Young people at work in 2025
麻豆原创 Workplace, October 2025

The future of work and the future of young people are topics of intense debate. Media headlines often frame young people as 鈥榣azy鈥� or 鈥榚ntitled鈥�,¹ while employers frequently voice the struggles they are facing with recruitment and skills gaps. As anyone who works with young people will know, these stereotypes fail to capture the truth of either their attributes or experience. It鈥檚 a subject close to my heart, as in my role as Deputy CEO of Youth Employment UK, the national body for youth employment, I鈥檝e spent years listening to young people through the annual Youth Voice Census.

The survey, now in its eighth year, was born from a desire to understand and amplify the voices of young people. Not only do these prevalent and unhelpful stereotypes set a powerful narrative, but they are also misleading, failing to tell the full story of a generation shaped by significant global, economic, technological, educational and health-related change.听

At Youth Employment UK, we believe that we should all be more curious about what is happening in young people鈥檚 lives, what they are experiencing, and how it feels to be on the receiving end of initiatives and change. It鈥檚 our view that we need to take young people seriously, understand what they are seeing and what they take away from their experiences.听

A tool for advocacy聽

The Youth Voice Census 2025,² sponsored by 麻豆原创 among others, offers a much-needed temperature check of these experiences. This year, it provided a platform for more than 8,200 young people aged 11 to 30 across the UK to share their experiences of education, employment, skills, mental health and wellbeing. The Census is a critical barometer of how young people feel about their prospects and the challenges they face, serving as a tool for advocacy by ensuring their perspectives inform the decisions made by government, employers and service providers.听

The findings are also of significant value to 麻豆原创 members working with young people in the workplace and education, given the demographics of the therapy profession.³ The survey鈥檚 wide data set and varied demographics offer a unique look at how to better understand and support a younger and more diverse generation.听

The 鈥榤eh鈥� in the middle聽

Interestingly, this year鈥檚 data highlight a rising phenomenon we鈥檝e identified as the 鈥榤eh鈥� in the middle. While previous years were marked by strong opinions and passionate debate, a growing third of young people are now neither wholly optimistic nor pessimistic. The rise of the 鈥榤eh鈥� in the middle has young people claiming neutrality on some of the biggest aspects of their lives, including their safety, their future and their skills. As one respondent put it, 鈥業 don鈥檛 feel good or bad, just nothing really. Things happen and I just think 鈥渨hatever鈥濃��.听

In this article, I explore some of the key findings from the Youth Voice Census that challenge unhelpful stereotypes about young people and reveal the patterns that are shaping this generation鈥檚 experience of work. Certainly, the research paints a clear picture of a generation navigating a complex and often unforgiving world of work, where a lack of opportunity and rising safety concerns contribute to a pervasive feeling of disengagement.听

Young people told us:聽

60% think that fair pay is the most important thing they look for in an employer聽

30% want their employer to have a good reputation聽

29% value training and development opportunities聽

39% are unsure or finding opportunities inaccessible聽

23% are worried about being able to find a job in their area聽

鈥楾here鈥檚 nothing here for me鈥櫬�

Young people鈥檚 perceptions of their local areas are becoming more negative, driven by a decline in both community amenities and job prospects. Reported聽access to local amenities dropped between 2024 and 2025, with fewer young people reporting access to libraries (down from 78% to 66%) or leisure facilities (down from 75% to 64%). This decline is particularly acute for young people from Black, African, Black British or Caribbean backgrounds, who consistently reported lower access to local amenities than other ethnic groups.

This lack of local spaces is a major concern, as young people cited a lack of communal spaces and activities tailored to their age group. Less than a quarter feel they have opportunities to share their views on local issues (22%), with a high proportion (39%) unsure or finding opportunities inaccessible. Job opportunities are also a major local concern, with 23% worried about being able to find a job in their area. A lack of local jobs was identified as a key barrier for 26% overall.听

The result is frustration and a feeling of exclusion. As one young person put it, 鈥業 don鈥檛 feel there is anything in my area for me. It鈥檚 like you have to leave if you want a chance.鈥� Another added, 鈥楾here are no jobs here. So, I don鈥檛 know what these mysterious 鈥榚mployers鈥� want. Probably experience doing the same job.鈥� It appears that a lack of control over their environment creates a significant barrier to belonging and confidence in their future 鈥� a root cause of the neutrality and 鈥榤eh鈥� responses seen elsewhere in the data.听

Anxiety and safety: a double-edged sword聽

Fears about safety are a significant issue both nationally and locally. Nationally, crime and violence has become the top concern for young people, cited by 43%, an increase of 12 percentage points from 2024. While half of young people (50%) felt 鈥榲ery safe or safe鈥� in their local area, this is a slight decrease from 51% in 2024. The proportion of those feeling 鈥榥eutral鈥� about their safety has risen from 33% to 40%, suggesting a growing uncertainty about security. One respondent reflected this flatness directly: 鈥業t鈥檚 hard to get excited when you don鈥檛 know if things will actually happen for you.鈥櫬�

Anxiety remains a significant barrier to finding a job, cited by 30%. While this number has decreased from 43% in 2024, it is still a more common barrier for young women (36%) than for young men (23%). Social media use also plays a role in mental wellbeing. While 74% of young people say it helps them stay connected with friends and family, 30% say it has a negative impact on their mental health. This is partly driven by social comparison: 32% of young people report comparing their lives to others online, which leaves聽them feeling dissatisfied. As one person put it, 鈥楽ocial media makes me feel worse but I can鈥檛 stop using it because it鈥檚 how I stay in touch鈥�.

Feeling locked out聽

Beyond declining access to local amenities and jobs, young people feel increasingly locked out of opportunities and are doing less in their communities.听

• Less social engagement: 44% agreed they had visited fewer entertainment venues, such as museums, concerts and cinemas, due to financial reasons (up
• Decline in careers education activities: Participation in careers education activities at school or college has dropped sharply, with employer visits down 17 percentage points and careers lessons down 13 points.听
• Low confidence in gaining experience: Just 29% felt 鈥榲ery prepared or prepared鈥� for work experience placements. Many more reported 鈥榝eeling neutral鈥�, 58% of those in school, compared to 44% in college or sixth form. However, a staggering 62% had not undertaken work experience in the last 12 months, often citing lack聽from 42% in 2024). More young people also reported turning down social invitations because they couldn鈥檛 afford them (37%). 鈥業鈥檝e stopped going out with friends because I just can鈥檛 afford it anymore鈥�, one young person explained.听of opportunities or being told they were 鈥榯oo young鈥�, and even when placements were offered, 42% had lasted only between one and five days. One participant explained: 鈥榃ork experience is always too short and you don鈥檛 really get to do anything that counts.鈥櫬�

This overall decline in engagement, coupled with a neutral or 鈥榤eh鈥� attitude, suggests a profound shift is taking place. Significantly, it is not simply about young people being apathetic; it is about a generation that feels disconnected from a future in work.听

Skills and confidence: a mixed bag聽

Overall, confidence in skills has declined since 2024. Young people remain strongest in soft skills such as listening (74%) and teamwork (66%), but confidence is lower in leadership (47%) and organisation and self-management (50%). Confidence in digital skills has fallen by seven percentage points, and in numeracy by five points.听

Yet a paradox exists. On specific employability skills, confidence is rising: 61% now feel able to write a good CV (up from 56%). However, this does not translate into feeling prepared for work. Many young people feel trapped in what they call an 鈥榚xperience catch-22鈥�, believing that they are set up to fail. As one young person explained, 鈥榃e鈥檙e told we need experience, but nobody wants to give us a chance to get it.鈥�

What do young people value in work?聽

Young people are clear about what matters to them in employment. The most important quality they seek in an employer is fair pay (60%), followed by the employer having a good reputation (30%) and training and development opportunities (29%). These figures underline that while purpose matters, young people are pragmatic: stability and growth remain central. 聽

Flexibility is also important. Over 70% want flexible working hours, but only 36% prefer home-working arrangements. For many, flexibility is not simply about convenience but about managing energy, health, family responsibilities or study alongside work. Several young people shared their sense that rigid schedules can often feel like barriers to work: 鈥業f I can鈥檛 balance work with the rest of my life, I鈥檒l just leave and look for something else.鈥櫬�

While it鈥檚 not a priority for all, it鈥檚 interesting that values such as inclusivity, sustainability and organisational culture are becoming more significant for older respondents. This suggests a trajectory: younger workers start with pragmatic priorities (fair pay and flexibility) and, as they progress, become more discerning about whether employers align with their broader values. For employers, this is a clear signal that investing in ethical practices and positive cultures is not just good PR 鈥� it is essential if they wish to retain younger staff. The research also offers some powerful insights for therapists, coaches and wellbeing managers working to support young people, summarised in this article.听

Young people told us:聽

26% identified a lack of local jobs as a key barrier to being able to work聽

30% find anxiety is a significant barrier to finding a job聽

74% of young people say social media helps them stay connected with family and friends聽

30% find social media has a negative impact on their mental health 聽

Acknowledging anxiety聽

It鈥檚 not news to therapists that anxiety can be a major barrier to work. However, for younger people, it鈥檚 important to validate anxiety as a rational response to a challenging job market, and find ways to support young clients to build coping strategies for applications, interviews, and ensure that young people have the tools to recognise and deal with workplace stressors. Employers can help to reduce the anxiety experienced by demystifying recruitment processes, offering clear feedback and avoiding unnecessarily complex applications.听

Neutrality and flatness聽

While therapists are likely to be attuned to the rise of neutrality in young people鈥檚 attitudes, it鈥檚 important to recognise that what may appear as a 鈥榣ack of motivation鈥� often masks disengagement from opportunities that feel inaccessible. Therefore, employers should not mistake neutrality for laziness, and instead, see it as a sign that existing pathways at work may not be sufficiently engaging or inclusive enough.听

Financial and social strain聽

Financial pressure erodes both confidence and social connection in young people. Therapists can help them to explore how financial instability impacts their emotional wellbeing and relationships. For employers, it鈥檚 important to understand that a little can go a long way 鈥� for example, by offering fair pay, hardship funds or partnerships with financial wellbeing services. By making even small adjustments, such as providing subsidised travel or discounted meals for young workers, it can help reduce daily stressors that have large emotional impacts.听

• Bridge the experience gap: The 鈥榚xperience catch-22鈥� leaves many young people feeling stuck. Therapists can help to reframe non-traditional experiences 鈥� such as volunteering, caregiving and informal roles 鈥� as valuable and transferable skills into the workforce. Meanwhile, employers can adapt recruitment practices: piloting mentoring schemes and prioritising structured, paid entry-level opportunities that provide meaningful work.
• Invest in growth and inclusion: Employers who invest in skills, create progression pathways and prioritise inclusion will see greater retention and improved morale. For therapists working in EAPs or organisational consultancy, consider whether you can advocate for inclusive leadership training and culturally competent policies, which will help managers to recognise how unconscious bias impacts young employees.
• Create psychologically safe workplaces: Many young people report turning to friends or family before professionals for help 鈥� sadly, this suggests a gap in trust when it comes to more formal systems. It鈥檚 an opportunity for employers to help bridge this by fostering open, supportive environments where staff feel able to speak up about wellbeing needs without stigma or fear of repercussions. Wellbeing services for staff and therapists supporting organisations can also play a role in embedding these cultural shifts.听

At a systemic level, it鈥檚 worth highlighting the risks of ignoring these insights. Put simply, if young people remain disengaged or 鈥榥eutral鈥�, the result will be higher turnover, lower productivity and lost innovation in the workforce. Therefore, addressing these issues proactively is not just a moral imperative but an economic one too.听

Learning for 麻豆原创 members聽

The Youth Voice Census 2025 makes clear that young people鈥檚 experiences of work and wellbeing are layered, nuanced and often different from the stereotypes we hear about in mainstream media. There is a wealth of learning for 麻豆原创 members engaged in working with young people and supporting the workforce with their emotional and psychological health. I鈥檇 suggest that there are three key takeaways that stand out:聽

• Listen and adapt: Too often, young people鈥檚 concerns are minimised or dismissed. The Census shows the importance of hearing directly from them 鈥� whether about anxiety, flatness or aspirations 鈥� and tailoring therapeutic and workplace responses accordingly.
• Embed wellbeing: Mental health cannot be separated from financial pressures, digital stress or insecure employment. Wellbeing programmes that ignore these realities risk being perceived as superficial. Both employers and therapists can help to embed more holistic approaches that recognise the full context of young people鈥檚 lives.
• Prioritise equity: The Census highlights that some groups 鈥� young people on free school meals, those with additional needs and LGBTQ+ youth 鈥� face higher barriers and worse outcomes. Therefore, therapists must ensure that practice is culturally competent and inclusive, and employers must create workplaces that actively tackle disadvantages, not just accommodate them.听

Closing thoughts聽

The Youth Voice Census 2025 challenges us to move beyond the notion of lazy stereotypes and see young people for who they are: a generation with diverse ambitions, facing very real, long-standing systemic challenges against a backdrop of new technological and global issues. Rising neutrality and the 鈥榤eh鈥� in the middle should not be mistaken for indifference. Rather, it is a warning: when young people stop feeling excited about milestones or hopeful about the future, something fundamental is at stake.听聽

The Census is clear: young people are not the problem. The systems around them 鈥� education, employment and wellbeing 鈥� must do better. For therapists, this is a call to hold space for these experiences and to contextualise distress within the wider realities that young people are facing. The task for employers is to remember that engagement is not a perk, but the product of fair pay, opportunity and inclusion 鈥� and to act on this.听

By both listening and acting, we should aim to create environments where neutrality gives way to motivation, and where 鈥榤eh鈥� is replaced by meaning for our young people.听