Mind the Gap: Bridging the Deskless Divide for Frontline Employees.

They are the frontline heroes driving our customer purchasing, production lines, essential works and emergency services to name a few. Making up 80% of our global workforce, they are the people who keep our world turning.

So, why do frontline teams remain to be the overlooked and unheard majority? As the deskless divide continues to widen, we examine the key workplace barriers facing those in deskless roles – and how employers can bridge this gap in 2025 and beyond to ensure every person within their workforce feels empowered to thrive, and importantly, that they truly matter.

The state of the deskless workforce.

In a modern working world, what’s causing the deskless divide to grow in frontline industries? Let’s explore the current blindspots in current employee experience strategies.

1. Lack of recognition.

51% of UK deskless workers say they’re viewed as expendable by their employer.
Less than half (45%) of frontline employees report feeling connected to their business’ headquarters and leadership teams.
32% report they feel they are regarded as inferior to their desk-based, corporate colleagues.
42% feel they’re regarded as a number, not a person.
56% of frontline teams would like to receive recognition from a manager on a weekly or monthly basis.

2. Poor communication.

Just 10% of deskless teams feel they have access to the right technology tools to keep them connected at work.
80% of frontline employees report they are given few opportunities to keep connected with others at work.
Just over half (55%) engage in internal communications and meetings less than once a month.
Only 50% of frontline industry employers currently use digital internal communication tools.

3. Undervalued employee wellbeing.

75% of those in frontline roles are currently experiencing burnout, rising to 83% for Gen Z employees.
62% of frontline teams report their role has negatively impacted their mental health.
42% say they feel treated like a number rather than a person by their employer.
Just 29% of frontline industry employers currently invest in a self-serve benefits platform.

4. Limited compensation and rewards.

57% of frontline employees say they are ready to switch roles if offered better salary and compensation.
47% name poor pay and compensation to be the leading factor behind leaving their job.
Nearly a third (28%) of deskless employees say poor rewards and benefits would be the main reason they’d quit their roles.
64% of frontline employees report living paycheck to paycheck.

5. 'Revolving door' culture.

70% of C-Suite executives say they’re aware of high turnover rates in their frontline workforce, but are unsure of how to address this.
49% of employees in organisations with both frontline and desk-based staff report to experience a cultural divide.
50% of hourly workers leave their role on average within their first 4 months.
55% of deskless teams globally are not satisfied with their employee experience.

So, what do employers need to prioritise to close the deskless divide?

To meaningfully close the deskless divide in the workplace, employers need to shape a people strategy that meaningfully addresses their unique challenges, balancing these differences against the needs of more traditional and desk-based teams. As 2025 presents a challenging market for employers tackling rising business costs following the Autumn Budget announcement, bridging the deskless disconnect will be crucial in optimising engagement and retention across the entire workforce.

As businesses plan for change, tangible support with the rising cost of living, fair rewards, holistic wellbeing benefits and opportunities for development will play essential roles in a competitive and empowered employee experience. Workplace cultures that are built upon recognition, inclusion, and purpose as priority will creating pathways for connection and belonging across all levels of the organisation. This is also fundamental in levelling the playing field for deskless teams.

Enabling all of this relies upon consistent communication and regular feedback loops. For deskless teams to truly feel they are valued, seen and heard, they must have accessible engagement routes and regular opportunities to amplify their voices and ideas – particularly as frontline, customer-facing roles will offer invaluable intel for future business success.

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Bridging the Deskless Divide: From Invisible to Invaluable

Rippl’s 2025 State of the Deskless Workforce report collates key insights and statistics from across the market to shine light on the key workplace barriers that continue to grow the deskless divide for frontline teams. We dive into practical solutions for how industry employers can restore connection, enhance engagement and maximise retention so their people – from head office to factory floor – feel seen, heard and valued at work.

Because at Rippl, we’re all about making every person matter. So, grab a coffee and download your free copy.

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Rippl is where every person matters.

Our mission is to empower employers to inspire, connect and reward their people so they can drive meaningful engagement and deliver measurable business impact with every employee – from frontline heroes to office regulars.