You may have noticed a shift: a growing number of young women aren’t taking up, or are stepping back from, roles in the UK workforce. As an employer placing temp and permanent talent in office-based in our capital, you should view this as a strategic red flag.
The gender gap is widening for younger people
Recent data from the Office for National Statistics (ONS) shows a steep rise in young people (16–24) classified as NEET (not in education, employment or training). Over the three months to June 2025, this increase was driven almost entirely by women: female NEETs rose by 25,000, while male NEETs fell slightly.
That’s not just a statistic, but signals a worrying demographic shift. The pool of early-career female talent is shrinking, which could leave employers scrambling to meet demand for junior or entry-level roles. And it lays the foundation for a big problem in the future. And while this data points to the under-24s, it’s a similar issue for those just a little older too.
Underlying causes: care, cost, mental health
So, why are young women stepping back? One major factor is unpaid care: rising childcare costs and care duties are disproportionately borne by women. In the 2021 census, 59% of unpaid carers were female.
On top of that, mental health and social pressures play a growing role. Reports highlight increasing levels of mental distress among young women, often tied to societal expectations, social media pressures and burnout. This is combined with failing NHS mental health services.
For employers, especially those who rely on a steady supply of young, flexible staff in office support fields, these dynamics should ring alarm bells.
The longer-term risk to pay gap and progression
You might think the classic pay gap affects only senior staff. Yet the long-term impact of fewer young women entering or staying in the workforce risks entrenching gender imbalances. While overall pay gaps have shrunk slightly, with recent ONS data showing that among full-time employees the median hourly pay gap now stands at 6.9% (down from 7.1% the previous year), all major occupational groups still see men earning more than women.
If fewer women join early-career roles, the “pipeline” narrows. That means fewer women rising through to mid- and senior-level positions. Over time, that can reinforce a leadership imbalance and reduce diversity in perspectives and decision-making. We know that this impacts business resilience and innovation.
What employers can do now
It’s not enough to post adverts and hope the right people apply. To address this gender gap strategically:
- Offer flexibility: Recognise that care duties and mental health pressures disproportionately affect women. Flexible hours, hybrid working or part-time roles can make roles more accessible.
- Create support systems: Consider mentoring, return-to-work programmes, or wellbeing initiatives.
- Be transparent and inclusive: Use gender-neutral language, value different life stages, and remove unconscious bias from recruitment.
- Monitor workforce data: Track gender representation at entry, mid and senior levels, and use those insights to improve hiring, retention and development policies.
The upside of acting proactively
If you get ahead of this trend, you stand to gain: a more balanced workforce, lower turnover, greater loyalty and access to a larger, more diverse talent pool. That’s good news for businesses. We can help you find the talent you need. Fill in our I’m Hiring form, or get in touch on 020 7870 7177.