New research from HiBob, a human resources technology company, finds most workers in the United Kingdom (U.K.) say workplace pressure has grown over the past two years, and more than four in 10 are actively considering quitting because of it.
The survey found 58 per cent of workers say pressure in their role has increased compared with two years ago. More than four in 10 workers, 42 per cent, say they are actively considering leaving their job due to workplace pressure, and a further 11 per cent are already job hunting.
“What we’re seeing isn’t simply a wellbeing issue. It’s a workforce transformation issue. For years, organizations have invested heavily in technologies that make work faster, more connected, and more accessible,” said Toby Hough, vice-president, people and culture, EMEA at HiBob.
The research points to a workplace culture where employees are expected to be constantly reachable. Key findings include:
- 49 per cent of workers feel expected to always be available
- 36 per cent regularly work late
- 37 per cent say they would accept lower pay for a less stressful job
Work is spilling into personal time
The survey found workers are struggling to switch off from their jobs. More than a quarter, 27 per cent, say failing to respond to messages outside working hours would harm their career.
Work is increasingly intruding on personal moments, according to the survey. Findings include:
- 42 per cent admit checking work messages in the middle of conversations
- 41 per cent check messages while in the bathroom
- 29 per cent check messages while on a date
- 47 per cent say there is no longer a clear quiet period at work
- 51 per cent say they have less time to recover between busy periods than they used to
The pressure is taking a toll on workers’ health, the survey found. Nearly half, 47 per cent, say they feel mentally exhausted at the end of most working days. Another 41 per cent say work negatively affects their sleep, and a third, 33 per cent, believe their current job is unsustainable long term.
“What many haven’t done is redesign how work gets done. The result is a growing gap between what organizations expect from employees and what people can sustainably deliver. Too many businesses still equate performance with availability. But the most successful organizations of the next decade will be those that move beyond measuring activity and start enabling impact,” Hough said.
Managers say they are also under strain
The survey also polled managers, and found they are struggling with rising pressure on their teams. More than three-quarters, 76 per cent, say pressure on their team has increased over the past two years. Findings among managers include:
- 72 per cent feel pressure from senior leadership to maintain high performance
- 54 per cent say they struggle to balance performance expectations with employee wellbeing
- 36 per cent say they have personally taken on extra work to reduce pressure on their teams
- 87 per cent feel responsible for protecting employees from excessive workplace pressure
- 51 per cent say they feel underprepared and out of their depth dealing with these challenges
- 68 per cent say they would benefit from clearer guidance on managing high-performing teams
“The future of work isn’t about asking people to do more. It’s about asking a more fundamental question: what is the work, who should do it, and how should it get done? Leaders need the intelligence, visibility, and confidence to redesign work, deploy talent more effectively, and create environments where people can perform at their best without burning out. Organizations that fail to make that shift risk creating workforces that are constantly connected but increasingly disengaged,” Hough said.
Methodology
The worker survey was conducted by Censuswide among a sample of 2,000 U.K. workers between May 14 and May 19, 2026. The manager survey was conducted by Censuswide among a sample of 501 U.K. managers working white-collar jobs at companies that use artificial intelligence, between May 15 and May 19, 2026. Censuswide is a member of the Market Research Society and the British Polling Council.
