A crisis of disengagement is sweeping UK workplaces, with new data revealing that most employees feel disconnected from their jobs. A report earlier this month by MyPerfectResume found that 79% of employees feel disengaged, citing low pay, workplace isolation and lack of career growth as key concerns.

The pervasive problem is not limited to the US. UK data paints a similarly bleak picture, with Gallup’s latest State of the Global Workplace report showing that only 10% of British employees feel actively engaged at work — one of the lowest levels in Europe. The Chartered Institute of Personnel and Development has also warned that workplace dissatisfaction is rising, with many employees feeling unsupported, undervalued and burned out.

Experts are now urging businesses to take immediate action to re-engage their workforce before the crisis deepens, threatening productivity, morale and retention.

What’s Causing the UK’s Disengagement Crisis?

Findings from the MyPerfectResume report and UK-based studies highlight several major factors driving workplace detachment:

  • Low Pay and Rising Living Costs – 33% of employees say inadequate salaries are their primary reason for disengagement. In the UK, real wages have stagnated, with the cost-of-living crisis adding pressure.
  • Workplace Isolation – 44% of employees report feeling lonely or disconnected at work, with 56% saying this affects their productivity. Hybrid and remote work models have contributed to this sense of detachment.
  • Excessive Workloads – 49% of workers cite heavy workloads as their biggest stressor, leading to burnout and reduced motivation.
  • Lack of Career Progression – 36% of employees feel trapped in their roles, with no clear pathway for advancement.
  • Poor Management and Leadership – 76% say their manager’s engagement affects their own, yet only 22% have regular one-on-one check-ins with their leaders.

The Cost of Disengagement to UK Businesses

The economic consequences of workplace detachment are severe. Gallup estimates that low engagement levels cost UK businesses £257 billion annually — a figure comparable to the entire NHS budget. The CIPD has also linked disengagement to higher absenteeism, presenteeism and staff turnover, all of which further strain company resources.

The wellbeing impact is just as concerning. A total of 49% of employees say excessive workloads are harming their mental health, while one in five UK workers have considered quitting due to stress, according to the charity Mind. Experts warn that failure to address these issues will lead to rising mental health-related absences and decreased productivity, worsening the crisis.

How Some UK Employers Are Tackling the ‘Great Detachment’

While disengagement is widespread, some UK businesses are taking innovative steps to reconnect employees with their work and improve job satisfaction.

Prioritising Career Growth and Development

A major complaint among disengaged employees is the lack of career progression. Companies such as Unilever UK have introduced internal mobility programmes, allowing staff to upskill and move between different roles within the organisation. A new LinkedIn survey found that employees with clear career growth opportunities are twice as likely to stay with their employer.

Addressing Workplace Isolation

With remote and hybrid work models contributing to loneliness, some businesses are creating more opportunities for social connection. Lloyds Banking Group has launched “collaboration hubs” where remote employees can meet their colleagues in flexible office spaces. A trial in 2023 found that employees who attended at least one in-person collaboration day per month reported higher job satisfaction and productivity.

Strengthening Mental Health Support

Mental health concerns are a major driver of workplace disengagement. Companies such as PwC UK now offer employees an annual “wellbeing allowance” to spend on mental health initiatives, including gym memberships, therapy and mindfulness apps. Other businesses are investing in mental health first-aiders, training staff to provide peer support.

Improving Leadership and Communication

Poor leadership is one of the biggest contributors to disengagement, with many employees feeling undervalued and unheard. Virgin Money UK has introduced weekly “pulse check-ins” between managers and employees, ensuring that workloads, wellbeing and career development are regularly discussed. This simple initiative has been shown to improve employee satisfaction and retention.

What More Can UK Employers Do?

To reverse the growing trend of workplace detachment, experts recommend long-term, strategic changes that align with what employees need. The MyPerfectResume report found that:

  • 47% of employees want better work-life balance and flexibility
  • 45% are asking for higher pay or improved benefits
  • 44% want clearer communication and direction from leadership
  • 34% are looking for more recognition for their contributions
  • 28% say career progression opportunities would boost their engagement

Workplace wellbeing specialists argue that companies that prioritise these areas will have a competitive advantage in retaining and attracting top talent. With disengagement costing UK businesses billions in lost productivity and turnover, tackling the Great Detachment is no longer optional but essential for long-term business success.