, adding complexity to the challenge of talent attraction and retention for employers.

Robert Half’s 2024 Salary Guide, which offers insights into market salaries, hiring trends, and skills requirements across the UK, highlights that while salary remains a crucial factor influencing job decisions (cited by 63% of workers), flexible working arrangements and career development opportunities also play significant roles. Almost 50% of the workforce would turn down a job if the employer did not offer flexible working, while 43% would do the same if career development prospects were insufficient.

The report also underscores the mounting concerns of employers regarding staff attraction and retention, with 75% expressing some level of worry in this regard. Additionally, nearly a third of workers are anxious about how heavy workloads and increased responsibilities impact the retention of their peers.

Kris Harris, Regional Director – UK Technology Solutions, at Robert Half, commented on the findings: “In the current complex hiring landscape, jobseekers are seeking more than just competitive salaries. Flexible working options are growing in importance, with nearly half of workers willing to reject a job that lacks flexibility. Employers should prioritize candidates’ preferences, especially since the job market is evolving, with skills shortages persisting. In this environment, candidates have more leverage, and this often includes their desire for flexible work arrangements.”

Harris also pointed out concerns about excessive workloads and burnout in the workforce, emphasizing the need for both immediate solutions and longer-term strategies. He suggested that the flexible labor market could help manage workloads, and employers should consider investing in contract staff to support full-time employees and mitigate the risk of burnout.