03 May 2026
Northern Ireland sees persistent gaps in career progression
The latest Work Quality in Northern Ireland statistics, published by the Northern Ireland Statistics and Research Agency (NISRA), present a broadly positive picture of the labour market while highlighting several persistent inequalities that remain highly relevant to the careers profession.
Drawing on data from the Labour Force Survey and the Annual Survey of Hours and Earnings, the publication tracks a range of work quality indicators. Of the fourteen indicators measured since 2021, six showed improvement, including:
• job security
• job satisfaction
• access to flexible working
• the proportion of employees earning at least the Real Living Wage
Job security remains particularly strong, with 97% of employees in Northern Ireland reported to be in secure employment during 2025. However, participation in training continues to present a challenge. Only 21% of employees reported taking part in training within the previous 13 weeks, a notable finding given the increasing policy focus on lifelong learning, reskilling and workforce adaptability.
Some of the most significant findings emerge within the demographic breakdowns.
Employees aged 18–39 were more likely to report opportunities for career progression (62%) compared with employees aged 40 and over (50%). Similar disparities were evident across deprivation levels, with 60% of employees in the least deprived areas reporting career progression opportunities, compared with only 50% in the most deprived areas.
Job satisfaction also reflected this divide, with 83% satisfaction in the least deprived areas compared to only 76% satisfaction in the most deprived areas. It also highlighted a clear skills-related pay gap. While 95% of employees in high-skilled roles earned at least the Real Living Wage, this fell to 69% among employees in low-skilled occupations.
These findings reinforce the importance of embedding lifelong career guidance across the entire working-age population rather than focusing solely on educational transitions. It highlights the important role of career development professionals within adult guidance, employability, FE and community-based settings, particularly when supporting individuals and communities where opportunities for progression remain more limited.
The statistics are a reminder that career progression is not experienced equally across society. Effective career guidance, access to labour market intelligence and targeted support all have an important role to play in helping narrow those gaps and improve long-term opportunity.
Read the latest Work Quality in Northern Ireland report.
Drawing on data from the Labour Force Survey and the Annual Survey of Hours and Earnings, the publication tracks a range of work quality indicators. Of the fourteen indicators measured since 2021, six showed improvement, including:
• job security
• job satisfaction
• access to flexible working
• the proportion of employees earning at least the Real Living Wage
Job security remains particularly strong, with 97% of employees in Northern Ireland reported to be in secure employment during 2025. However, participation in training continues to present a challenge. Only 21% of employees reported taking part in training within the previous 13 weeks, a notable finding given the increasing policy focus on lifelong learning, reskilling and workforce adaptability.
Some of the most significant findings emerge within the demographic breakdowns.
Employees aged 18–39 were more likely to report opportunities for career progression (62%) compared with employees aged 40 and over (50%). Similar disparities were evident across deprivation levels, with 60% of employees in the least deprived areas reporting career progression opportunities, compared with only 50% in the most deprived areas.
Job satisfaction also reflected this divide, with 83% satisfaction in the least deprived areas compared to only 76% satisfaction in the most deprived areas. It also highlighted a clear skills-related pay gap. While 95% of employees in high-skilled roles earned at least the Real Living Wage, this fell to 69% among employees in low-skilled occupations.
These findings reinforce the importance of embedding lifelong career guidance across the entire working-age population rather than focusing solely on educational transitions. It highlights the important role of career development professionals within adult guidance, employability, FE and community-based settings, particularly when supporting individuals and communities where opportunities for progression remain more limited.
The statistics are a reminder that career progression is not experienced equally across society. Effective career guidance, access to labour market intelligence and targeted support all have an important role to play in helping narrow those gaps and improve long-term opportunity.
Read the latest Work Quality in Northern Ireland report.
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