In recruitment, one question never seems to go out of fashion: how long should you stay with a business? While fresh opportunities, pay rises and new challenges often tempt professionals away, there’s a strong argument for staying put...particularly in the current UK job market.
This blog post aims to explore both sides of the conversation. It’s not about convincing you to cling on or jump ship, but about offering a balanced view of tenure, mobility, and where progression really comes from.
With recent data and trends from the UK recruitment market, I'll take a closer look at whether the grass really is greener or if loyalty still holds its value ⚖️
The Job Market Has Changed, So Has the Logic Around Loyalty
In a cooling job market, stability becomes a more precious commodity. The most recent UK hiring data paints a clear picture:
⚠️ Permanent job placements fell sharply in June 2025, the fastest decline in almost two years.
⚠️ Meanwhile, candidate availability rose at its quickest rate since the pandemic.
In short, more people are looking, and fewer roles are being filled.
Unemployment has also climbed to 4.6%...the highest in four years. In this environment, staying put in a role that offers room to grow, even incrementally, might be more sensible than chasing marginal gains and facing stiff competition.
But that’s only part of the picture!
How Long Do People Really Stay?
While the average UK worker currently changes jobs every 2.6 years 😲 the story behind that number is more nuanced. When asked about the longest time they’ve stayed with a single employer, UK professionals report an average of over ten years. The figure is even higher outside London, where long-term employment remains a norm, particularly in industries like education, healthcare, and manufacturing.
So, what does this tell us? While job mobility is real and often necessary, many people do settle in and thrive with one employer for the long haul.
And that choice isn’t always driven by comfort or complacency.
The Appeal of Moving On
There’s no denying the appeal of a well timed job move. Candidates switching roles often secure pay rises of 10-20%, compared to a relatively modest 3-5% from internal reviews. For professionals looking to accelerate their salary progression or gain exposure to new industries, job changes can feel like the fastest route forward.
Beyond pay, moving roles may offer access to different leadership styles, technologies, cultures, or challenges. These can be particularly valuable in the early stages of your career or after reaching a development ceiling in your current role.
Some also feel empowered by starting fresh, especially if their current workplace lacks strong internal mobility, training budgets, or succession planning.
In such cases, leaving may be the only way to keep progressing 🤔
The Case for Staying
But before reaching for your notice letter, it’s worth considering what you might be walking away from. Long term tenure still offers significant advantages, particularly in larger or more structured organisations.
Firstly, there’s the matter of trust. Being embedded in a team or company culture brings a level of reputational capital that external hires don’t immediately inherit. Senior leaders are more likely to assign responsibility, sponsor promotions, or back your ideas when you’ve demonstrated consistent contribution over time.
Then there’s the cumulative value of benefits...Especially in companies with good pension schemes, share options, or performance bonuses that increase over time. Some perks only kick in after two or three years, and leaving too soon means walking away from long term rewards 💰
Internal progression is another factor. Many employers are investing more than ever in developing and retaining their people. A recent government-backed survey found that nearly 70% of UK businesses actively support employee wellbeing, rising to 87% among large firms. That means there are increasing opportunities for internal upskilling, secondments, mentorship, and leadership development, if you seek them out.
What Do You Miss If You Stay Too Long?
Of course, staying too long with one employer can come with trade offs too. There is a risk of becoming too settled, or being at least being seen that way. Stagnation is a real concern if your current business isn’t investing in your growth or providing fresh challenges.
It’s also worth considering that internal salary progression can lag behind what the market may offer. While loyalty may be appreciated, it’s not always financially rewarded. Some professionals reach a point where they’ve outgrown their role or the business model entirely, and moving on becomes the only viable next step.
The opportunity cost of staying can vary by industry, seniority and personal circumstances. It’s also been shown that job hopping leads to faster earnings growth for men than women 🤷 particularly in the private sector, highlighting disparities that complicate any one-size-fits-all argument for mobility.
You Have to Make the Right Choice for You!
So, in truth, there’s no universal answer to whether you should stay or go. The right path depends on your goals, your industry, and your current employer’s capacity to support your growth.
💡 If you’re with a business that invests in you, recognises your contributions, and continues to offer meaningful development opportunities, staying may not only be wise, it could be the very foundation of long term success.
💡 But if your progression has stalled, your skills are underused, or your values no longer align with the culture around you, a well considered move could be the catalyst for renewed energy and impact.
Either way, the key lies in reflection. Stay informed about the market. Have honest conversations with your manager. Set regular checkpoints to assess your current career stage and determine whether your environment remains the right one.
The grass isn’t always greener...but sometimes it is. And sometimes, the smartest move is simply learning how to thrive where you already are.
