London, UK – 2nd December 2025 – WorkL, today releases its Global Workplace Report 2025, presenting one of the largest global datasets on employee experience, drawing on insights from over 500,000 employees from over 100 countries. The findings reveal a workplace being reshaped by economic instability and rapid technological advancement, but also new opportunities for organisations to boost engagement, retention, productivity and ultimately profit.
A key headline from the report highlights a decisive shift in what male employees want from their working lives, with flexibility emerging as their strongest and most consistent priority. Men are increasingly calling for better work–life balance, specifically through hybrid working arrangements, the option to work from home, and, in many cases, a four-day working week. Unlike previous years, these requests are no longer general, men are now asking for specific, structured flexibility, signalling a growing confidence in voicing wellbeing needs.
This shift coincides with rising satisfaction around working hours, particularly in the UK where men’s scores increased from 75% in 2024 to 78% in 2025. The data suggests that flexibility is not simply a preference but a key factor in men’s engagement, productivity, and mental health, reflecting broader conversations about male wellbeing and the importance of balanced, sustainable working lives.
Global Engagement Steady at 75%
WorkL’s data shows global employee engagement figures holding at 75%, with India (81%), the Philippines (80%) and the UAE (78%) leading the world. Advanced economies underperformed in 2025, including Australia, Ireland and Canada – all scored 71% or below, reflecting growing strain across mature labour markets.
The UK has seen a steady three-year rise, reaching 73%, though concerns remain around fair pay and reward. The USA continues to outperform global averages with an engagement score of 76%, supported by strong job satisfaction and empowerment.
A Growing Flight Risk Crisis Among Young and Minority Groups
WorkL’s Flight Risk metric, the percentage of employees considering leaving their jobs, stands at 20% globally, but climbs sharply among vulnerable groups:
- 16-18-year-olds: 37%
- Employees with less than one year tenure: 27%
- Non-managers: 25%
- Employees identifying as gender “Other”: 34%
- People preferring not to disclose disability status: 35%
Geographically, Egypt (32%), Australia (25%) and the UK (24%) reported the highest Flight Risk, while India (11%), the Philippines (12%) and the UAE (14%) remain the most stable.
Hybrid Work Drives Higher Engagement
As organisations debate return-to-office policies, WorkL’s data provides a clear signal; hybrid workers report the highest engagement (77%), followed by remote workers (76%). Employees who never work from home score just 72%, suggesting enforced office attendance undermines morale and productivity. WorkL’s data also found that 54% of employees feel most productive working from home, compared with only 30% who prefer the office.
The Workplace Happiness Gap is Closing in the UK But Women Still at Higher Risk of Leaving
In the UK, men continue to report slightly higher engagement than women (74% vs 73%), but the gap is narrowing. Women showed strong improvements in workplace anxiety scores, up 4.4 points since 2024.
However, women remain more likely to consider leaving their job (25% vs 22%), driven by challenges around caring responsibilities, uneven support for health needs, and inconsistent flexibility.
Disability Inclusion Lags Globally With the USA a Strong Positive Outlier
Disabled employees continue to experience significantly lower engagement (68%) compared with non-disabled employees (73%). The most pronounced gap is in fair pay, where scores diverge by six points (71% vs 65%).
Remarkably, the USA bucks the global trend, disabled employees in the USA report higher engagement (77%) than the national average (76%), pointing to the impact of strong legal protections and targeted corporate inclusion efforts.
AI and Automation Driving Anxiety, Job Displacement
AI is rapidly reshaping work, particularly early-career roles. Research highlighted in the report shows a 13% decline in employment for early-career workers in AI-exposed roles, contributing to rising insecurity among young people.
Employee sentiment indicates ambiguity in this area, with 62% of workers saying that AI has already changed their job. Many demand better, modern tools for efficiency and others expressed explicit concern about “AI replacing human judgment”. Despite this, 79% of organisations have not yet introduced AI into HR processes, though most say they intend to.
Intergenerational Tensions Rising as Career Ambitions Split
WorkL’s data confirms the rise of “career minimalism”. Young workers increasingly treat work as income, not identity, favouring flexible, value-aligned roles over linear progression. Engagement is lowest among 16-18-year-olds (64%), but peaks among those aged 25-34 (76%). In contrast, older workers (55+) prioritise stability, autonomy, and trust.
Strongest and Weakest Sectors in 2025
Highest Engagement Sectors
- Technology: 81%
- Financial Services: 79%
- Marketing & Advertising: 79%
Lowest Engagement Sectors
- Retail: 71%
- Wholesale: 72%
- Hospitality: 73%
Retail in particular faces acute challenges. UK Retail engagement plunged to 66%, with a 36% Flight Risk, influenced by job insecurity.
Lord Mark Price, Founder of WorkL, said: “Employee happiness is no longer a ‘nice to have’ or a soft HR measure, it is a fundamental driver of organisational performance. This year’s report makes that clearer than ever. When people feel valued, supported and able to thrive, they give more of their energy, creativity and commitment to their work, and that delivers measurable results.
Across the thousands of organisations using WorkL’s employee experience tools, we’ve seen a 36% increase in profits, a 20% rise in productivity and a 22% reduction in Flight Risk. These aren’t isolated outcomes; they are consistent patterns that demonstrate the direct connection between happier people and healthier, more resilient businesses. The companies that will succeed will have a Corporate Happiness Strategy. By listening to their people and taking meaningful action, leaders can build cultures where individuals flourish and, as a result, organisations flourish too.”
Jonny Wilson, Head of Data & Insight at WorkL comments; “This year’s data paints one of the clearest pictures we’ve seen of a workplace in transition. The global averages may appear stable on the surface, but underneath there are powerful shifts driven by age, identity, working patterns and economic uncertainty. What stands out most is how consistent the fundamentals are- wherever they are in the world, employees are asking for fairness, flexibility, and a sense of purpose in their work.
Our analysis reveals stark contrasts; from the exceptionally high engagement in India and the Philippines to the growing instability among younger workers and early-career roles worldwide. At the same time, hybrid working continues to emerge as a major driver of happiness and productivity, while the disability and gender gaps remind us that inclusion is far from complete.”
