A lack of career growth opportunities is the most commonly cited barrier to career advancement globally, according to the sixth chapter of ADP’s “People at Work 2025” report series.
Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers globally (19%) say limited opportunities are holding back their career progression. In Australia, 20% of workers cite this as their main barrier, underscoring that the challenge is both local and universal.
Other obstacles cited globally include a lack of desire to move ahead (13%) and limited time (12%), with fewer workers pointing to fear (5%) and lack of education (5%) as barriers. These findings suggest that motivation and visibility of career pathways matter more than individual skills gaps.
The study also shows what keeps Australian employees engaged and loyal. Flexibility in scheduling is the main reason workers stay with their current employer (38%), followed by pay for performance (25%) and access to professional training and skills development (24%). In comparison, the top three reasons chosen by employees around the world are: opportunity for career advancement (45%), professional training and skills development (36%), and flexibility in scheduling (34%).
Kylie Baullo, General Manager, Australia, New Zealand, and Japan, ADP, said: “Flexibility has become a basic expectation for Australian workers, but it is not enough by itself. Employees also want to see clear career paths and opportunities to develop their skills. When those opportunities are not visible, even loyal employees may feel the need to look elsewhere. Employers who combine flexibility with tangible rewards and development opportunities will not only keep talent but also build a more motivated and dedicated workforce.”
Generational and demographic differences
The perception of career barriers varies by age. More than 20% of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14% of those aged 26 and below.
The data also shows differences by job level. Around 16% of executives and upper managers cited the lack of opportunity as a career advancement barrier. This rises to 18% among middle and frontline managers, and 20% among individual contributors.
Among workers who identify as a racial or ethnic minority in their market, 16% report a lack of opportunity as a main barrier, slightly lower than the 20% of non-minority workers who say the same.
Career stagnation drives turnover risk
Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34%) are actively looking or interviewing for a new job.
Additionally, those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive. Globally, 15% of workers believe switching employers is essential to their career progression. In Australia, that figure is slightly lower at 13%.
“The workplace impact of limited career visibility isn’t just employee disengagement – it’s lost productivity, diminished innovation, and higher turnover,” said Nela Richardson, Chief Economist at ADP. “Organisations that design clear, equitable career paths don’t just retain talent, they also increase their ability to unlock the full productive potential of their employees.”