We wrap up some key employee experience statistics that highlight the crossroads we’re currently at.

The way we work has changed and so have our expectations.

From quiet quitting to burnout, flexible work to fierce competition for talent, the employee experience is now a business priority.

We unpack the latest stats shaping the world of work in 2025 and what they reveal about what employees really want.

Current state of employee experience

In 2025, the employee experience is at a crossroads.

Workers are more vocal, more values-driven, and more discerning about where – and how – they spend their time and energy.

While technology has enabled more flexible, efficient ways of working, it’s also introduced new challenges, from digital overload to heightened burnout.

Despite progress in engagement strategies, only 23% of employees globally are engaged; a sobering reminder that meaningful connection to work remains elusive for many.

In the UK, that number is even lower at just 10%, reflecting a growing disconnect between workers and the organisations they serve.

One of the clearest signals of strain is burnout.

A staggering 85% of UK employees report experiencing symptoms of burnout, and younger generations are especially vulnerable.

91% of workers aged 18–24 say they’ve felt burned out in the past year.

Mental health is now a business-critical issue, not just a personal one.

At the same time, expectations around flexibility and purpose have transformed.

87% of employees want better support for work-life balance, and hybrid workers report the highest levels of engagement.

Workers are also seeking meaning and development, with 78% saying they’d stay longer if they felt their growth was supported.

Financial pressure is another key dimension. With the cost-of-living crisis lingering, 52% of UK employees say financial stress affects how they feel and perform at work, and 45% lose sleep over money concerns.

All of this paints a complex picture.

Today’s workers are ambitious but exhausted, connected but overwhelmed, and motivated but only when they feel seen, valued, and supported.

So, the employee experience is no longer a “nice to have.” It’s a strategic imperative, one that touches every part of the business from culture and retention to performance and brand reputation.

Employee experience impact on engagement 🔥

Employee engagement refers to how emotionally committed employees are to their work and organisation.

Engaged employees go beyond what’s required, contributing energy, creativity, and discretionary effort.

High engagement is linked to improved performance, retention, and profitability.

Conversely, disengaged employees can drain morale, productivity, and profits making engagement a core focus for leaders aiming to create meaningful workplace experiences.

• Only 23% of employees worldwide are engaged, with the UK notably low at just 10%.
• Disengaged employees cost the global economy $8.8 trillion in lost productivity.
• Companies with highly engaged workforces are 24% more profitable.

Employee experience on retention, growth & onboarding 📈

This area covers how long employees stay with an organisation, the opportunities they have to grow, and how effectively they’re brought on board.

A strong start and a clear path for development are key drivers of employee satisfaction and longevity.

When people feel they’re learning and progressing, they’re far more likely to stay engaged and loyal to the company.

• 78% of employees would stay longer with their current employer if they felt their career growth was supported.
• Strong onboarding programs improve new hire retention by 82%.
• Organisations with strong learning cultures have 30–50% higher engagement and retention.

How feedback & recognition are impacted 💬

This refers to how employees are acknowledged for their contributions and given guidance on how to improve. It includes praise, constructive feedback, and ongoing conversations with managers.

People want to know their work matters and how they can succeed.

Regular, meaningful feedback and recognition foster motivation, performance, and a sense of belonging; making it central to a healthy workplace culture.

• 65% of employees want more frequent feedback from their managers.
• 88% of employees who receive regular feedback feel more engaged.
• 79% of employees who quit cite lack of appreciation as a key reason for leaving.

Don’t forget flexibility & hybrid work 🏡

Flexibility includes remote work, hybrid models, flexible hours, and autonomy over how work is done. It’s about adapting work to fit people’s lives, rather than the other way around.

Flexible work is now a baseline expectation for many. It supports work-life balance, reduces stress, and increases engagement. Companies offering it benefit from higher retention and access to broader talent pools.

• Companies offering remote work options report 25% lower turnover.
• Hybrid workers are the most engaged at 35%, followed by remote (33%) and in-office (27%) employees.
• 87% of employees expect support in balancing work and life.

How employee experience impacts well-being & burnout 🧠

Well-being encompasses mental, emotional, and physical health, while burnout refers to chronic workplace stress that hasn’t been successfully managed.

Healthy employees are more productive, resilient, and creative. Burnout, on the other hand, leads to absenteeism, turnover, and underperformance. Supporting well-being isn’t just good ethics—it’s smart business.

• 85% of UK workers have experienced symptoms of burnout and exhaustion due to work-related stress.
• 63% of UK employees now show signs of burnout, such as exhaustion and disengagement—up from 51% two years ago.
• 91% of employees aged 18–24 report experiencing burnout symptoms
• 82% believe a positive employee experience improves mental health
• 25% of UK workers report feeling unable to cope with workplace stress.
• Nearly 10% of UK adults took time off for mental health reasons over the past year, with almost half of these absences lasting a month or longer.

Key takeaways: What the 2025 employee experience tells us

The numbers don’t lie. Today’s employees are navigating a complex mix of ambition, anxiety, and evolving expectations.

Here’s what the data makes clear:

• Engagement is low, but the desire to feel connected is high. Most employees aren’t truly engaged but they want to be. Recognition, purpose, and regular feedback are non-negotiables.
• Burnout is widespread and urgent. With over 85% of workers reporting symptoms, well-being can’t be a wellness week, it must be baked into culture, leadership, and workload.
• Flexibility is the new foundation. Hybrid and remote work aren’t perks, they’re expected. And when done well, they boost engagement, retention, and performance.
• Growth drives loyalty. Employees are far more likely to stay when they see a future for themselves within the company.
• Financial stress is a hidden productivity killer. Supporting financial well-being is emerging as a key factor in performance and retention.

In 2025, investing in the employee experience isn’t just about keeping people happy, it’s about keeping your business resilient, competitive, and ready for what’s next.