The idea that everyone faces a mid-career crisis has been a long-held belief. But new research from the University of Surrey suggests this dip in job satisfaction only affects managerial and professional workers. For other occupational groups, the familiar U-shaped curve doesn’t apply, challenging assumptions about midlife and raising questions about workplace support for workers in their 40s and 50s.

The study drew on four major UK datasets—the UK Skills and Employment Survey, the Workplace Employee Relations Survey, the British Household Panel Survey, and the UK Household Longitudinal Study—covering more than 100,000 workers across industries and regions. By analyzing both one-time and long-term data, the researchers explored how job satisfaction changes throughout a career.

“For managers and professionals, job satisfaction tends to bottom out during their 40s but often improves later,” the researchers explain. “However, this pattern isn’t universal. Workers in intermediate and lower-level jobs don’t follow the same U-shaped trajectory.”

A New Perspective on Midlife

The findings suggest that while frustration and dissatisfaction are common in middle age, they aren’t inevitable. Understanding this can help workers in their 40s find reassurance and perspective. Midlife may be less a calm plateau and more a tricky period of adjustment, marked by career doubts or stagnation. The good news is that this phase is often temporary, with many finding greater satisfaction as they move forward.

The research highlights the importance of tailored workplace support for middle-aged employees. Businesses that invest in career development and foster personal fulfillment can help reduce dissatisfaction, particularly for those in managerial or professional roles.

This approach could also improve employee retention and engagement, especially as the UK grapples with an aging workforce. By addressing the unique needs of workers at different career stages, companies can build a stronger, more resilient workforce—and boost productivity in the process.

The study challenges outdated notions of the mid-career crisis, showing that workplace dynamics are far more nuanced. For workers and employers alike, this provides a chance to rethink how to navigate and support midlife transitions.