Why the manufacturing industry can’t afford to ignore desk-free workers

For our new report, ‘A Disenfranchised Workforce: The Distorted Reality Threatening Your Business’, we worked with a third-party partner to survey over 800 people – including 500 desk-free workers, 200 middle managers, and 100 executive leaders – to understand how perceptions around workload, pay, progression, and regulatory reforms differ. There are some fascinating results for manufacturing in particular, where the retention challenge is compounded by an aging workforce and persistent recruitment difficulties.

Pay and progression: A misalignment that’s costing talent

Manufacturing stands out as the sector where better pay and benefits are seen as the most important retention factor by workers. 60% of desk-free workers say higher compensation would make them stay – yet only 34% of leaders agree.

This gap in perception may be contributing to ongoing challenges around attrition. While 85% of leaders believe desk-free roles are fairly paid, 35% of workers disagree – pointing to a mismatch between the value of the work and how it's rewarded.

Progression is another sore point. Many employees feel stuck in static roles, with 15% wanting more training and development opportunities, and 10% asking for better visibility of internal vacancies. Unfortunately, these areas aren’t currently a top priority for many employers, who often focus on operational levers like scheduling or pay cycles instead.

Workload pressures: Two sides of the story

When it comes to workload, there’s also a split. While 65% desk-free workers say their workload is unmanageable, only 54% of leaders agree. High levels of sickness absence – including those linked to mental health – are cited by leaders as the main reason for these challenges.

This signals a broader need for improved resource planning, communication, and wellbeing support, especially as these employees shoulder the physical demands of frontline manufacturing roles.

An industry already facing change

The new Employment Rights Bill adds another layer of complexity. Half of workers in manufacturing support the end of zero-hours contracts, seeing it as a pathway to more stable employment and better access to benefits. However, 37% of leaders worry about the cost implications, and 24% say they lack the HR resources to properly implement the changes.

There’s also concern for the next generation of manufacturing talent. Both 20% of desk-free employees and 22% of leaders believe the Bill could discourage employers from hiring younger or inexperienced staff – a major issue in an industry where over a quarter of businesses expect to lose 10% of their workforce to retirement in the next five years.

Moving forward: What should employers do?

To bridge the gap between staff and leadership, manufacturers should consider:

• Reviewing compensation frameworks to ensure they reflect the real value and contribution of desk-free roles.
• Investing in clear development pathways and internal mobility programmes to retain talent and reduce stagnation.
• Improving workload management with better forecasting, resourcing, and wellbeing support.
• Preparing for legislative change by reviewing HR capabilities and proactively supporting compliance.
• Nurturing young talent through structured onboarding, mentoring, and early-career development schemes.

While workers are asking for better pay, clearer progression routes, and manageable workloads, leaders are often focused on operational constraints. If the manufacturing sector wants to thrive through this next period of change, businesses must do more to understand and engage their desk-free teams.

Key stats at a glance and next steps

• 60% of desk-free workers in manufacturing say better pay would improve retention – the highest score across all sectors.
• 35% of workers say they are not paid fairly.
• 65% report unmanageable workloads; only 54% of leaders agree.
• 15% want more training and development; 10% seek better internal mobility.
• 50% support ending zero-hours contracts; 37% of leaders rely on them.
• 20% of employees fear the Employment Rights Bill will reduce opportunities for young workers.

Manufacturers face a clear choice: continue underestimating desk-free workers’ priorities, or step up with strategies that drive retention, resilience, and long-term growth.

Read the full report to learn how you can better support your desk-free workforce.