The UK’s Relocation Habits and Preferences

Why relocation still matters in 2026

Relocation may not dominate hiring conversations in quite the same way it once did, but it still plays an important role in how people think about work, lifestyle and long-term opportunity.

For some employers, especially those with office-based, client-facing or region-specific roles, location still matters. For workers, moving for a job is no longer just a career decision. It is a lifestyle decision shaped by commuting, housing costs, flexibility, family needs and quality of life.

That context matters more than ever. Hybrid working has widened people’s options, while ongoing cost pressures have made location a more financially significant choice. For many workers, the real question is no longer simply would I relocate for work? It is what kind of life would that move actually give me?

Would UK workers relocate for a job?

Our survey shows that many UK office workers are still open to relocation if the opportunity feels worthwhile.

When asked whether they would relocate for a job:

• 35% said they would relocate for a job and had already done so
• 24% said they would relocate for a job but had not done so yet
• 29% said they would not relocate for work

That means most respondents were at least open to the idea in principle. When we asked whether people would move city if it were required for a role, 53% said yes, while only 20% said no.

This is an important point for employers. Relocation is not off the table, but it needs to feel justified. Candidates want to see a clear benefit, whether that is career progression, better pay, greater flexibility or a better overall lifestyle.

How far would people move for work?

Willingness to relocate is one thing. The distance people are prepared to move is another.

Across all respondents, the average distance people said they would be willing to relocate for work was 250.6 miles. That is a significant move, and it suggests many workers still see relocation as realistic when the opportunity is strong enough.

There were some interesting differences by age and region too. Respondents aged 45 to 54 were the most likely to say they would relocate more than 1,000 miles, while those aged 25 to 34 were more likely to prefer a much shorter move of just 1 to 10 miles.

So while relocation remains viable, acceptable distance clearly depends on life stage, personal circumstances and how disruptive the move would be.

What motivates people to relocate?

Relocation is rarely about one simple factor. It is usually driven by a combination of practical needs and personal ambition.

One of the strongest motivators in our survey was the chance to live somewhere with a lower cost of living. That feels especially relevant today, when affordability continues to shape how people think about home, work and quality of life.

We also found differences in how men and women described their motivations. Men were most likely to say they would move because the cost of living was cheaper, while women were more likely to say they would move to begin a new chapter in life.

That is a useful reminder for employers. A relocation offer should not just focus on salary. It should help candidates picture the practical and emotional value of the move as a whole.

Rural vs urban: where do people want to live?

One of the clearest trends in the data is the growing appeal of rural living.

Flexible and hybrid working have made it easier for people to choose location based on lifestyle rather than daily proximity to the office. That has changed the balance between urban convenience and rural quality of life.

In our survey, 27% said they had already left the city to move somewhere more rural, while 42% said they would happily do so. Only 17% said they would prefer to stay living in a city.

When asked what they would do if their company allowed flexible or remote working, nearly half said they would move to a more rural area. That tells us a lot about how people are rethinking where they want to live when commuting becomes less of a daily constraint.

Do people regret relocating for work?

Relocation can open doors, but it does not always work out as hoped.

Our survey found that while 36% said they had relocated for a job and did not regret it, many others had mixed feelings. Some said they had moved once and regretted it later, while others had done so more than once.

This is where the employer experience matters. A move can look attractive on paper, but if the role, culture or day-to-day reality does not match expectations, regret can set in quickly.

The lesson is clear. If a business is asking someone to relocate, the move needs to be supported properly. That means clear communication, realistic expectations and a strong onboarding experience once the person arrives.

What this means for employers

There is a clear message in the data: workers are still open to relocating, but they are more selective about why they would move, how far they would go, and what the outcome would look like for their wider life.

If relocation is still part of your hiring strategy, the strongest approach is likely to be one that combines opportunity with flexibility. Employers that communicate clearly, support people practically and recognise the real-life implications of moving are more likely to succeed.

There is also a wider operational point here. As teams become more distributed across regions and working styles, consistent customer contact matters even more. If your people are hybrid, multi-site or constantly on the move, you need confidence that every call and enquiry is still being handled brilliantly.

Methodology

Moneypenny commissioned OnePoll to survey 1,000 UK office workers between 13 June 2022 and 20 June 2022 about their relocation habits, preferences and experiences.

This article has been refreshed for 2026 to improve structure, readability and relevance, while retaining the original survey findings that continue to offer useful insight into how UK workers think about relocation.