​The UK property industry is currently witnessing a significant shift in what motivates candidates to move roles.

While salary naturally remains a core driver, the decision to change jobs is becoming increasingly nuanced. Following the market volatility of 2024 and 2025, professionals are now heavily influenced by a desire for stability and better long-term career infrastructure.

Based on the industry trends we are seeing at Worth Recruiting, the main reasons property professionals are looking for new jobs right now fall into four key categories.

1. The "Push" of Compensation and Volatility

For many professionals, particularly those in transactional roles like Estate Agency and Investment Brokerage, the decision to move is financial. However, it is often driven by a need for stability rather than just a pursuit of higher earnings.

Commission Fatigue Transaction volumes have fluctuated significantly due to interest rate instability over the last few years. Agents heavily reliant on On-Target Earnings (OTEs) are increasingly seeking higher base salaries to buffer against these market "famine" periods.

The "Moving Premium" Data consistently shows that staying with a current employer typically yields a standard annual raise of 3–5%. In contrast, moving companies currently commands a 10–15% uplift, rising to 20% for niche skills like Block Management or Quantity Surveying. For many, moving is the only way to secure a significant pay rise.

Cost of Living Pressures Junior and mid-level professionals, such as Property Managers and Junior Surveyors, are finding that entry-level salaries have not kept pace with inflation, forcing them to move simply to secure a comfortable living wage.

2. Career Progression and The "Ceiling Effect"

This is currently the most common reason for moving cited by professionals in consultancy and surveying (RICS qualified staff).

Blocked Pathways In many mid-sized firms, senior roles are occupied by long-serving directors with no near-term plans to retire. Ambitious mid-level associates often realise they must leave to achieve the "Director" title elsewhere.

Lack of APC Support For graduates and junior surveyors, the quality of support through the Assessment of Professional Competence (APC) is often a dealbreaker. If a firm has a low pass rate or lacks dedicated mentorship, juniors will jump ship to firms offering better training infrastructure.

The Desire for Specialisation Generalist surveyors are frequently moving to specialise in high-growth, future-proof areas - such as Data Centres, Life Sciences, or ESG (Sustainability) - where both remuneration and long-term demand are higher.

3. Culture and Work-Life Balance

Historically known for long hours and "presenteeism," the property industry has faced a post-pandemic reckoning regarding workplace culture.

Rigid Return-to-Office Mandates While property is inherently a people business, many firms have demanded a strict, mandatory 5-day office return. Professionals who adapted successfully to hybrid working are actively leaving these firms for competitors offering a more flexible 3/2 split.

Burnout in Property Management This specific sector currently has one of the highest turnover rates in the industry. Property Managers dealing with residential blocks or ASTs face high-volume conflict with tenants alongside heavy compliance workloads. Many are leaving for client-side roles (working directly for landlords) or quitting the industry entirely to escape the stress.

The Weekend Grind In Estate Agency, the requirement to work every or every other Saturday remains a major push factor. Experienced agents wishing to reclaim their weekends are often moving into PropTech or recruitment roles to utilise their sales skills on a Monday-to-Friday basis.

4. Job Security and Firm Stability

The recent insolvency of several construction firms and the downsizing of certain agencies have made candidates increasingly risk-averse.

M&A Uncertainty The industry has seen significant consolidation, with large firms buying boutique agencies. Staff often leave post-merger due to resulting culture clashes or the fear of redundancy.

Seeking Diversification Candidates are moving away from firms solely reliant on volatile residential sales streams. Instead, they are gravitation toward multi-disciplinary firms that offer steady valuation, management, or commercial income streams, ensuring greater job security.

Summary: The "Why" by Sub-Sector

The primary drivers for moving vary significantly depending on the specific vertical within the property sector:

• Estate Agency: The primary drivers are usually burnout and long hours (escaping the weekend work/high-target grind), followed by a desire for a better base salary over volatile high commissions.

• Surveying (RICS): The main motivator is career progression (escaping a blocked path to Director level), followed by a desire to pivot into growth sectors like ESG or Green Tech.

• Property Management: Moves are overwhelmingly driven by stress and volume (too many units per manager), alongside feeling underpaid relative to the heavy workload.

• Construction & Development: The key driver is typically job security (fear of firm insolvency), followed by a desire for exposure to larger or more prestigious projects.

Understanding these motivations is crucial for any property business looking to retain its best staff or attract new talent in this competitive market.

If you are looking for new property professionals this year, call the Property Recruitment Team at Worth Recruiting on 01372 238300 or email: toptalent@worthrecruiting.me