Figures from YouGov have found that 53 per cent of Britons believe it is difficult to find a job, while only 31 per cent say it is easy. Despite signs of economic stabilisation, this persistent pessimism is influencing how employees approach career planning, while also reshaping recruitment tactics for employers.
The sentiment appears to be even sharper among younger adults, with 74 per cent of 18–24-year-olds describing the job market as difficult, signalling a growing gap between graduate expectations and available entry-level opportunities. HR experts warn that this lack of early-career confidence can impact long-term mobility, retention, and upskilling pathways.
While traditional employment routes tighten, a parallel trend is accelerating: more professionals are choosing freelance, contract and portfolio-based careers, driven by a desire for autonomy, skill variety and greater control over earnings and workload.
“The job market may be tough, but flexibility is giving people control again,” says William Stokes, CEO at Co-space. “We’re seeing professionals from every sector choosing to freelance, consult or start their own businesses, and flexible workspaces are at the heart of that shift. You no longer have to wait for the right job; you can create your own.”
HR teams are increasingly expected to support non-linear career journeys, accommodate flexible work patterns and design systems that allow talent to move fluidly between roles, projects and operating models. At the same time, shared spaces and flexible work environments are emerging as critical infrastructure, helping employees transition from traditional to flexible employment.
“Flexibility fuels mobility,” William explains. “People can move from employment to entrepreneurship without losing community or collaboration. Co-working hubs provide the infrastructure that makes that possible, they’re modern economic engines connecting talent, ideas and opportunity.”
Employees now expect personalised career pathways, greater ownership of their time and development, and access to environments that support creativity, collaboration and growth.
For HR professionals, this means designing talent systems that incorporate external talent networks, on-demand expertise, and new forms of workplace community, often delivered through flexible workspaces.
“The future of work isn’t just remote, it’s dynamic,” adds William. “Professionals want choice, flexibility and freedom. The challenge for businesses is to adapt and harness this flexibility rather than resist it.”
