Retail roles are among the UK jobs workers are most likely to leave entirely when switching employers, new research from Indeed has revealed, further emphasising the persistent churn across the sector.
The analysis shows that 82 per cent of retail workers who change jobs move into a different occupation altogether, highlighting the extent to which the industry continues to function as a stepping stone, rather than a long-term career destination.
The findings, based on job histories recorded on Indeed CVs between 2022 and mid-2025, add occupational detail to official labour market data from the Office for National Statistics, which shows around 2.8 million people in the UK changed jobs over the past year, with roughly 1.2 million leaving their previous industry.
Overall, Indeed found that around 2.4 per cent of UK workers change jobs in an average month, with nearly two-thirds switching into a completely different occupation.
Entry-level roles dominate the highest-turnover occupations, with sectors such as hospitality, food service and retail experiencing particularly high churn.
While the highest monthly switching rates were recorded in loading and stocking roles (3.2 per cent), similar levels were seen in food preparation and service (3.2 per cent) and hospitality and tourism (2.9 per cent).
Retail sits close behind these sectors in terms of occupational mobility, with the research showing that the vast majority of workers who leave retail jobs do not remain in the industry.
Indeed found that roles such as unit leaders and book managers are among those with the highest occupational exit rates in the sector.
The data reflects the nature of many retail positions, which are often filled by younger workers entering the labour market or by people using the sector as a temporary role before moving into other industries.
Indeed also identified a clear relationship between job demand and occupational loyalty.
Occupations with stronger hiring demand tend to retain workers more effectively, as employees see clearer opportunities for progression and stability within their profession.
Sectors with lower pay, fewer progression opportunities or weaker demand are more likely to see workers switching careers entirely.
For retail, high turnover increases recruitment costs, while the sector competes with other industries for talent.
Jack Kennedy, senior economist at Indeed, said the findings highlight the uneven nature of labour mobility across the UK economy. “In entry-level sectors such as hospitality and retail, high rates of exit mean employers face persistent churn and ongoing recruitment pressures,” he said.
“That can weigh on productivity and raise hiring costs, particularly where roles act as short-term stepping stones rather than long-term careers.”
He added that the pattern could become even more significant as technological change reshapes jobs across the economy. “Understanding labour market mobility is crucial for policymakers and employers to assess how quickly the labour market can adjust to economic shocks and structural change.
“This will be even more important as AI reshapes job tasks and skill requirements across sectors.”
For retailers, the sector remains one of the largest employers in the UK, but many roles are still perceived as temporary or transitional.
Industry leaders have increasingly focused on improving training, development pathways and internal progression in an attempt to retain staff and reduce recruitment costs.
Without stronger career pathways, however, the data suggests retail will continue to experience some of the highest levels of labour churn in the UK economy.
