Analysis and action on living standards
Entering employment, acquiring new skills and progressing up the pay ladder are important steps in many people’s lives, and essential for improving their living standards. But changes in the labour market, educational opportunities and the wider economy mean that different generations face different work and pay-related challenges, shifting across the life course.
Job-to-job moves are an important component of pay progression. Workers who voluntarily move from one job to another (i.e. due to resignation rather than redundancy or a temporary contract ending) get much larger annual pay rises than those who stay with the same employer. A high rate of job mobility also has wider jobs market benefits – drawing labour towards more productive firms and improving matching quality. The data in this section explores how job mobility has changed across time, and for different age groups and birth cohorts.
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‘All ages’ refers to those aged 16-64. This measure captures the proportion of workers who report having resigned from their last job and who have been in their current job for fewer than three months, on an annualised basis. Note that this is slightly different to the measure used by the ONS (which is based on longitudinal data and captures all job-to-job moves including those not triggered by a resignation).
RF analysis of ONS, Quarterly Labour Force Survey
‘This measure captures the proportion of workers who report having resigned from their last job and who have been in their current job for fewer than three months, on an annualised basis. Note that this is slightly different to the measure used by the ONS (which is based on longitudinal data and captures all job-to-job moves including those not triggered by a resignation).
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