{"id":14101,"date":"2026-03-04T07:00:00","date_gmt":"2026-03-04T07:00:00","guid":{"rendered":"https:\/\/www.hiringlab.org\/uk\/?p=14101"},"modified":"2026-03-03T18:30:41","modified_gmt":"2026-03-03T18:30:41","slug":"job-switching-in-the-uk-who-stays-put-and-who-moves-on","status":"publish","type":"post","link":"https:\/\/www.hiringlab.org\/uk\/blog\/2026\/03\/04\/job-switching-in-the-uk-who-stays-put-and-who-moves-on\/","title":{"rendered":"Job Switching in the UK: Who Stays Put, and Who Moves On?"},"content":{"rendered":"\n<p><strong>Key points:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Job switching varies by occupation<\/strong>: Around 2.4% of Indeed users in the UK change jobs each month, with 63% of these moving into a different occupation. Turnover is highest in entry-level roles such as loading &amp; stocking, food preparation &amp; service, and hospitality &amp; tourism, and lowest in occupations like beauty &amp; wellness, nursing, and electrical engineering.\u00a0<\/li>\n\n\n\n<li><strong>Barriers and accessibility influence mobility<\/strong>: Roles with lower entry requirements or more generalised skills attract more external talent, while specialised professions such as nursing, dentistry, and software development experience lower inflows and stronger occupational attachment.<\/li>\n\n\n\n<li><strong>Demand and skill investment drive retention<\/strong>: Occupations with high demand or significant barriers to entry see fewer workers leaving. High-demand or specialised roles, especially in healthcare, have lower exit rates, whereas temporary or junior roles in sectors like hospitality and retail experience much higher exit rates.<\/li>\n<\/ul>\n\n\n\n<p>People change jobs for a variety of <a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2025\/12\/17\/why-workers-search-pay-leads-but-meaning-matters-more-than-ever\/\" target=\"_blank\" rel=\"noreferrer noopener\">reasons<\/a>. Higher pay or career advancement are obvious motivators, but many workers also seek reduced stress, better job security, and\/or improved work\u2013life balance. Others are driven by external factors, like a relocation or change in health, or negative experiences in their current role, such as redundancy.<\/p>\n\n\n\n<p>Around 2.9 million people in the UK changed jobs in 2025, according to <a href=\"https:\/\/www.ons.gov.uk\/employmentandlabourmarket\/peopleinwork\/employmentandemployeetypes\/datasets\/labourforcesurveyflowsestimatesx02\" target=\"_blank\" rel=\"noreferrer noopener\">the Office for National Statistics (ONS)<\/a>. Approximately 1.2 million UK workers also switched career paths, leaving their previous industry entirely.\u00a0<\/p>\n\n\n\n<p>Hiring Lab used Indeed data to track career pathways based on the job histories users record on their CVs, allowing us to see where talent comes from and where it goes. Each month, around 2.4% of UK Indeed users with an uploaded CV change jobs. Around 63% of these workers move into a different occupation.&nbsp;<\/p>\n\n\n\n<p>Some occupations are far more attractive to external talent than others, and workers also show very different levels of attachment across occupations. One important caveat is that job-switching rates observed on Indeed are likely higher than in the wider labour market. As a job-matching platform, Indeed naturally attracts users who are actively looking for new opportunities, while those who are content in their roles are less likely to engage.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Occupations where job switching is most and least common<\/h2>\n\n\n\n<p>Between 2022 and mid-2025, around 2.4% of Indeed users in the UK \u2013 roughly one in 42 \u2013 switched into a new job each month. However, job switching rates varied markedly across occupations.&nbsp;<\/p>\n\n\n\n<p>Turnover was highest in the loading &amp; stocking and food preparation &amp; service categories,&nbsp; where around 3.2% of workers moved into a new job each month. That was followed by hospitality &amp; tourism and data &amp; analytics (both 2.9%). Higher mobility in these roles likely reflects a combination of lower pay and a greater prevalence of entry-level positions. These jobs are often seen as stepping stones, attracting younger workers who tend to switch jobs more frequently.&nbsp;<\/p>\n\n\n\n<p>In contrast, greater workforce stability is evident in occupations such as beauty &amp; wellness (1.6%), nursing (1.7%) and electrical engineering (1.8%), where job switching is less common.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"704\" height=\"1024\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-704x1024.png\" alt=\"Bar graph titled \u201cUK monthly job switching rate\u201d. With a horizontal axis ranging from 0 to 3%, around 2.4% of Indeed users change jobs each month, ranging from 3.2% in loading &amp; stoking to 1.6% in beauty &amp; wellness.\u00a0\" class=\"wp-image-14102\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-704x1024.png 704w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-206x300.png 206w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-768x1117.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1056x1536.png 1056w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image.png 1100w\" sizes=\"auto, (max-width: 704px) 100vw, 704px\" \/><figcaption class=\"wp-element-caption\"><em>Bar graph titled \u201cUK monthly job switching rate.\u201d With a horizontal axis ranging from 0 to 3%, around 2.4% of Indeed users change jobs each month, ranging from 3.2% in loading &amp; stoking to 1.6% in beauty &amp; wellness.\u00a0<\/em><\/figcaption><\/figure>\n\n\n\n<p>Some occupations are also more attractive or accessible to external talent. Hospitality &amp; tourism, medical information, real estate and logistic support, for example, all see a high volume of job switchers coming from other fields.<\/p>\n\n\n\n<p>These roles typically have lower barriers to entry or rely on more generalised skills that overlap with other occupations, making career transitions easier. By contrast, professions such as nursing, dentistry and software development require specialised skills or extensive education and training, limiting the pool of external candidates.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The jobs that people don\u2019t want to leave<\/h2>\n\n\n\n<p>Some occupations appear to inspire stronger loyalty than others or are simply harder to leave. Factors such as work\u2013life balance, pay and conditions, passion for the work, or a desire not to \u201cwaste\u201d one\u2019s education or training can all play a role.<\/p>\n\n\n\n<p>Between 2022 and mid-2025, dental was the profession with the lowest overall exit rate, with just 37% of job switchers leaving the field. Within the sector, however, leaving rates varied widely \u2013 75% of dental assistants that got a new job ended up leaving the dental sector, compared to just 17% of dental hygienists. Other occupations with relatively low exit rates included software development (41%), personal care &amp; home health (42%), driving (43%) and nursing (46%), highlighting a clear healthcare theme among workers most likely to stay in their chosen field.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"927\" height=\"1024\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2-927x1024.png\" alt=\"Table titled \u201cJobs people are most and least likely to leave.\u201d Dental is the occupation that workers are least likely to leave, with just 37% of job switching leaving the profession from 2022 to mid-2025.\u00a0\" class=\"wp-image-14104\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2-927x1024.png 927w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2-272x300.png 272w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2-768x848.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2-1391x1536.png 1391w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180452\/image-2.png 1449w\" sizes=\"auto, (max-width: 927px) 100vw, 927px\" \/><figcaption class=\"wp-element-caption\"><em>Table titled \u201cJobs people are most and least likely to leave.\u201d Dental is the occupation that workers are least likely to leave, with just 37% of job switching leaving the profession from 2022 to mid-2025.\u00a0<\/em><\/figcaption><\/figure>\n\n\n\n<p>A common, though not universal, factor among these loyal professions is a high barrier to entry. Workers often invest significant time in gaining experience, education, qualifications and training. This long-term commitment may reflect passion for the work, the sacrifices made to reach their current position, or a reluctance to \u201cwaste\u201d that investment by leaving the profession.<\/p>\n\n\n\n<p>At the other end of the spectrum are occupations that are often treated as temporary waypoints rather than long-term careers. In hospitality &amp; tourism and medical information, 87% of job leavers between 2022 and mid-2025 exited the occupation altogether, ahead of arts &amp; entertainment (83%), real estate (82%) and retail (82%).&nbsp;<\/p>\n\n\n\n<p>Many roles in these fields are junior or entry-level in nature. Hospitality, in particular, is frequently a first step into the labour market for young people, but seldom a destination they remain in over the longer term.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">High-demand occupations are \u2018stickier\u2019<\/h2>\n\n\n\n<p>Occupational exit rates appear to move with relative demand conditions. Occupations with stronger hiring demand \u2013 as reflected in higher average Indeed Job Posting Index (JPI) values \u2013 tend to see a smaller share of job switchers leaving for other occupations. This suggests that when workers perceive good prospects and a degree of security within their current occupation, they are more likely to remain on that career path.<\/p>\n\n\n\n<p>Conversely, weaker demand or limited advancement opportunities can act as push factors, increasing the likelihood that job switchers look beyond their current occupation. The data also show that roles requiring highly specialised skills \u2013 particularly in healthcare \u2013 exhibit consistently lower exit rates, pointing to stronger occupational attachment and fewer viable outside options.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"585\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1-1024x585.png\" alt=\"Scatterplot titled \u201cExit rates are lower in high-demand occupational categories\u201d shows a negative relationship between the average value of the Indeed Job Postings Index and the share of individuals who switched jobs by leaving their previous occupation.\u00a0\" class=\"wp-image-14103\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1-1024x585.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1-300x171.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1-768x439.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1-1536x877.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/03\/03180451\/image-1.png 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Scatterplot titled \u201cExit rates are lower in high-demand occupational categories\u201d shows a negative relationship between the average value of the Indeed Job Postings Index and the share of individuals who switched jobs by leaving their previous occupation.\u00a0<\/em><\/figcaption><\/figure>\n\n\n\n<p>The interactive chart below shows the mobility flows between different professional categories. It indicates where incoming workers come from and which categories outgoing workers are moving towards.<\/p>\n\n\n<style>\n       .errordiv { padding:10px; margin:10px; border: 1px solid #555555;color: #000000;background-color: #f8f8f8; width:500px; }#advanced_iframe {visibility:visible;opacity:1;vertical-align:top;}.ai-info-bottom-iframe { position: fixed; z-index: 10000; bottom:0; left: 0; margin: 0px; text-align: center; width: 100%; background-color: #ff9999; padding-left: 5px;padding-bottom: 5px; border-top: 1px solid #aaa } a.ai-bold {font-weight: bold;}#ai-layer-div-advanced_iframe p {height:100%;margin:0;padding:0}<\/style><script type=\"text\/javascript\">var ai_iframe_width_advanced_iframe = 0;var ai_iframe_height_advanced_iframe = 0;function aiReceiveMessageadvanced_iframe(event) {  aiProcessMessage(event,\"advanced_iframe\", \"true\",\"\",\"false\",\"false\");}if (window.addEventListener) {  window.addEventListener(\"message\", aiReceiveMessageadvanced_iframe);} else if (el.attachEvent)  {  el.attachEvent(\"message\", aiReceiveMessageadvanced_iframe);}var aiOnloadScrollTop=\"true\";var aiShowDebug=false;\n\t\tif (typeof aiReadyCallbacks === 'undefined') {\n\t\t\tvar aiReadyCallbacks = [];\n\t\t} else if (!(aiReadyCallbacks instanceof Array)) {\n\t\t\tvar aiReadyCallbacks = [];\n\t\t}    function aiShowIframeId(id_iframe) { jQuery(\"#\"+id_iframe).css(\"visibility\", \"visible\");    }    function aiResizeIframeHeight(height) { aiResizeIframeHeight(height,advanced_iframe); }    function aiResizeIframeHeightId(height,width,id) {aiResizeIframeHeightById(id,height);}<\/script><iframe id=\"advanced_iframe\"  name=\"advanced_iframe\"  src=\"https:\/\/hiring-lab.github.io\/pages\/job-transitions-sankey-diagrams\/UK-dropdown-interactive-sankeys.html\"  width=\"779\"  height=\"1400\"  frameborder=\"0\"  border=\"0\"  allowtransparency=\"true\"  loading=\"lazy\"  style=\";border-width: 0px;;border: none;;width:779px;;height:1400px;\" ><\/iframe><script type=\"text\/javascript\">var ifrm_advanced_iframe = document.getElementById(\"advanced_iframe\");var hiddenTabsDoneadvanced_iframe = false;\nfunction resizeCallbackadvanced_iframe() {}<\/script><script type=\"text\/javascript\"><\/script><p style=\"display:block !important; visibility:visible !important;margin: -18px 14px 0 0;padding-left: 3px;padding-top:3px;background: white; overflow: hidden; position: relative; line-height:15px;width: fit-content;\"><small style=\"display:block !important;visibility:visible !important\">powered by Advanced iFrame<\/small><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h2>\n\n\n\n<p>Job mobility varies widely across the UK labour market, with important implications for recruitment and staff retention. While around 2.4% of Indeed users change jobs in an average month, rates range from 3.2% in loading &amp; stocking to 1.6% in beauty &amp; wellness.<\/p>\n\n\n\n<p>High-turnover roles often serve as entry points for junior workers, providing valuable experience, but retaining staff in these positions can be challenging. Low-turnover occupations face a different issue: attracting external talent is harder, making training and development essential to fill vacancies.<\/p>\n\n\n\n<p>Ultimately, retention differs markedly by occupation. Nurses, dentists and tech workers may move between employers to seek better conditions or opportunities, but they seldom leave their profession entirely.<\/p>\n\n\n\n<p><strong>Methodology<\/strong><\/p>\n\n\n\n<p><em>We identify job switches based on the start and end dates of work experiences communicated on individual resumes. We limit our analysis to profiles in which the job start and end dates include the year and the month, rather than only the year. We focus on the 2022 to mid-2025 post-pandemic period.&nbsp;<\/em><\/p>\n\n\n\n<p><em>A job switch is any job start preceded by another work experience. We define the job switch rate as the ratio of the number of job experiences starting in month t that were preceded by other job experiences on the resume, divided by the total number of job experiences in the dataset that include month t. The occupation switch rate is calculated as the ratio of the number of job experiences starting in month t, with previous experience in a different occupation, divided by the total number of job experiences in the dataset that include month t.<\/em><\/p>\n\n\n\n<p><em>The occupational exit rate among job switchers is calculated as the ratio of the number of experiences in category i, which are followed by a job experience in a different category during period t, divided by the total number of experiences in category i that precede a job experience in period t. The calculation is based on switches from one stable job to another (&gt;6 months tenure in both jobs) to avoid capturing seasonal jobs or internships, with a maximum gap of 6 months in between.<\/em><\/p>\n\n\n\n<p><em>If the occupational exit rates of job switchers appear high, there are a few important caveats to remember. First, since Indeed is a job matching platform, individuals in long-term, stable employment relationships who don\u2019t actively search for jobs are less likely to be represented in our data. Second, resume-writing conventions may differ across occupations and job types, affecting how experiences are reported. For instance, self-employment and freelance work may be reported by summarizing multiple short-term engagements under a single, continuous role, only distinguishing a new experience if it represents a significant shift. Third, some occupational categories \u2014 such as management or administrative assistance \u2014 are more likely to attract talent from a broad range of occupations. This can inflate apparent switching rates into and out of those roles.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Job switching varies markedly by occupation, shaped by entry barriers, skill specialisation and labour demand.<\/p>\n","protected":false},"author":103,"featured_media":14105,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"recruiter-hub-blocks.php","format":"standard","meta":{"_acf_changed":true,"footnotes":""},"categories":[1],"tags":[251],"post_mwm_category":[351,349],"post_topic":[],"post_content_type":[],"post_duration":[],"post_actions":[],"post_franchise":[],"post_mwm_author":[305],"class_list":["post-14101","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-spotlight","post_mwm_category-jobseeker-behaviour","post_mwm_category-state-of-the-labour-market","post_mwm_author-jackkennedy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin 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