The Disappearing First Job: Why Under-40s Are Experiencing ‘Career Grief’ in the AI Economy

From ‘quiet quitting’ to side hustles and ‘portfolio careers’, British workers under 40 are increasingly questioning what their careers should look like, as many are discovering the reality of work looks very different from what they expected in the age of AI.

A concept gaining attention among career experts is “career grief”: the sense of disappointment or loss people experience when the career they imagined for themselves doesn’t materialise. The feeling is particularly common among workers under 40 navigating an increasingly uncertain labour market.

The rise of “career grief”

According to Jo-Ellen Grzyb – psychotherapist, careers expert and co-founder of professional skills training company Impact Factory – career grief can affect anyone at any stage of working life.

“Career grief most usually hits people who realise that the career they had hoped to have isn’t the one they’ve got,” she explains. “Whatever the reason, career grief can cause emotions of helplessness, anger, disappointment and feeling bereft that you haven’t attained your dreams. People may blame the organisation, the system, and sadly, themselves.”

The emotional impact can manifest in many ways, including feeling unmotivated at work, losing creativity or becoming disengaged from career progression. It can overlap with wider workplace trends like “quiet quitting”, where employees step back from going above and beyond because they feel their effort is no longer rewarded. 

In 2025, 1 in 5 workers reported ‘quiet quitting’. For some, this withdrawal is a coping mechanism to protect their wellbeing in roles that no longer feel aligned with their expectations or values. For others, it signals a deeper reassessment of what they want from work altogether, prompting a shift towards more flexible, purpose-driven or non-linear career paths.

A generation re-evaluating work

Younger workers are approaching careers very differently from previous generations. Global research shows Gen Z and Millennials prioritise work-life balance, meaningful work and flexibility when evaluating career decisions, but these expectations often collide with workplace realities, particularly during periods of economic uncertainty.

Recent UK labour market data shows the unemployment rate has risen to around 4.4%, with job vacancies continuing to fall from their post-pandemic peak. At the same time, the number of young people struggling to establish themselves in the workforce remains high: almost one million people aged 16–24 in the UK are currently not in employment, education or training (NEET). Recent research has also shown that many employers are reducing graduate hiring and citing AI as the reason. 

Those entering the workforce during downturns may develop resilience and adaptability early on, but workers who began their careers during more prosperous periods can find economic slowdowns harder to adjust to. In both cases, though, the result can be a growing sense that the career path they originally imagined may no longer be realistic.

Finding a way forward

The key to moving beyond career grief is reframing the situation and creating a realistic strategy for the future. “First and foremost, don’t try to manage this alone,” says Grzyb. Seeking guidance from mentors, career advisers or professional networks can help provide a more objective perspective and identify new opportunities you can explore.

She also encourages professionals to reassess what matters most to them. “Reassessing your goals isn’t a sign of failure or weakness. By mid-career, you will already have built transferable skills and qualities that can open up different paths.”  

As part of the process of pivoting, younger professionals are turning to visual planning tools such as career mood boards to help clarify their direction. Mood boards are commonly used in creative industries, but are increasingly being applied to career planning. 

Instead of starting with job titles, gather visual inspiration that reflects the type of work, industries and lifestyles they find appealing. This might include companies or organisations they admire; workplaces or environments they want to be part of; industries they find exciting; even lifestyle goals their career could support. Mapping these ideas visually means patterns begin to emerge, helping people identify potential paths they might not have previously considered.

While reflection is important, don’t forget that action is equally crucial. “Doing something – almost anything – can break the hold career grief has on you,” says Grzyb. That might involve speaking to mentors or career counsellors, exploring new training opportunities, shadowing colleagues in roles of interest or developing new skills alongside existing work. Even small steps can help restore a sense of control and direction.

A changing definition of success

For younger workers, the traditional idea of a single, linear career path is becoming less realistic. They need to contend with an unstable economy and AI technology making waves in the job market. Careers are increasingly shaped by experimentation, changing industries and evolving personal priorities; in that environment, setbacks or changes in direction are no longer signs of failure, but part of the process. 

As Grzyb concludes: “Career grief doesn’t mean career disaster. It can instead be a catalyst for change.”