Report reveals translator concerns over workload, pay and career sustainability

The Institute of Translation and Interpreting (ITI) has shared findings from an important survey of professional translator wellbeing, conducted by Akiko Sakamoto of Kansai University, in partnership with the University of Portsmouth, Dublin City University and the University of Surrey.

The research, which surveyed 381 ITI members between August and September 2024, examined how translators experience their working lives, what factors influence job satisfaction, and their long-term commitment to the profession.

Key findings

Overall, translators reported moderately positive satisfaction levels with their work. However, the survey identified significant concerns in specific areas. Only one quarter of respondents felt they were paid fairly for their experience. Concerns about career sustainability scored below neutral, and translators expressed limited confidence in the utility of machine translation.

The research also pinpointed groups of translators facing particular challenges. Those based in the UK and those translating into English showed notably lower motivation to remain in the profession. Experienced translators reported lower engagement with machine translation post-editing work, despite this becoming an increasingly common element of translation projects.

Among those who provided narrative responses, 30 respondents indicated they are considering leaving the profession. The two most frequently cited reasons were insufficient workload and low rates. Many respondents attributed declining work availability to the rise of artificial intelligence.

While 66 per cent of respondents said they intend to stay in the profession for at least five years, the narrative responses reveal growing anxiety about long-term viability. Seventy-eight respondents mentioned insufficient work as a concern, even if they were not yet considering a career change. This suggests that while ITI members currently express commitment to their profession, the sustainability of a skilled translator workforce may depend on how working conditions develop in the coming years.

What translators can do

The research offers some clear insights into the factors that support better working lives. Translators with a higher proportion of direct client work reported significantly better job satisfaction, better control over their work arrangements, and fairer compensation. For those seeking to improve their working conditions, developing and nurturing direct client relationships may offer a path to greater autonomy and better remuneration.

The research also highlights the importance of professional networks and continuous engagement with peers. Those with stronger professional networks reported better overall wellbeing. This suggests that investing time in professional relationships and peer support may provide resilience during periods of market uncertainty.

What language service companies can do

Language service companies (LSCs) rely on networks of self-employed translators in order to deliver a service to the end client. The research shows that when these translators experience a stable and consistent pipeline of work from the LSC and transparent, fair arrangements with the project managers they work with they report better job satisfaction and feel more fairly compensated. Rather than treating professional translators as interchangeable resources to be sourced on a project-by-project basis, investing in stable relationships with established pools of translators benefits both translator retention and business continuity.

The survey also found that translators' experience of machine translation post-editing workflows is shaped by working conditions. Those experiencing unclear rates, limited control over how work is structured, and exclusion from decisions about project management report lower overall wellbeing and are more likely to consider leaving the profession. Language service companies that offer transparent rates, clear workflows and genuine involvement of translators in shaping how projects are managed are more likely to maintain positive engagement with their translators and reduce costly turnover.

Why this research matters

The Institute of Translation and Interpreting is committed to understanding the conditions that allow professional translators to sustain fulfilling careers. We hope that this research can be repeated periodically, allowing us to track how translator experiences change over time and to respond to evolving issues.

ITI's collaboration with academic research partners reflects our view that professional bodies have a responsibility to invest in gathering and sharing evidence about the health of the profession. We know that the language services industry benefits when there is a skilled and stable workforce. Understanding what supports, or undermines, translators' wellbeing is essential to maintaining that workforce.