In the wake of the Great Resignation, a new trend is reshaping the workforce: The Big Stay- a shift in focus from attracting talent to keeping it. This, therefore, presents a golden opportunity not just to train talent but to build thriving, loyal teams. 

So, what are the best employers doing to keep their people right now? They’re going beyond the perks and pay rises. The Big Stay marks a shift toward long-term commitment, with employees valuing security, wellbeing, and meaningful work. Employers who invest in strong workplace cultures – where people feel seen, supported, and safe – are reaping the rewards. CIPD’s Labour Market Outlook revealed that over half of UK employers plan to maintain current staffing levels, the highest since 2016-17¹. 

Research is telling us: 

• 51% of UK HR professionals cite employee retention as their top concern for the year ahead, including pay, work-life balance, and wellbeing expectations.² 

• 36% of HR leaders say boosting retention is their main focus – up from third place last year.³ 

• Meanwhile, the average UK turnover rate sits at a staggering 35%, with recruitment and onboarding costs reaching as high as £30,600 per leaver.⁴ 

These numbers highlight the immense cost – financial, cultural, and strategic impact that this has on and organisation when retention is overlooked. 

To do the best for employees, the focus of employers needs to be on: 

• Purpose and belonging – People want to work somewhere that means something to them. 

• Flexible and inclusive benefits – From pet bereavement leave to driving lessons and neonatal leave, UK companies featured in The Sunday Times Best Places to Work ⁵ show that diverse, thoughtful perks resonate and retain staff. Flexible work is no longer a perk – it’s a baseline expectation. 

• Wellbeing and voice – They want to be heard, not just seen. Employers who embed support – mental health, flexible working, fertility policies – see stronger retention. For instance, only 19% of firms have fertility support, even though 63% of managers think it’s important. Good retention starts with listening and responding to your employees. 

• Intentional employee experience – Successful employers move beyond token perks. They foster real connections through structured feedback loops, meaningful reflection, and deliberate culture moments. 

• Growth – They expect to learn, develop, and move forward within an organisation. Whether it’s internal mobility, mentorship, or upskilling, employees are staying where they see a future. According to Science People⁶, Millennials and Gen Z – once dubbed “job hoppers” now plan to stay 6-10 years at companies that offer progression and purpose. 

• Trust – Without it, none of the above lasts. Retention isn’t just about perks – it’s about trust. Employers who actively listen to employee feedback and act on it are building loyalty and ultimately trust. Pulse surveys, stay interviews, and transparent communication are key tools in this effort also. 

At View HR, we’ve seen firsthand how small moments of connection and culture can support big-picture retention. The Big Stay isn’t just a trend – it’s a call to action. If you would like to explore how to build a long-term retention strategy through meaningful HR practices and culture design, please contact us. As a people-first HR consultancy, we’re here to help you turn the Big Stay into your biggest advantage.