Flexible working continues to be the enduring theme of workplace conversations

Economic uncertainty and rapid technological change are reshaping expectations for both employers and employees, with flexible working continuing to be underlying theme of most workplace conversations. According to the 2025 Global Workplace Report from WorkL based on feedback from more than half a million employees across over one hundred countries, there are also widening divides between generations, differing attitudes towards career ambition and a continued rise in anxiety linked to automation.

One of the most notable trends centres on the changing expectations of male employees. WorkL’s data indicates that men are placing far greater importance on flexibility than in previous years, with hybrid arrangements, the option to work from home and in some cases a four day week emerging as clear priorities. The report suggests that these requests are increasingly specific rather than general, reflecting a shift in confidence around expressing wellbeing needs. This change aligns with rising satisfaction around working hours, particularly in the UK where men’s scores increased from 75 percent in 2024 to 78 percent in 2025. The findings imply that flexibility is becoming a central factor in men’s engagement and mental health.

Global employee engagement remains steady at 75 percent. India, the Philippines and the UAE lead international rankings, while advanced economies including Australia, Ireland and Canada have fallen behind, all scoring 71 percent or below. The UK has recorded a gradual rise to 73 percent, although concerns persist around fair pay and reward. The USA continues to perform above the global average with a score of 76 percent, supported by strong results for job satisfaction and empowerment.

WorkL’s Flight Risk metric, which measures the proportion of employees considering leaving their roles, stands at 20 percent worldwide but is significantly higher for certain groups. Young workers aged 16 to 18 report a Flight Risk of 37 percent, while those with less than one year of tenure are also more likely to move on. Non managers, employees identifying their gender as Other and those who prefer not to disclose disability status also show elevated levels of intention to leave. At a national level, Egypt records the highest score at 32 percent, followed by Australia and the UK. India, the Philippines and the UAE appear more stable.

The data suggests that hybrid working remains strongly linked to positive employee sentiment. Hybrid employees report an engagement score of 77 percent, with remote workers close behind at 76 percent. Those who never work from home record a significantly lower score of 72 percent. More than half of employees say they are most productive when working from home, compared with 30 percent who prefer the office. This continues to shape debates around return to office policies.

The report also highlights a narrowing of the workplace happiness gap in the UK. Men continue to record slightly higher engagement than women, at 74 percent compared with 73 percent, but the difference is decreasing. Women show a noticeable improvement in anxiety scores. However, they remain more likely to consider leaving their jobs, reflecting ongoing challenges linked to caring responsibilities, uneven support for health needs and patchy access to flexible working.

Global results show persistent gaps in the experience of disabled employees. Engagement among disabled workers stands at 68 percent compared with 73 percent for non disabled employees, with the largest differences found in perceptions of fair pay. The USA stands out as the only country where disabled employees report higher engagement than the national average.

Technology remains a source of uncertainty. Employment among early career workers in AI exposed roles has fallen by 13 percent, contributing to rising anxiety among younger groups. Sixty two percent of employees say that AI has already changed their job, with mixed views about the impact. Most organisations have yet to introduce AI into HR processes, although many indicate plans to do so.

The report also notes a continued rise in what it describes as career minimalism. Engagement among 16 to 18 year olds is the lowest recorded at 64 percent, with younger staff placing greater emphasis on flexibility and values than on progression. Engagement peaks among those aged 25 to 34 before falling again among older groups, who tend to prioritise security and autonomy.

Sector results show technology at the top of the rankings with an engagement score of 81 percent, followed by financial services and marketing and advertising. Retail remains among the lowest scoring sectors at 71 percent. UK retail in particular reports an engagement score of 66 percent and a Flight Risk of 36 percent, reflecting growing concerns around job security.