The new non-negotiables

The world of work has shifted once again. While the dust from the remote work revolution is still settling, the priorities of job seekers have moved far beyond ping pong tables and free fruit.

The traditional perks package is overdue for a refresh. Today’s candidates are asking: how does this benefit help me now? The most valued benefits are the ones that feel practical and address real life challenges.

In 2025, candidates are clearer than ever about what they won’t compromise on, and in order to retain the best talent, employers need to pay attention.

These are no longer “nice-to-haves.” They’re the new non-negotiables.

1. Flexible work, on their terms

Flexibility is no longer just about remote options. Candidates want genuine autonomy over how, when, and where they work. Whether it’s hybrid setups, flexible hours, or the ability to compress their workweek, the best talent now expects flexibility to be tailored around life, not the other way around.

CIPD research reveals that nearly 4 million people have already changed careers due to a lack of flexibility in their roles, a clear signal that rigid structures no longer meet the needs of today’s workforce.

Key drivers behind this shift include the desire for a healthier work/life balance, rising commuting costs and travel time, the need for adaptable childcare arrangements, and the pursuit of greater job satisfaction.

For employers, embracing flexible work doesn’t just meet expectations, it can unlock access to a broader, more skilled talent pool. When flexibility is genuinely embedded into a role, it becomes a powerful tool for attracting and retaining top candidates.

2. True work-life balance

The idea of logging off at 5pm and not checking emails until the next day isn’t a dream, it’s a baseline. Candidates are actively seeking roles where they can excel professionally without sacrificing their mental or personal wellbeing. Burnout culture? It’s being left in the past.

According to the latest Burnout Report, a staggering 91% of people experienced high levels of stress or pressure in the past year, with one in five taking time off due to mental health concerns. As awareness around mental wellbeing continues to grow, candidates are becoming far less tolerant of high-stress environments. Instead, they’re actively seeking employers who genuinely prioritise work-life balance and foster a culture of wellbeing.

If you’re currently struggling with stress, burnout or mental health challenges, you’re not alone - and it’s important to reach out for support. You can do this for free via call or text. Speaking to your employer can be a crucial first step; if they’re unaware of what you’re going through, they may not be able to make the changes needed to support you effectively. Whether it’s flexible working, mental health resources, or just someone to talk to, many organisations are more willing than ever to listen and help.

Your wellbeing matters, and no job should come at the cost of your mental health.

3. Purpose over payslips

While salary still matters, candidates in 2025 are placing higher value on meaning. They want to feel connected to their work, to believe in the company mission, and to know their role contributes to something bigger than just bottom-line growth.

A recent report by Drewberry highlights a growing trend in employee preferences, revealing that 61% of workers consider a positive working environment to be the single most important factor when searching for a new role. This underscores the increasing value candidates place on workplace culture, team morale, and overall employee wellbeing.

4. Real opportunities for growth

Ambition hasn’t gone anywhere, but now it comes with expectations. Candidates want clear pathways for progression and actual time allocated for upskilling and continuous learning. A dusty LinkedIn Learning subscription doesn’t cut it; people want real development, supported by leadership and embedded in company culture.

The fast-moving pace of technological change means continuous skill development is no longer optional, it's essential. According to a People and Skills report by the CBI, 26 million workers in the UK will need upskilling over the next decade to stay aligned with evolving roles shaped by technological and business transformation. It's clear that candidates are eager to grow and adapt alongside these changes. Employers who actively invest in upskilling and make time for employee learning send a powerful message: they are committed to supporting long-term career development and future readiness.

5. A culture of recognition and value

Finally, and perhaps most importantly, people want to feel truly valued. It’s not enough to hand out a quarterly shoutout or gift a branded hoodie at the end of the year: what employees crave is authentic, consistent recognition that makes them feel seen and appreciated in their everyday work.

Recognition shouldn’t be reserved for grand achievements alone. Celebrating the smaller, day-to-day wins helps reinforce positive behaviours and builds a strong sense of belonging. When people know their efforts matter, they’re more likely to stay motivated, engaged, and loyal.

In fact, according to research by Nectar, a compelling 83.6% of UK employees say that recognition directly impacts their motivation to succeed at work. When recognition is baked into the culture, not bolted on as an afterthought, it transforms morale, boosts productivity, and strengthens teams.

Is your current role meeting your non-negotiables?

If reading this has made you realise that your current role doesn’t offer the flexibility, balance, purpose, growth, or recognition you deserve, it might be time for a change.

These aren’t just perks anymore, they’re essentials, and you shouldn’t have to settle for less.

We work with employers who understand what truly matters to candidates in 2025. So, if you’re ready to find a role that fits your life (not the other way around) get in touch or check out our latest job listings. Search can help you find a role where you feel valued, supported, and happy to show up every day.