Lack of career growth opportunities are the top workplace barrier: ADP Report
15 October, 2025
The lack of career opportunities has unsettled some workers globally, prompting them to seek new employers to continue advancing in their careers.
- One in five workers in Australia (20%) cite the lack of opportunities as the main barrier to career advancement.
- Flexibility in scheduling (38%) is the leading reason workers in Australia stay with their current employer, ahead of pay for performance (25%).
- Thirteen per cent of Australian workers strongly agree they will need to change companies to advance in their careers.
Australia, Melbourne, 15 October, 2025 – A lack of career growth opportunities is the most commonly cited barrier to career advancement globally, according to the sixth chapter of ADP’s “People at Work 2025” report series.
Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers globally (19%) say limited opportunities are holding back their career progression. In Australia, 20% of workers cite this as their main barrier, underscoring that the challenge is both local and universal.
Other obstacles cited globally include a lack of desire to move ahead (13%) and limited time (12%), with fewer workers pointing to fear (5%) and lack of education (5%) as barriers. These findings suggest that motivation and visibility of career pathways matter more than individual skills gaps.
The study also shows what keeps Australian employees engaged and loyal. Flexibility in scheduling is the main reason workers stay with their current employer (38%), followed by pay for performance (25%) and access to professional training and skills development (24%). In comparison, the top three reasons chosen by employees around the world are: opportunity for career advancement (45%), professional training and skills development (36%), and flexibility in scheduling (34%).
Kylie Baullo, General Manager, Australia, New Zealand, and Japan, ADP, said: “Flexibility has become a basic expectation for Australian workers, but it is not enough by itself. Employees also want to see clear career paths and opportunities to develop their skills. When those opportunities are not visible, even loyal employees may feel the need to look elsewhere. Employers who combine flexibility with tangible rewards and development opportunities will not only keep talent but also build a more motivated and dedicated workforce.”
Generational and demographic differences
The perception of career barriers varies by age. More than 20% of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14% of those aged 26 and below.
The data also shows differences by job level. Around 16% of executives and upper managers cited the lack of opportunity as a career advancement barrier. This rises to 18% among middle and frontline managers, and 20% among individual contributors.
Among workers who identify as a racial or ethnic minority in their market, 16% report a lack of opportunity as a main barrier, slightly lower than the 20% of non-minority workers who say the same.
Career stagnation drives turnover risk
Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34%) are actively looking or interviewing for a new job.
Additionally, those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive. Globally, 15% of workers believe switching employers is essential to their career progression. In Australia, that figure is slightly lower at 13%.
“The workplace impact of limited career visibility isn’t just employee disengagement – it’s lost productivity, diminished innovation, and higher turnover,” said Nela Richardson, Chief Economist at ADP. “Organisations that design clear, equitable career paths don’t just retain talent – they also increase their ability to unlock the full productive potential of their employees.”
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About “People at Work 2025” Report Series Methodology
For the first time, “People at Work” is built on the ADP Research Global Workforce Survey, a robust study conducted regularly since 2015. The survey was designed by ADP Research’s team of analysts by obtaining information about the labour market from the perspective of workers themselves, with the goal of providing insights that can improve the world of work by better understanding worker sentiment and expectations.
Based on survey data from nearly 38,000 working adults in 34 markets across six continents, “People at Work 2025” features a representative sample of the global workforce to provide regional and market-to-market comparisons of worker sentiment in the Asia-Pacific region, Europe, Latin America, the Middle East and Africa, and North America.
Respondents come from a wide variety of industries, educational backgrounds, on-site and remote work environments and skill sets. They represent a range of management and individual contributor roles, working for employers of all sizes.
About ADP Research
The mission of ADP Research is to make the future of work more productive through data-driven discovery. Companies, workers, and policymakers rely on our finely tuned data and unique perspective to make informed decisions that impact workplaces around the world.
About ADP (NASDAQ – ADP)
ADP has been shaping the world of work with innovation and expertise for more than 75 years. As a global leader in HR and payroll solutions, ADP continuously works to solve business challenges for our clients and their workers, from simple, easy-to-use tools for small businesses to fully integrated platforms for global enterprises — and everything in between. Always Designing for People means we’re focused on just that – people. We use our unmatched AI-driven insights and proven expertise to design innovative solutions that help people achieve greater success at work. More than 1.1 million clients across 140+ countries rely on ADP’s exceptional service to support their people and drive their business forward. HR, Talent, Time Management, Benefits, Compliance, and Payroll. Learn more at ADP.com.
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