2022
9
UK The Working Life Market Report 2022
2022-05-24T04:05:17+01:00
OX1104597
2995
151343
[{"name":"Work and Employment","url":"https:\/\/store.mintel.com\/industries\/life-stages\/work-employment"}]
Report
en_GB
“While the pandemic caused significant disruption to working lives, it also cleared the way for a new working culture to be developed. Workers are no longer prepared to stick to…

UK The Working Life Market Report 2022

$ 2,995 (Excl.Tax)

Description

The Working Life Market Report UK identifies workers’ behaviours regarding work-life balance, the growth of remote working and unemployment rates in the UK labour market. This report covers the UK labour market size, market forecast, market segmentation and future workplace trends.

Click here to have a look at our Working Life in Germany Report (DE Version).

Current Landscape of the UK Labour Market

The working life market report outlines how spiralling inflation and the consequent rising cost of living means workers’ wages aren’t stretching as far as they used to and household budgets are being squeezed. While not all employers will be willing or able to raise wages, they should at least consider other non-financial benefits they can offer to support employees, such as discounted gym memberships.

 

UK Labour Market Share and Working from Home Statistics

Mintel’s workplace market research indicates that gender inequalities in the workplace are still prevalent, evident through the gender pay gap as well as in attitudes felt by and towards women in the workplace.

Indeed, many women still require additional flexibility at work to manage caregiving duties which impacts their progression in the workplace. If employers in the UK labour market are not progressing gender equality seriously in the workplace, they risk impacting future workplace trends and losing the support of women and younger female employees in particular.

  • 56% of the UK who work from home describe it as flexible.
  • 46% of the UK is interested in a good pension scheme.
  • 56% of UK workers often work longer than their contracted hours.
  • 67% of UK workers are happy with their work/life balance.

Future Workplace Trends

The pandemic upended working routines and allowed for a redefining of future workplace trends and culture, including giving many workers control over their time and the ability to work from home. Mintel’s workplace market research identifies that flexibility will now become a core demand from employees, and employers that can provide this will successfully retain and attract employees.

To discover more about the UK The Working Life Market Report 2021, read our UK British Lifestyles Market Report 2021or take a look at our extensive Consumer Lifestyles Market Research.

 

 

Quickly Understand

  • Explores the UK labour market, including working from home statistics, unemployment rate and job vacancies.
  • How likely workers are to look for a new job in the next 12 months and why they are likely to do so.
  • Working from home statistics: How workers feel about home vs out-of-home working.
  • How workers are spending their break time.
  • Interest in various employee benefits and initiatives and explores future workplace trends.
  • Workers’ behaviours around work/life balance.
  • Workers’ attitudes towards employers’ social, ethical and environmental policies.
  • Explores UK labour market share and UK labour market size.

 

 

Expert Analysis from a Specialist in the UK Labour Market

This report, written by Francesca Smith, a leading analyst in consumer lifestyles, delivers in-depth commentary and analysis to highlight current and future trends in the workplace and add expert context to the numbers.

While the pandemic caused significant disruption to the UK labour market, it also cleared the way for a new working culture to be developed. Workers are no longer prepared to stick to rigid working routines and want to gain a greater sense of control in their lives. Workers are increasingly demanding a more flexible and balanced approach to work and employers that can provide flexibility, in whatever form this may take, will be best-placed to retain current employees, boost productivity and attract new talent.”

Francesca Smith
Research Analyst

 

Table of Contents

  1. Overview

    • Key issues covered in this Report
    • Market context
  2. Executive Summary

    • The market
    • Employment held up better during the pandemic than expected
      • Figure 1: Unemployment rate, UK, 2012-22
    • Number of job vacancies reach record high …
      • Figure 2: Number of job vacancies three month average, UK, 2012-22
    • … but wage growth has fallen behind inflation
      • Figure 3: Average weekly earnings annual growth rates, seasonally adjusted, Great Britain, 2012-22
    • Financial confidence is higher among remote workers
      • Figure 4: Financial wellbeing, by working location, 2022
    • Gender pay gap on a slow decline
      • Figure 5: Gender pay gap for median gross hourly earnings, UK, 2001-21
    • The consumer
    • Over a third of workers are likely to make a career change
      • Figure 6: Career change expectations, 2022
    • Money is the main motivator
      • Figure 7: Reasons for expecting career change, 2022
    • The flexibility of working from home proves popular
      • Figure 8: Workers’ perceptions of at-home vs out-of-home working, 2022
    • Most workers are taking a sufficient break
      • Figure 9: Length of main break at work, 2022
    • Workers keeping busy in their breaks
      • Figure 10: How workers spend their lunch/main break, 2022
    • Flexibility at work is becoming core demand
      • Figure 11: Interest in employee initiatives/benefits, 2022
    • Workers are burning themselves out
      • Figure 12: Work/life balance behaviours, 2022
    • Employers’ social and environmental policies can help them stand out
      • Figure 13: Attitudes towards employers’ social, ethical and environmental initiatives, 2022
  3. Issues and Insights

    • Rising cost of living could lead to further demand for working from home
    • Redefining working culture
    • Young adults want work to support their physical and mental wellbeing
    • It’s time for an ethics check for employers
  4. Market Drivers

    • GDP rebounded post-COVID but slower growth is expected
      • Figure 14: Gross Domestic Product, in millions , UK, 2011-21
    • Unemployment rate continues to fall
      • Figure 15: Unemployment rate, UK, 2012-22
    • Number of job vacancies reaches record high …
      • Figure 16: Number of job vacancies three month average, UK, 2012-22
    • … but high inflation is dampening wage growth
      • Figure 17: Average weekly earnings annual growth rates, seasonally adjusted, Great Britain, 2012-22
    • Cost of living concerns coming to the fore
      • Figure 18: Consumer concerns about household finances, 2021-22
    • Financial wellbeing remains higher among remote workers
      • Figure 19: Financial wellbeing, by working location, 2022
    • Significant shift in working life
      • Figure 20: Working location, 2022
    • The gender pay gap is declining, but women still face significant barriers
      • Figure 21: Gender pay gap for median gross hourly earnings, UK, 2001-21
  5. Career Changes and Expectations

    • Over a third of workers expecting to make a career change
      • Figure 22: Career change expectations, 2022
    • Women need help to make the leap
      • Figure 23: Career change expectations, by gender, 2022
    • Gen Z and Young Millennials are most likely to want a change
      • Figure 24: Career change expectations (NET), by generation, 2022
  6. Reasons for Career Change

    • Money is the main motivator
      • Figure 25: Reasons for expecting career change, 2022
    • Achieving work/life balance is key for employee retention
      • Figure 26: Proportion of employed adults who are likely to look for a job in the next year that are looking to improve their work/life balance, by working location, 2022
    • Older Millennials looking for security at work
      • Figure 27: Workers looking for better employee benefits and job security as a reason for possible career change, by generation, 2022
  7. Home Vs Out-of-Home Working

    • Flexibility is the core benefit of working from home, particularly for mothers
      • Figure 28: Workers’ perceptions of at-home vs out-of-home working, 2022
    • Perception of productivity varies among workers
    • Working from home has won over workers
      • Figure 29: Workers’ perceptions of working from home, by working location, 2022
    • Businesses should drop the formalities
    • Working out of the home boasts social wellbeing benefits
      • Figure 30: Proportion of workers that associate working from home with being ‘supportive’, by age, 2022
  8. What Are Workers Doing On Their Break?

    • Most workers are taking a sufficient break
      • Figure 31: Length of main break at work, 2022
    • Over half prepare their lunch themselves
      • Figure 32: How workers spend their lunch/main break, 2022
      • Figure 33: Examples of food products that offer lunch suggestions and recipe ideas on packaging
    • Young adults not getting the healthy break they need
      • Figure 34: How workers spend their lunch/main break, by age, 2022
    • Get employees moving in break time
      • Figure 35: Workers exercising in their lunch/main break, by working location, 2022
  9. Interest in Employee Benefits

    • Flexibility at work is a core demand
      • Figure 36: Interest in employee initiatives/benefits, 2022
    • Younger workers want health and wellbeing benefits…
      • Figure 37: Interest in health and wellbeing benefits, by age, 2022
    • … while older workers value insurance-based benefits
      • Figure 38: Interest in pension and insurance benefits, by age, 2022
  10. Work/Life Balance

    • Concerning number of workers work when unwell
      • Figure 39: Work/life balance behaviours, 2022
    • Younger workers are burning out
      • Figure 40: Agreement with behaviours towards work/life balance, by age, 2022
    • Encourage older colleagues to socialise
      • Figure 41: Workers who are regularly socialising with their colleagues outside of work, by age, 2022
  11. Employers’ Social, Ethical and Environmental Check-Up

    • Diversity and inclusion needs to be pushed further in the workplace
      • Figure 42: Attitudes towards employers’ social, ethical and environmental initiatives, 2022
    • Time for a sustainability check
      • Figure 43: “I would care about a potential employers environmental policies”, by age, 2022
    • But how dedicated are employees?
      • Figure 44: “I’ve researched my employer’s gender pay gap”, by age, 2022
    • Employers should partner with charities
  12. Appendix – Data Sources, Abbreviations and Supporting Information

    • Abbreviations
    • Consumer research methodology

About the report

This market report provides in-depth analysis and insight supported by a range of data. At the same time, introductory and top-level content is provided to give you an overview of the issues covered.

Market

Mintel provides a range of market information, frequently through the category level, including market size and forecasting, complete with market drivers that illustrate the forces that shape a category or market.

Consumer

Mintel’s proprietary consumer research provides our analysts with the attitudinal and behavioral data used to provide valuable insight to topical issues.

Brand/Company

Mintel provides overviews of the top brands and manufacturers, and uses consumer research to explore attitudes and reactions to brands, as well as insight into what will resonate with consumers.

Data

Market reports provide appendices of data to support the research and insight produced. Our databooks* are easily manipulated and downloadable to support your research needs and covers factors from consumer attitudes to market forecasts.

*databooks not available with UK B2B Industry reports.

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