Sixty Percent of Employees Plan to Move Jobs This Year, Aon Study Finds

Rhea-AI Summary

Aon's 2025 Human Capital Employee Sentiment Study reveals significant workforce trends across 23 geographies. The study of 9,000+ employees shows that 60% plan to seek new employment within 12 months, indicating widespread job dissatisfaction. Only one-third feel motivated to develop AI-related skills.

Work-life balance benefits rank as the third most valued benefit overall, with Gen Z ranking it second only to medical benefits. The study identifies a 'Hustle Reset' phenomenon, where employees are reevaluating their relationship with work and rejecting the 'always-on' culture.

Key findings include: hybrid workers feeling most valued, with remote workers 52% more likely to feel undervalued; 47% of employees prioritizing better-than-average pay and benefits; and a significant gap in benefits personalization, with 72% wanting personalized benefits but only 41% having access to choice-based systems.

Positive

• Hybrid work model shows positive employee satisfaction metrics
• Strong company culture remains effective for talent retention
• Clear understanding of employee priorities helps in strategic planning

Negative

• 60% of workforce planning to leave within 12 months indicates high turnover risk
• Low employee motivation (only 1/3) to develop AI skills despite industry trends
• Significant gap between desired (72%) and actual (41%) benefits personalization
• Communication inefficiency in benefits awareness and utilization

Inaugural study of employees in 23 geographies reveals employees are engaging in a "hustle reset" as they reassess where and how much they work

DUBLIN, Jan. 14, 2025 /PRNewswire/ -- Aon plc (NYSE: AON), a leading global professional services firm, today released results from its 2025 Human Capital Employee Sentiment Study. The global study of more than 9,000 employees across 23 geographies, including the U.S., UK, Brazil and Australia, found that a majority of workers have their eye on their next move and do not feel motivated to grow their skill set as they prioritize well-being and work-life balance.

Aon's study found that a staggering 60 percent of employees are already moving on and might or will definitely seek new employment in the next 12 months, revealing widespread dissatisfaction with their current job. Moreover, employees surveyed showed a low commitment to improving their AI skill set, as just over a third of employees globally feel motivated to develop new skills to stay relevant when asked about the new technology.

At the same time, demand for flexibility is on the rise, as employees rank work-life balance benefits – such as job sharing or technology-free hours – as third overall most valued benefit. Gen Z employees rank work-life balance programs as their second most valued benefit, just behind medical benefits, and outranking paid time off, career development and retirement savings.

Taken together, these results illustrate that employees around the world are reassessing their relationship to their employer and more broadly the "hustle culture" of burnout and "always-on" ethos that has defined recent years of discourse around the future of work – a phenomenon Aon calls the "Hustle Reset."

"It's a common belief that the employee trends that took hold during the 'Great Resignation' of 2021 and 2022 are over, but our study results show a more nuanced picture of the workforce landscape," said Lambos Lambrou, CEO of Human Capital at Aon. "Despite cooling in the job market, employees are reevaluating their values and priorities and, as they look for their next move, prioritizing employers that will support their life outside of work."

Aon's study results reveal that a strong company culture help employers recruit and retain top talent amid the "Hustle Reset." Behind competitive pay and benefits, employees seek businesses that are considered "a fun place to work" and "a strong fit with personal values" over all other factors when selecting a new role.   

Other trends identified in Aon's 2025 Employee Sentiment Study include:

• Executives and Employees Have Different AI Expectations: Twenty-two percent of founders and C-suite executives believe that AI will significantly replace jobs in their field, yet only 11 percent of entry-level employees believe the same. Entry-level employees are 64 percent more likely to be unsure of the impact AI will have on their roles and 31 percent less likely to think that it will create new opportunities that require new skills in their field.
• Hybrid Workers Feel the Most Valued: Hybrid workers feel the most valued by their company. Fully remote employees are 52 percent more likely to feel undervalued and office-based workers are 10 percent more likely to feel undervalued.
• Money Talks in the Talent War: Forty-seven percent of employees ranked the provision of better-than-average pay and meaningful benefits as the number one factor influencing their employer choice, but culture is also a key attractor. Considering this, it becomes even more important for businesses to use data and analytics to benchmark pay and benefits against market standards, ensuring they remain competitive. Aon supports this process through its Radford McLagan Compensation Database, which provides actionable insights into market trends and total rewards strategies to help companies attract and retain top talent.
• Too Many Employers Are Failing to Accommodate Differing Needs: Seventy-two percent of employees said personalization of benefits was important to them, yet only 41 percent of employees currently have a choice-based system of benefits.
• Ineffective Communication is Hindering Employee Utilization of Benefits: The study exposes vital gaps in communication between employers and their people. Even for commonly placed benefits, such as life and disability insurance, our results expose that only 38 percent of employees who consider life and disability benefits important believe they have access to them.

"The results of our inaugural Human Capital Employee Sentiment Study reveal that employee expectations are shifting and the war for talent is far from over. Employers feel more pressure than ever to deliver a superior experience that retains strong talent," said Lisa Stevens, Chief Administrative Officer for Aon. "Our firm is ready to help leaders make decisions that move the needle and foster loyalty amid the 'Hustle Reset,' creating an environment where employees can thrive."  

About Aon
Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that protect and grow their businesses.

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SOURCE Aon plc

FAQ

What percentage of employees plan to leave their jobs in 2025 according to AON's study?

According to AON's 2025 Human Capital Employee Sentiment Study, 60% of employees plan to seek new employment within the next 12 months.

How do hybrid workers compare to remote workers in terms of feeling valued at AON?

The study shows that hybrid workers feel most valued, while fully remote employees are 52% more likely to feel undervalued compared to hybrid workers.

What is the top factor influencing employee choice of employer according to AON's 2025 study?

47% of employees ranked better-than-average pay and meaningful benefits as the number one factor influencing their employer choice.

What is the 'Hustle Reset' phenomenon identified in AON's 2025 study?

The 'Hustle Reset' refers to employees reassessing their relationship with work and rejecting the 'always-on' culture, prioritizing work-life balance and well-being over traditional workplace demands.

How do executive and entry-level employees differ in their AI job impact expectations at AON?

22% of executives believe AI will significantly replace jobs in their field, while only 11% of entry-level employees share this belief. Entry-level employees are 64% more likely to be unsure of AI's impact.