New perkbox research on the value of employees warns of the imminent retention crisis
September 17is 2025 – The United Kingdom is on the verge of a workplace Exodus value,, With new research revealing that 54% of undervalued employees plan to seek new opportunities in 2026. This undervaluation crisis sweeps away from British workplaces; with devastating consequences for retention, productivity and well-being according to the report commissioned by the global social benefits of the employees Perkbox.
The study of 4,000 British employees found that 42% feel undervalued at workresulting in a spectacular drop in morale, productivity and retention. Among the general staff, 34% plan to leave their jobs next yearA figure that increases sharply among those who feel neglected. This exodus value highlights the widening gap between employee expectations and employers of the employee value proposal (EVP).
“The perception of employees of the way they are appreciated by their employers naturally have an impact on their morale and, in turn, commitment, productivity and detention,” said Doug Butler, CEO of Perkbox.
“Targeted strategies and tools that promote cultures where all employees feel valued are interesting investments in time and resources for businesses in our current social and economic environment.”
The difference in value and why is important
Research also exposes a critical action gap; While employers and employees are largely aligned to recognize the importance of feeling valued, the execution is lagging behind. This gap is particularly urgent now, because pressure from the cost of living, shortages of skills in progress and the prospects of 2026 make retention and engagement more vital than ever. Many employees also remain in roles despite feeling neglected, largely due to financial pressures and fears about employment safety. But far from solving the problem, this trend may compose it:
- Public sector staff feel less valued that peers in the private sector (6.40 against 6.92 out of 10).
- Large companies (more staff) The lowest score on the value of employees (6.21), which suggests that recognition is diluted on a large scale.
- 40% say that their employer does not do enough To make them feel valued.
- Motivation decreases by 57% Among the undervalued employees, alongside a 50% drop in morale And 47% enthusiasm.
Employers agree on the issues: Undervaluation of the 64% link to lower productivityAnd 53% blame it for retention problems.
“The cost of living crisis considerably affects the way people live and progress in their careers,” comments Pippa van Praagh, vice-president of operations at Perkbox. “At the same time, the AI changes the way we work and reshape what the safety of employment looks like, while the constant media coverage of economic and work pressures has a huge psychological impact. It is not surprising that many people feel that they have` `lost the point '' to work beyond the need for a pay check. This crisis of meaning has never been reflected in conversations.
Recognition and advantages: a possible solution
Research shows a clear route to fill the value gap:
- Recognition is the best driver to feel valued, quoted by 53% of employees And 60% of employersAgain Only 30% Workplaces currently offer recognition programs.
- 79% of employees Would feel more appreciated with a set of tailor -made advantages.
- 68% say that better advantages would increase productivityamount to 84% among 25 to 34 year olds.
Employees call for support for financial well-being (35%), recognition and reward programs (30%), health and well-being initiatives (29%). Employers echo these priorities, although many say they do not have the resources to deliver them.
“Employees want to be recognized above all – but it is clear that there is also a key place for benefits. Our data suggests that they can be an effective lever for productivity and well-being and could be a key tool in the fight against the exodus of value, ”said Butler.
Despite the crisis, there is still hope because most employees report a strong sense of belonging. The problem is not to know if they want to be part of their organization, it is if their organization shows the values.
“The message is strong and clear,” added Butler. “Employees want to stay and prosper. But without the recognition and the appropriate advantages, they will not. Employers who now fill the value gap will maintain their people and their business looking for the future. ”
Perkbox helps companies strengthen their cultures by bringing together employee well-being, benefits and commitment to a single application that employees like to use.
It is simple for organizations with various and dispersed staff to take care, connect with and celebrate their people. At the heart of Perkbox is a clear mission: each employee should feel valued. From the savings of the daily grocery store to recognition and support for mental health, Perkbox provides something relevant to everyone every day.
Today, more than 7,500 organizations and nearly 4 million employees around the world trust their partner in the experience of employees, including more than 80% of the NHS. With two decades of experience, Perkbox continues to innovate so that teams of people can easily support prosperous work crops.
