Career regret reflects missed opportunities and signals the mounting pressures of modern work life and the evolving priorities of different generations. A new study is revealing exactly which career decisions people regret most, and the findings show significant differences across age groups.
Digital marketing agency Social Market Way analyzed data to identify the most common professional regrets and how they vary by generation.
“Career regrets often stem from moments when we prioritized short-term comfort over long-term growth,” says Yassin Aberra, founder and CEO of Social Market Way. “Understanding these patterns can help today’s workers make more informed decisions about their professional lives.”
The study examined survey responses from approximately 1,000 employees across the United States, United Kingdom, France, and Germany, segmented by generation to identify how regret patterns differ across age groups.
The biggest career regrets people had in 2025
Table 1: Individual Career Regrets
| Career Regret | Percentage |
| Not asking for a pay increase | 60% |
| Not prioritizing work-life balance in my career | 59% |
| Staying at a job too long | 58% |
| Not negotiating my salary when I took a job | 58% |
| Not getting a college degree | 53% |
| Not speaking up in a meeting | 53% |
| Not asking for a promotion | 51% |
| Being in your chosen career | 50% |
| Not getting an advanced degree | 49% |
| Being a remote worker | 46% |
| Not making a full career change | 44% |
| Quitting a job | 38% |
| Going to HR with a problem | 34% |
Top individual regrets
Not asking for a pay increase stands as the single most common career regret, with 60% of workers wishing they’d advocated for higher compensation.
This regret edges out all others by a narrow margin, followed closely by not prioritizing work-life balance at 59% and staying at a job too long at 58%.
Salary regrets
The data shows that salary-related regrets dominate the top of the list.
Not negotiating salary when accepting a job ties with staying too long at 58%, demonstrating that compensation discussions, whether at the start of employment or during tenure, weigh heavily on professionals’ minds years later.
Education and communication regrets
Educational regrets also feature prominently. Fifty-three percent of respondents wish they’d pursued a college degree, while 49% regret not obtaining an advanced degree. These numbers suggest that educational decisions continue to influence career satisfaction long after the opportunity has passed.
Communication failures in the workplace rank high as well. Fifty-three percent regret not speaking up in meetings, and 51% wish they’d asked for a promotion. These regrets point to missed moments of visibility and advancement that professionals recognize only in hindsight.
Modern workplace regrets
Interestingly, some modern workplace trends show up as regrets too.
Forty-six percent of workers regret being a remote worker, suggesting that the flexibility of remote work may come with unexpected trade-offs. Meanwhile, 50% regret their chosen career entirely, indicating that half of workers question their fundamental professional path.
Fewer regrets
The data also shows what workers regret less.
Only 34% regret going to HR with a problem, the lowest percentage on the list, suggesting that seeking help through official channels is rarely viewed as a mistake.
“The prevalence of salary-related regrets shows how reluctance to negotiate can impact long-term earning potential,” says Aberra. “These moments of hesitation often compound over time, leading to significant financial differences across a career.”
Which generation has the most career regrets?
Table 2: Overall Career Regrets by Generation
| Generation | Percentage |
| Millennials | 70% |
| Gen X | 69% |
| Gen Z | 61% |
| Baby Boomers | 52% |
Career regrets for different generations are as follows:
- Millennials lead all generations in career regrets, with 70% reporting at least one professional decision they wish they could change.
- Gen X follows closely behind at 69%, creating a near tie with millennials, suggesting mid-career reflection may be particularly acute.
- Gen Z workers report regrets at 61%, a notable rate given their shorter time in the workforce, which indicates early-career professionals are already questioning their decisions, possibly due to increased awareness of career options and heightened expectations for professional fulfillment.
- Baby boomers show the lowest regret rate at 52%, though this still represents more than half of the generation. It reflects a greater acceptance of past decisions with age, fewer opportunities to have made different choices in a less flexible job market, or more time to make peace with career paths.
The 18-percentage-point gap between millennials and baby boomers highlights how different generations experience career satisfaction. Millennials and Gen X entered the workforce during periods of economic uncertainty (the 2008 financial crisis for millennials and corporate downsizing for Gen X) which may have forced compromises that now fuel regret.
“The high regret rates among millennials and Gen X reflect the unique economic challenges these generations faced early in their careers,” explains Aberra. “Many were forced to accept lower salaries or postpone negotiations during recessions, decisions that now feel like lasting setbacks.”
The data also suggests that younger generations are evaluating their careers more critically, possibly influenced by increased transparency around salaries and working conditions through social media and workplace platforms.
Work-life balance: A defining regret
Table 3: Regret Not Prioritizing Work-Life Balance by Generation
| Generation | Percentage |
| Millennials | 64% |
| Gen Z | 63% |
| Gen X | 55% |
| Baby Boomers | 50% |
The data reveals work-life balance is a regret that cuts across all generations, but younger workers feel it most acutely. Sixty-four percent of millennials wish they’d prioritized balance earlier in their careers, with Gen Z close behind at 63%. Even among older generations, the numbers remain significant: 55% of Gen X and 50% of baby boomers share this regret.
The one percentage point difference between millennials and Gen Z suggests that this regret develops early and persists. Despite Gen Z’s reputation for prioritizing work-life boundaries, a majority already wish they’d done more to protect their personal time.
Gen X shows a 14-percentage-point gap from the youngest generations, landing at 55%. This may reflect that Gen X workers, now in their 40s and 50s, have had more time to course-correct or have accepted the trade-offs they made for career advancement. Alternatively, workplace culture during their early careers may have made balance less attainable or socially acceptable to pursue.
Baby boomers report the lowest rate at 50%, though this still represents half the generation. This pattern aligns with workplace norms of their era, when long hours and constant availability were often expected and rewarded without question.
“Work-life balance regret resonates across generations because the consequences compound over time,” says Aberra. “Professionals who sacrifice personal time early in their careers often find it difficult to reclaim later, leading to burnout and strained relationships outside of work.”
The data suggests a growing recognition that professional success shouldn’t require personal sacrifice, though many only reach this realization after years in the workforce.
The patterns in this data point to clear action steps for 2026, Aberra says: “First, approach salary conversations proactively. Whether you’re accepting a new position or have been in your role for a year, research market rates and practice your negotiation talking points. Waiting rarely improves your position.
“Second, set boundaries early. Work-life balance is something you build from day one. Define your non-negotiables around personal time and communicate them clearly.
“Speaking up in meetings and asking for promotions may feel uncomfortable, but silence often leads to missed opportunities. Make your contributions visible and advocate for your advancement.
“For those questioning their career path entirely, career transitions require planning. If you’re having doubts, start by identifying what specifically isn’t working—whether that’s the industry, the role, or the company culture—and explore options while you’re still employed. The goal is to make better choices moving forward.”
Methodology: This analysis is based on data from the Resume Now International Career Regrets Survey, which surveyed approximately 1,000 employees across the United States, United Kingdom, France, and Germany in 2025.
Individual career regrets were identified by presenting participants with a predefined list of common career-related decisions and actions, such as not asking for a raise, staying in a job too long, or not negotiating salary. Respondents indicated which decisions they regretted, and the proportion selecting each regret was calculated as a percentage of total respondents. Regrets were then ranked from highest to lowest percentage.
Overall career regret by generation was measured by asking participants whether they had any career-related regrets. Respondents were grouped by generation (Gen Z, millennials, Gen X, and baby boomers), and the percentage within each group who reported at least one career regret was calculated and compared.
Work-life balance regret by generation was assessed by asking respondents whether they regret not prioritizing work-life balance during their careers. Responses were segmented by generation, and the percentage of respondents within each generation who answered affirmatively was calculated and compared to identify which age groups are most affected by this specific regret.
Photo illustration credit: Nuthawut Somsuk/iStock
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