Flexibility, financial wellness, and having a say in work-life balance are the most pressing issues for frontline workers worldwide, according to a 10-country survey from UKG, a leading global AI platform unifying HR, pay, and workforce management.  

Frontline workers—those who must be present to do their jobs, build products, or serve customers, patients, students, or residents—make up nearly 80% of the global workforce. UKG found that 76% of frontline employees reported burnout in 2025, as discussions about work-life balance and the employee experience often overlook this group, leading to almost half of frontline employees (47%) reporting that there are two separate cultures in their organization: one for frontline workers and one for everyone else. 

UKG’s second-annual global frontline workers study compared what 8,200 frontline workers across retail, hospitality and food service, healthcare, logistics and distribution, manufacturing, public sector, and field and contract services value most in their jobs—from flexibility and financial stability to recognition and career growth. The report reveals the top five reasons frontline employees would quit their jobs.  

• Financial strain persists. While fewer employees claim they’ll live paycheck to paycheck than in 2024, low pay remains the top reason for quitting. Just over half of frontline workers (51%) in non-acute healthcare systems report low pay is the top reason they’d quit their job. Nearly half (44%) of frontline workers in acute healthcare systems and 38% in long-term/aged care would leave their jobs for the same reason. 

• Flexibility is critical. After pay, work schedule flexibility is the second most important factor influencing whether employees stay or leave their jobs. Half say it’s difficult to change shifts when a personal issue arises at the last minute, and 57% can’t take as much time off as they’d like.  

• Lack of career advancement. Approximately 28% say that there are not enough opportunities to move up in their current organization. Nearly a third (32%) of government employees and 22% of education employees say there isn’t an opportunity to get promoted. 

• Retention drivers beyond pay and schedule flexibility are important. Employees cite a lack of recognition or rewards and lack of benefits (both 26%) are drivers in leaving their roles. Specifically in the retail industry, 29% of frontline workers say there is a lack of benefits and 27% report they lack recognition or rewards for their efforts. 

• Lack of opportunities to learn new skills. As upskilling and reskilling conversations dominate HR conversations, 20% of frontline employees report that there aren’t enough opportunities to learn new skills.  

“Frontline workers are shaping the customer experience, delivering the goods we want, and providing the services we need that make the world’s economy run,” says Rachel Barger, president, go-to-market at UKG. “Knowing the underlying pain points frontline workers are facing, such as lack of flexibility and visibility of work schedules, challenges building skills needed for advancement, and general financial strain are crucial to understand. This understanding supports leaders to improve employee engagement and retention by knowing where to step in to provide support, and where technology can help ease some of the burdens.”