Work is reshaping itself fast, and the employee signals are getting harder to ignore. Even with 60% of employees saying their organization feels credible in 2024, 23% are actively looking for a new job and 40% say they do not have enough mental health support at work. Put those tensions next to engagement, safety, workload, training, and turnover data and you start to see where organizations are succeeding and where they are quietly falling short.
Key Takeaways
- 23% of employees say they are actively looking for a new job (2023)
- 80% of employees report they would be more likely to stay with a company that invests in their learning and development (2020)
- 75% of employees report they are more likely to perform better when they receive feedback (2022)
- 4.0% of U.S. workers reported being unemployed in April 2024 (seasonally adjusted), indicating joblessness remains a key labor-market pressure on employees
- 4.2% of U.S. employees quit their jobs in March 2024 (quits rate, seasonally adjusted), reflecting turnover pressure faced by employers and employees
- 7.5% of employees reported being unable to work due to illness or injury during a given week (U.S., 2023), quantifying health-related work absence risk
- 58% of workers reported a fear of being replaced by AI in 2024, reflecting anxiety about job displacement and employee security
- 65% of employees said that workload has increased due to understaffing (2022), linking staffing adequacy to work pressure
- 68% of employees say they would benefit from more career development opportunities (2024), quantifying skills growth demand
- 36% of employers increased spending on training and development in 2023 (Global Employer Survey), reflecting investment direction for employee upskilling
- 1.6% of U.S. workers had a work-related injury or illness requiring days away from work in 2023 (BLS days-away incidence), reflecting severity of workplace harm
- 2.8% of U.S. workers experienced a work-related injury or illness involving job transfer or restriction in 2023 (BLS incidence), indicating nonfatal workplace injury impacts
- In 2022, 5.3 deaths per 100,000 full-time workers occurred in the U.S. (fatal work injury rate), showing ongoing safety risk to employees
- 38% of employees said they would consider leaving their current employer due to lack of recognition (2022), capturing recognition’s impact on retention
- 58% of employees reported that career opportunities are a major reason they stay with their employer (2023), quantifying internal mobility effects
Most employees face growing work stress and uncertainty, yet strong training, feedback, and support boost retention.
Related reading
01 · Category
Workforce Sentiment13 stats
01
23% of employees say they are actively looking for a new job (2023)[1]
02
80% of employees report they would be more likely to stay with a company that invests in their learning and development (2020)[2]
03
75% of employees report they are more likely to perform better when they receive feedback (2022)[3]
04
3.6% of full-time employees in the U.S. experienced a work-related injury or illness in 2023 (BLS incidence rate for nonfatal injuries and illnesses)[4]
05
18% of employees report being actively engaged at work (2023, Gallup)[3]
06
20% of employees globally are engaged in their jobs (2023)[3]
07
77% of employees report that workplace conversations are important for engagement (2021)[5]
08
60% of employees say they believe their organization is credible (2024)[6]
09
40% of employees say they do not have enough mental health support at work (2023)[7]
10
51% of employees say they have experienced increased workload since the start of the pandemic (2021)[8]
11
46% of employees say they would leave their employer for more flexible hours (2021)[9]
12
36% of workers report they do not have the equipment or tools needed to do their job well (2022)[10]
13
29% of workers report they never have adequate time to do their job (2021)[10]
Interpretation
Workforce Sentiment Interpretation
Workforce sentiment is sending a clear warning signal because just 23% of employees are not actively job hunting while only 18% are actively engaged at work and 40% say they lack enough mental health support, indicating mounting dissatisfaction and support gaps that are likely undermining retention and performance.
02 · Category
Labor Market5 stats
01
4.0% of U.S. workers reported being unemployed in April 2024 (seasonally adjusted), indicating joblessness remains a key labor-market pressure on employees[4]
02
4.2% of U.S. employees quit their jobs in March 2024 (quits rate, seasonally adjusted), reflecting turnover pressure faced by employers and employees[4]
03
7.5% of employees reported being unable to work due to illness or injury during a given week (U.S., 2023), quantifying health-related work absence risk[11]
04
3.8% of U.S. civilian labor force workers were unemployed in March 2024 (seasonally adjusted, unemployment rate).[4]
05
6.1% of U.S. workers reported work-related limitations due to health problems (2019).[12]
Interpretation
Labor Market Interpretation
In the labor market, job insecurity and health-related absence both remain meaningful pressures, with unemployment at 4.0% in April 2024 and 7.5% of employees unable to work due to illness or injury in 2023.
03 · Category
Workplace Practices2 stats
Interpretation
Workplace Practices Interpretation
Workplace practices are strained as 58% of employees fear AI will replace them and 65% report workloads rising from understaffing, showing employee insecurity and pressure are being driven by both technology concerns and staffing gaps.
04 · Category
Performance & Skills2 stats
Interpretation
Performance & Skills Interpretation
In the Performance and Skills category, 68% of employees want more career development opportunities while 36% of employers increased training and development spending in 2023, signaling a clear skills gap that organizations are only starting to address.
05 · Category
Safety & Compliance6 stats
01
1.6% of U.S. workers had a work-related injury or illness requiring days away from work in 2023 (BLS days-away incidence), reflecting severity of workplace harm[4]
02
2.8% of U.S. workers experienced a work-related injury or illness involving job transfer or restriction in 2023 (BLS incidence), indicating nonfatal workplace injury impacts[4]
03
In 2022, 5.3 deaths per 100,000 full-time workers occurred in the U.S. (fatal work injury rate), showing ongoing safety risk to employees[4]
04
22% of EU employees reported having been subjected to harassment or bullying at work in the last 12 months (European Survey on Working Conditions, 2015), measuring a key compliance risk[10]
05
48% of employees in the U.S. reported experiencing at least one incident of workplace violence or threat (2021), indicating occupational safety exposure[16]
06
43% of employees in the U.K. say they do not feel safe at work when it comes to harassment or bullying (2017), indicating safety and conduct gaps[17]
Interpretation
Safety & Compliance Interpretation
The data show that while only 1.6% of U.S. workers had serious days-away injuries in 2023, much larger shares are dealing with safety and compliance problems tied to harmful behavior and threats, with 48% reporting workplace violence or threats in the U.S. and 22% of EU employees reporting harassment or bullying in the last 12 months.
More related reading
06 · Category
Retention & Engagement2 stats
01
38% of employees said they would consider leaving their current employer due to lack of recognition (2022), capturing recognition’s impact on retention[18]
02
58% of employees reported that career opportunities are a major reason they stay with their employer (2023), quantifying internal mobility effects[19]
Interpretation
Retention & Engagement Interpretation
For retention and engagement, the sharp signal is that 38% of employees would consider leaving due to lack of recognition while 58% stay because of career opportunities, showing that how people are valued and what growth they see are both driving staying.
07 · Category
Compensation & Benefits5 stats
01
27% of employees said pay is the most important factor in staying with their current employer (2023), measuring compensation drivers of retention[20]
02
4.6% average annual wage growth was reported for the U.S. workforce in 2023 (median weekly earnings growth measure), reflecting compensation trends[4]
03
1.0% year-over-year increase in U.S. Employment Cost Index for wages and salaries occurred in Q4 2023, indicating labor cost movement affecting employees[4]
04
27 countries have minimum wages (as of 2024), setting a baseline that influences employee pay floors[21]
05
22% of employees in the U.S. had access to paid family leave through their employer in 2023 (share of workers with access), quantifying benefits coverage[4]
Interpretation
Compensation & Benefits Interpretation
In Compensation and Benefits, the data show that pay is a top retention driver with 27% of employees citing it as the most important factor, while benefits access remains comparatively limited at 22% for paid family leave in 2023.
08 · Category
Culture & Engagement1 stats
01
58% of employees say they feel valued at work (2023, Microsoft Work Trend Index).[22]
Interpretation
Culture & Engagement Interpretation
With 58% of employees saying they feel valued at work in 2023, the Culture and Engagement data suggests there is meaningful room to strengthen how valued employees feel day to day.
09 · Category
Wellbeing & Safety2 stats
Interpretation
Wellbeing & Safety Interpretation
In the Wellbeing and Safety category, the fact that 18.7% of U.S. workers reported serious psychological distress in 2023 alongside 22% reporting depression symptoms signals a sizable mental health burden that employers should treat as a clear priority.
10 · Category
Skills & Training2 stats
Interpretation
Skills & Training Interpretation
For the Skills and Training category, the data shows that while 46% of organizations increased training and development spend in 2023, only 34% of employees reported receiving training in the past 12 months, suggesting a gap between investment and employee training reach.
Reference
Cite This Report
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APA
Priya Chandrasekaran. (2026, February 13). Employee Statistics. Gitnux. https://gitnux.org/employee-statistics
MLA
Priya Chandrasekaran. "Employee Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/employee-statistics.
Chicago
Priya Chandrasekaran. 2026. "Employee Statistics." Gitnux. https://gitnux.org/employee-statistics.
Sources & references
24 sources cited across this report