- 74% of business leaders say their organisation is experiencing change more frequently than three years ago.
- One in four leaders’ names AI or automation as the biggest driver of workforce change.
- Right Management’s new Business Change Index reveals the hidden risks of workforce change
Millions of working lives are expected to be affected by workforce change in 2027 with almost a quarter (22%) of organisations planning roles to be cut or significantly changed over the next year. Rising costs, economic uncertainty and AI are said to be the key factors driving this change, as shown in Right Management's inaugural Business Change Index*.
Tim Gilbert, Managing Director at Right Management, said; "Many businesses are facing particularly challenging times right now with multiple sources of disruption being felt at once. There are no significant signs of that changing any time soon, so unfortunately change is unavoidable.
"What's striking from this research is the scale of the challenge - with one in five businesses expecting roles to be cut or significantly changed over the next year. This isn't a future problem. It's already affecting organisations and their people."
While businesses often focus on the immediate cost savings of restructuring, there can be hidden costs to consider. Productivity can fall, managers come under greater pressure and organisations can lose valuable employees they hoped to retain.
Gilbert adds; "In many cases the question is no longer about whether change should happen, but how it is managed. Businesses need to think beyond the short-term savings and consider the long-term impact on their people, their performance and their competitiveness."
The Index suggests many organisations recognise those risks. More than two-thirds (68%) of leaders identify lost productivity as a potentially significant cost of restructuring, while 58% point to the unwanted departure of employees they hoped to retain.
Workplace disruption is also becoming more common. Almost three-quarters (74%) of leaders say organisational change is happening more frequently than it was three years ago.
While cost pressures are the most commonly cited driver of workforce change (19%), one in four leaders (25%) identify AI or automation as the biggest factor reshaping their workforce.
For those leaving, redundancy can mean far more than the loss of a salary. Work provides routine, relationships, identity and a sense of purpose, making career transition a deeply personal experience.
Gilbert concludes: "Redundancy should never be viewed simply as a financial exercise. There are real people behind these decisions, as well as consequences for the colleagues and managers who remain.
"Employers should think carefully about whether people can be retrained, redeployed or supported into their next role before making cuts. The way an organisation handles change affects not only those leaving, but also the morale and productivity of the people who stay.
"For anyone concerned about their role, my advice is to keep a clear head and try not to panic. Most people have more transferable skills than they realise and understanding those strengths is often the first step towards finding the next opportunity."
Right Management is calling on employers to take responsibility for the whole change process, supporting those who leave while maintaining productivity, engagement and confidence among the people who remain.
To find out more information about the Business Change Index visit https://rightmanagement.co.uk/business-change-index
About the research
Opinion Matters surveyed 501 UK senior decision-makers at organisations with at least 10 employees, 13-19 October 2026. Source: supplied Business Change Index workbook, Q1-Q5. The 22% includes roles being made redundant or changed, not job cuts alone. The 25% combines AI (82 respondents) and automation (43). Findings measure leaders' views, not actual cash losses or employee distress.