A new labour survey suggests widespread career restlessness across major European economies, even as most workers admit they feel ill-prepared for the leap.

Half of Europe’s workforce is entering 2026 with one eye on the exit. According to a recent labour market survey conducted across the continent’s largest economies, almost one in two European workers say they are considering changing jobs this year, a signal of deep-rooted unease in a labour market still adjusting to economic uncertainty, technological disruption and shifting expectations about work.

The findings point to a paradox at the heart of Europe’s employment landscape. While the appetite for change is strong, confidence is not. A majority of respondents who said they were planning to look for a new role also admitted they do not feel fully prepared to make the move, citing skills gaps, limited opportunities and fear of instability as major obstacles.

Across sectors, the motivations for change are strikingly consistent. Workers point first to pay, as the lingering effects of inflation continue to erode purchasing power in many countries. But salary is no longer the only driver. Flexibility, work-life balance and a sense of purpose are now central to how Europeans evaluate their jobs, reflecting a cultural shift accelerated by the pandemic years.

In southern Europe, where youth unemployment has historically been high, the desire to move is often tied to frustration with temporary contracts and limited career progression. In northern and western economies, dissatisfaction is more likely to stem from burnout and the perception that employers have rolled back flexible working arrangements too quickly. Central and eastern European workers, meanwhile, frequently cite the search for stability amid economic volatility and geopolitical uncertainty.

Yet the survey also highlights a growing anxiety about readiness. Many respondents say they lack the digital or technical skills increasingly demanded by employers, particularly in fields influenced by automation and artificial intelligence. Others worry that competition for quality jobs is intensifying, even as companies report difficulties finding suitable candidates.

This mismatch underscores a broader structural challenge for Europe. Governments and employers alike have invested heavily in reskilling and lifelong learning initiatives, but participation remains uneven. Workers often struggle to find the time, financial support or clear guidance needed to translate training into real career mobility.

Employers are watching these trends closely. High levels of intended job mobility raise the risk of increased turnover at a time when many firms are already grappling with labour shortages. Some companies have responded by revisiting retention strategies, offering clearer career paths, more flexible schedules and targeted training programs. Others, however, remain cautious, wary of rising costs and an uncertain economic outlook.

Trade unions and labour economists warn that unaddressed dissatisfaction could have longer-term consequences. Persistent insecurity and stalled progression, they argue, risk undermining productivity and social cohesion. At the same time, they see the current moment as an opportunity to modernise Europe’s labour model, aligning it more closely with workers’ expectations and the realities of a digital economy.

As 2026 unfolds, the scale of potential job movement suggests a workforce in transition rather than in crisis. Europeans are not simply chasing higher pay; they are reassessing what work should offer in terms of stability, meaning and balance. Whether the labour market can meet those expectations may determine not only who changes jobs this year, but how Europe’s economies evolve in the years ahead.