41% of Singaporeans who are thinking about changing jobs or have already switched are seeking to improve their work-life balance. The desire for a higher salary in line with rising cost of living is the second reason why respondents leave their employers, with 36% of workers agreeing with this expectation.
Randstad Singapore’s annual employer brand research shows a year-on-year analysis of how workforce expectations have evolved, guiding employers on how to refine and strengthen their talent strategy in an increasingly complex talent landscape. In 2025, the study surveyed 2522 respondents based in Singapore.
As companies prioritise productivity and efficiency, it’s equally important to focus on employee happiness. Every employee faces different challenges - some seek career advancement, while others value flexible work arrangements. By taking a more personalised approach to the employee experience, employers can better support retention and create a workplace where people feel valued and motivated to stay.
navigating shifting employee expectations in the future of work
Between July and December 2024, 17% of respondents changed employees, marking a 2-point decline from the same period the previous year. Meanwhile, 31% of respondents plan to switch jobs in the first half of 2025, a 3-point decline year-on-year.
While declining job-switching might seem positive, it often masks a deeper employee expectations gap, especially in Singapore's evolving market. Many workers remain dissatisfied due to misaligned priorities, particularly around work-life integration when it comes to the employee experience.
The reasons why respondents in Singapore are looking for new jobs have not changed much from 2024, showing that employers’ efforts in retaining talent are not as fruitful. To truly address this, organisations must go beyond traditional benefits and expand their commitment to employee engagement and wellbeing.
In 2025, 23% of respondents are thinking about leaving or have already left their jobs because of inflexible work options. This increase is likely because more companies have been asking employees to return to the office more often since last year. On the other hand, fewer respondents are leaving because of poor employee benefits like company discounts and gym memberships, marking a 3-point decline from 2024, to 17% in 2025.
Retaining top talent is more crucial than ever, yet survey results reveal that many employers still have room to improve. In the drive for productivity, it’s easy to overlook what employees value most - opportunities for growth, recognition and strong connections with their managers and peers. Focusing on the employee experience, well-being and happiness can help address these concerns and keep teams engaged for the long term.
tech & finance talent movements amidst displacement and future of work shifts
The survey revealed that of the 31% of respondents planning to switch jobs in 2025, tech talent are the most likely to consider this option at 43%, a 9-point increase from 2024. Finance professionals are also more likely to switch, rising 10 points from 27% in 2024.
However, even though more tech workers want to move, fewer are actually landing new jobs, suggesting the tech job market is getting tougher as the industry evolves alongside AI developments. Only 11% of tech talent surveyed found new employment between July and December 2024, down from 16% year-on-year. In contrast, slightly more engineering and finance professionals secured new jobs, with both groups seeing a 2-point increase.
The current climate in tech, where high talent mobility intent meets a tougher job market, signals deeper Future of Work shifts, including the growing specter of job displacement due to AI and automation. However, this isn't solely a story of job loss. Emerging digital workplace trends are simultaneously creating entirely new roles and skill sets, particularly in areas like AI oversight, data ethics, cybersecurity, and human-AI collaboration.
“I’ve changed jobs and went to work with another organisation between July and December 2024”
“I plan to change jobs to work with another organisation between January and June 2025”
register your interest for the 2025 employer brand research report
Conducted by Kantar TNS in January 2024, the study surveyed 170,000 respondents around the world, including 2,522 individuals in Singapore, making it the world’s most comprehensive employer branding research based on general talent perceptions.
The report features more in-depth data about the research that can help organisations and employers refine their employer branding strategies. Keen to delve deeper into our extensive data and workforce trend analyses? Fill in the form below to register your interest for a complete copy of the report.
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In today’s rapidly changing world of work, shifting talent expectations and new technologies are transforming how companies compete for talent. At Randstad, we equip our clients with actionable market intelligence and partner closely with them to constantly strengthen their recruitment strategies. Partner with our specialist consultants to leverage the latest industry trends and strengthen your employer branding in a way that helps you attract and retain the talent you want for your teams.
related content:
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how to improve employer branding?
To improve employer branding, clearly define your company values, communicate a strong employee value proposition, showcase authentic employee experiences, and ensure consistent messaging across channels.
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why focus on the employee experience?
Focusing on the employee experience is essential because it increases engagement, retention, and attracts top talent by demonstrating that the company values and supports its people.
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what do employees expect from employers?
Employees expect competitive pay, growth opportunities, flexibility, respect, and a positive, inclusive culture that aligns with their values.