Half of the deskless workers in the United Kingdom indicate that they are living paycheck-to-paycheck, implying that they have no extra funds once their monthly bills are covered, according to research.
According to research from O.C. Tanner’s 2024 Global Culture Report, a significant portion of deskless workers in the UK—29%—acknowledge that they have borrowed money from friends and family to pay costs, which has made their work experience more stressful financially.
The report was compiled using information from over 42,000 people in 27 nations, 4,818 of whom are from the United Kingdom and 1,734 of whom are deskless.
It found that 80% of the world’s workforce is made up of deskless workers, who include frontline, offline, and other vital employees who have never had a desk. According to the survey, 50% of deskless workers in the UK are in “survival mode,” and 43% say that receiving gifts for special occasions like birthdays or marriages would put a strain on their monthly budget.
An 83% higher risk of deskless worker burnout is associated with financial strains, insufficient employer support, and a feeling of undervaluation. These factors also raise the chance of workplace disengagement and organisational detachment.
The paper suggests that executives actively connect with deskless workers, knowing their unique problems, in order to improve job fulfilment and wellbeing. Proposals include investing in company expansion, providing flexibility for handling fundamental requirements like doctor appointments and house maintenance, and allowing time off for personal emergencies—which are already denied by one-third of companies.
Engagement levels improve by 674%, exceptional work increases by 592%, and job fulfilment climbs by 448% when deskless workers feel appreciated and acknowledged.
O.C. Tanner European Strategist of workplace culture expert Stuart Cheesman says: “Deskless workers who are living with financial instability will naturally find it harder to engage with their organisatiom. While increasing their take-home pay is an obvious solution to improving engagement levels, this must be coupled with greater support from employers so workers can better manage their lives both inside and outside the workplace.
“It’s crucial that all employees – whether they are based in front of a desk, on a factory line or in a customer-facing role – are recognised and valued for the job they do and are also given a voice in how they perform their role. The simple acts of getting to know them as individuals, proactively listening to them and showing appreciation for their contributions, can make a huge difference, including higher levels of employee engagement, a reduced risk of burnout and ultimately improved business performance.”
