workmonitor 2025:

a new workplace
baseline.
 foreword key findings global themes looking ahead about the survey appendix

contents.
4 foreword.
5 key findings.
8 global themes.

38 looking ahead.
41 about the survey.
42 appendix.

workmonitor 2025 2
 foreword key findings global themes looking ahead about the survey appendix

the why, how

and who of
the workplace.

workmonitor 2025 3
 foreword key findings global themes looking ahead about the survey appendix

foreword.
A new workplace baseline is emerging — where
success is defined not just by what we do, but by why
we do it, how we do it and who we do it with.

That is the key takeaway from why: motivated by personalization how: opportunities through skilling At a time of talent scarcity, we need
Workmonitor 2025, our flagship Work today is about more than just a Technological advancements — all hands on deck. Creating
research that shares the voice of paycheck. Talent globally are particularly in AI — are reshaping the workplaces where all talent want to
talent. looking for workplaces that align future of work at pace. While talent work is not just a nice-to-have, it’s a
with their personal values, are acutely aware of the need to common-sense business imperative.
Workmonitor shows talent aspirations and circumstances. future-proof their skills, gaps persist
expectations are continuing to between the desire for training and I believe there’s a clear mission here
evolve, shaped by economic For the first time in Workmonitor’s those receiving it. Gender and for employers. By acknowledging the
uncertainty, technological 22-year history, work-life balance generational disparities further new baseline — the why, who and
advancements and shifting social surpasses pay as the leading complicate the picture, and these how — and closing the gaps in
landscapes. motivator. Compensation is still trends highlight both the challenge expectations, they can strengthen
important but talent today have and opportunity for employers. teams, boost productivity, attract
This evolution is paving the way for a multi-faceted expectations. talent and remain competitive in
new workplace baseline. workplaces built on trust today’s dynamic environment.
who: fostering a sense of community For the first time in Workmonitor,
Against a backdrop of continued The second emerging theme we’re comparing talent expectations As you explore the findings in this
volatility and talent scarcity, revolves around the desire to with employer strategy priorities from report, I encourage you to consider
Workmonitor provides a roadmap for belong. Many are now seeking a our companion study — the Talent how the insights can inform your
businesses and leaders to reap the sense of purpose and connection in Trends Report 2025. Clear gaps have talent strategies.
organizational benefits of an their professional lives. We’ve emerged in terms of personalization,
engaged and productive workplace. learned that fostering connection equity and skilling. Sander van ‘t Noordende,
isn’t just good for people — it’s good CEO, Randstad
for business. Our data shows that a That’s a concern because, as stability
strong sense of community drives returns, talent are more willing to seek
productivity, while also supporting jobs matching their expectations and
well-being in the workplace. mirroring their values.

workmonitor 2025 4
 foreword key findings global themes looking ahead about the survey appendix

key findings.

workmonitor 2025 5
 foreword key findings global themes looking ahead about the survey appendix

key findings.
The 2025 Workmonitor 1. motivated by personalization
reveals a fundamental shift
in workforce expectations, Talent increasingly expect work to align ambition and growth flexibility gains
based on insights from with their personal values, ambitions and 31% have quit a job because of a lack of career The proportion of talent who say their jobs offer
life circumstances. While work is still
over 26,000 individuals progression opportunities, up from 26% the year flexibility has risen significantly year-on-year, both
about income, it also plays a broader and before, showing that personal development is in terms of working hours (from 57% to 65%, a
across 35 markets. Talent more meaningful role in their lives. more non-negotiable than ever. relative increase of 14%) and location (from 51% to
are redefining what they 60%, a relative increase of nearly 18%).

want from work around a value alignment work-life balance minding the gaps
new baseline shaped by Almost half of respondents say they wouldn’t For the first time, work-life balance surpasses Our 2025 Talent Trends Report finds that 32% of
accept a job with a company with social or pay as the top motivator. Even so, these and employers say they are prioritizing personalized
three distinct pillars environmental values that didn’t align with other traditionally strong motivators such as skills development and career mobility for
their own — an increase to 48% from 38% a flexibility have slightly declined in importance, colleagues. But just 1 in 10 coaching programs
representing the why, how year earlier. Similarly, 29% have quit because giving way to a broader baseline of expectations. are open to all workers.
and who of work. they disagreed with leadership’s views, which
represents a 38% relative increase.

38% 2024 would not accept a job with have quit a job because of
a company whose values 31 a lack of career progression
48% 2025 didn’t align with my own % opportunities

workmonitor 2025 6
 foreword key findings global themes looking ahead about the survey appendix

2. fostering a sense of community 3. gaining opportunities through skilling

Talent are clear they want a community equity As technological change accelerates, reskilling opportunities
— a space where they can belong, thrive Talent have seen the powerful impact of talent increasingly prioritize skills Our 2025 Talent Trends Report reinforces
and bring their full selves to work. equity initiatives in the workplace, but 59% development — especially in areas like this urgency with 90% of employers
say their organization is not doing enough AI and emerging technologies. agreeing that providing reskilling
belonging matters in this area. opportunities is their responsibility, and
More than 8 in 10 respondents say a sense skilling as a deal breaker 58% saying they are unsure how to do
of community helps them perform better, This is backed up by the findings from our more.
44% wouldn’t accept a job without
while 55% would quit if they didn’t feel Talent Trends Report 2025, which shows
opportunities to develop future-relevant
they belonged, up from 37% a year earlier. just 28% of companies currently have equitable skilling
skills, a relative increase of 22%. 41%
equity-based training programs in place.
would quit if no learning and Younger generations and managers are
toxic workplaces development opportunities were offered, currently reaping the greatest benefits,
44% have already quit a job citing a inclusivity up from 29%. but given systemic talent scarcity,
toxic culture. Only around half (49%) trust their employers organizations must ensure skilling
to create an inclusive workplace culture ownership and responsibility opportunities reach all talent equally.
where all colleagues can thrive.
trust and authenticity While 64% believe their employer is
helping them to develop future-proof Talent see future-proofing their
While 80% of workers feel trusted and
These findings show that while many skills, talent are willing to share capabilities as a critical factor in job
valued, and over three-quarters trust their
workplaces foster connection, talent are ownership: 35% say they are mostly decisions, the findings show. Employers
leadership, gaps remain.
demanding greater equity and responsible for ensuring their skills keep must provide equitable skilling
psychological safety to feel supported. pace with technological advancement, opportunities.
full self at work
though 39% still view reskilling as
62% now report hiding aspects of
primarily the employer’s responsibility.
themselves at work, up from 55% last year.

8 in 10 say a sense of have already 29% 2024 workers who would quit if no
community helps them
to perform better at work
44 quit a job citing
a toxic culture 41% 2025
learning and development
% opportunities were offered

workmonitor 2025 7
 foreword key findings global themes looking ahead about the survey appendix

global themes.
9 why we work:
motivated by personalization.
18 who we work with:
fostering a sense of community.
28 how we work:
gaining opportunities through skilling.

workmonitor 2025 8
 foreword key findings global themes looking ahead about the survey appendix

why we work:
motivated by
personalization.

workmonitor 2025 9
 foreword key findings global themes looking ahead about the survey appendix

why we do it.
Traditional motivators, like pay, have less influence, as talent
holds firm on retaining — and building on — hard-won benefits.
In response, employers have offered greater flexibility, but the
dynamics are evolving.

Workers seek employment that aligns more closely with their

unique circumstances, aspirations and values. Personalization
now defines success in attracting and retaining top talent.

I have quit a job because I didn’t

agree with the viewpoints or stances I have quit a job because of a lack
of the leadership at my organization of career progression opportunities

21% 26%

29% 31%

2024 2025

workmonitor 2025 10
 foreword key findings global themes looking ahead about the survey appendix

value alignment is more

important than ever.
In recent years, Workmonitor reports have shown a clear trend I have quit a job because I didn’t feel comfortable
that work is increasingly about more than just getting paid. sharing my personal viewpoints and stances at
work without judgment or discrimination
Aligning work with personal with talent in India (70%) and China (66%)
circumstances and ambitions remains a the most outspoken on this topic. At 53%
priority for talent, with some substantial and 52%, respectively, Millennial and Gen Z
increases from last year. respondents ranked markedly above Gen X
(45%) and Baby Boomers (42%).
For example, the share of people who say
they would quit a job if they disagreed Looking at different work types, blue-collar
16
%
27
%
with the viewpoints or stances of the workers who perform manual labor or
leadership at their organization have skilled trades feel most strongly about
grown from 33% in 2024 to 44% in 2025. value alignment (50%), compared with
The proportion of talent who had already white-collar office workers (48%) and gray-
2024 2025
left a job for that reason rose from 21% to collar talent, who are highly-skilled manual
29% year-on-year. professionals such as nurses, electricians
and teachers (47%). apac 30%
The percentage of workers unwilling to
consider working for a business that On the positive side, the share of talent eastern europe 29%
didn’t have the same social and who feel their employers’ values and
environmental values rose to nearly half purpose align with their own has increased
latin america 32%
(48%), from 38% in 2024. from 70% to 76%. This suggests that
north america 28%
workers have either quit to join more
Regionally, talent from Asia-Pacific (APAC) aligned organizations, or that companies north-western europe 23%
and Latin America felt the strongest about are catching up with talent's expectations
this (52% and 55%, respectively), on this front. southern europe 22%
0 5 10 15 20 25 30 35

workmonitor 2025 11
 foreword key findings global themes looking ahead about the survey appendix

a wider spread of priorities.

Businesses and talent have become used to working in a
state of perpetual adaptation, pivoting to accommodate
economic, social and technological volatility. how important are the following factors for your current
job and/or future employment?
Talent’s search for workplaces that shape The significance of both work-life balance 100
around them, rather than vice versa, and pay increases with age, with Baby
continues to be a strong motivator. Boomers ranking them most highly, at 85%
for work-life balance and 87% for pay. 86% 87% 85% 87%
In fact, their expectations have become 80 83% 84% 85%
83%
81%
more multifaceted, with traditionally Regionally, the trend is reversed in Latin 76%
74%
sought-after workplace aspects giving way America, where pay ranks higher than work-
to a broader distribution of priorities. 68%
life balance. 60
Work-life balance remains key and is now Yet, more than three-quarters of global
the highest-ranking factor for talent when it respondents (79%) say they have a good
comes to their current or a future job (83%), work-life balance, a small increase on last 40
along with job security (83%). year (78%), and 68% state that their job
provides the pay they need to live the life
For the first time in the history of they want.
Workmonitor, it has passed pay as a 20
motivator for talent (82%). Other high-ranking priorities are annual leave
(77%), health insurance (74%), flexibility in
The gap between the two is most terms of location (67%), flexibility in terms of
significant for Gen Z, with 74% ranking 0
working hours (73%) and the need for talent
gen z millennials gen x baby boomers
work-life balance over pay (68%). Mental to make a personal impact in their roles
health support also exceeded pay in (69%).
importance for this group (70%). work-life balance pay job security

workmonitor 2025 12
 foreword key findings global themes looking ahead about the survey appendix

as trust and autonomy increase,

flexibility becomes the norm.
Flexibility — one of the major focuses of last year’s report — thinking about your current role, to what extent would
is now a firm component of the new talent baseline. you agree with the following statements?

While people still rank flexible working Supporting this, managers are seen as
arrangements as important, respondents
told us that their jobs provide them with
more flexibility, both in location — from
trusting their teams to work independently
(78%) and maintain productivity at home
(72%), a trend most strongly seen regionally
79% my job offers a good work-life balance

51% in 2024 to 60% in 2025 — and working in North America (86% and 80%,
hours (from 57% to 65%). respectively), and among the Baby Boomer

The same goes for workers being able to

choose their work intensity, which has
generation (82%; 74%). The latter may
reflect that, as the oldest generation, they
are more experienced in their roles than
65% my job provides flexibility in terms of
working hours — I can control when I work

gone from 54% in our last report to 64% younger generations.

this year.

This shift may reflect a normalization of

work flexibility in all its forms, with
White-collar workers felt the most trusted
to work independently among all work
types. Looking at different industry sectors,
60% my job provides flexibility in terms of
location — I can decide where I work from

employers giving talent more freedom to Financial Services had the most trusting
integrate work into their lives. managers when it came to letting workers
get on with their jobs (83%), while IT
Services & Telecommunications managers
were ranked the most trusting of their
64% my job is flexible in terms of intensity —
I can choose how much to work

teams’ productivity at home (80%).

workmonitor 2025 13
 foreword key findings global themes looking ahead about the survey appendix

talent set on hybrid work.

A persistent expectation gap remains between employer talent's preferred number of days in
policies on home and office working and talent's preferred the office compared with number
working conditions. mandated by employer policies
The largest share of workers wants to be in Half of Workmonitor respondents (50%) say
the office three days a week (26%), but the they would quit if their employer didn’t take
11%
0 days
biggest share of employers are keen for them requests for better conditions into account — 7%
to be in for five days (31%), though slightly a relative percentage increase of 25% on last
less than in 2024 (35%). year’s report. 5%
1 day
4%
However, in keeping with one of the main Millennials and Gen Z (both 56%) and blue-
themes of this year’s report, our data collar workers (53%) are the most adamant 14%
suggests that the tension may be shifting about quitting over working conditions, with IT 2 days
away from seeking workforce-wide benefits, Services & Telecommunications coming top 7%
toward much greater levels of among industry sectors (60%). Regionally,
26%
personalization. North Americans are the most outspoken on 3 days
this topic (56%) with talent in India leading the 18%
Workmonitor 2025 reveals that talent are market rankings (66%).
ready to advocate for more personalized 21%
4 days
benefits: the number of people who say they When it comes to drawing the consequences, 16%
have requested or campaigned for better the number of those who have followed
conditions or pay at work has increased, from through and left jobs for this reason has also 22%
38% in the 2024 report to 45% this year. risen over the past year, from 25% to only 31%. 5 days
31%
Employers that are more accommodating of 0 5 10 15 20 25 30 35
talent's requests could benefit from greater
trust, as 56% of talent state they would trust talent’s preferred days employer-mandated days*
employers more if they provided personalized
*17% of talent reported their employer does not
work benefits, including all dimensions of
have policies in place in this area.
work flexibility.

X
workmonitor 2025 14
 foreword key findings global themes looking ahead about the survey appendix

the employer perspective: more

to do on equity and opportunity. 9%
of coaching programs
are open to all workers
We have seen throughout this section of
Workmonitor that talent are clear in their desire for
personalized benefits and career path options.

They want their employer to provide Around 4 in 5 employers list the personal
equitable opportunities for advancement motivations of talent as important when hiring
to all, and 52% of respondents trust the and 32% say they are prioritizing personalized
organizations they work for to deliver skills development and career mobility for
these. But is this the case? colleagues. However, just 1 in 10 coaching
programs are open to all workers.
Data from our latest Talent Trends Report
indicates that while employers have the Developing programs that provide a broader
intent, they still have some way to go to range of opportunities will be key in order to
meet talent expectations. improve retention and attract new talent.

workmonitor 2025 15
 foreword key findings global themes looking ahead about the survey appendix

motivated by personalization

by numbers.
geographic younger talent: trust across sectors
communication differences it’s personal While most talent feel that the trust between
Around the world, talent in different While those in North America, Latin them and their manager is relatively high, there
Strong generational differences emerge when
regions are not equally as America and APAC are confident are some variations between sectors.
looking at the importance of personal lives.
communicative with their employer sharing what they want, talent in
about their benefit expectations. Southern Europe appear to be less I have quit a job because it didn't fit my manager trusts me to
willing to do so. work independently
in with my personal life
I have communicated to my employer my expectations
financial services 83%
on the types of benefits I expect to receive

apac 49% 43 42 IT services & telecommunications 82%

% %
eastern europe 44%
life sciences & pharmaceuticals 79%
latin america 50% gen z millennials
north america 50% engineering 79%

north-western europe 41%

manufacturing
southern europe 36% 34 28 77%

0 10 20 30 40 50
% % transport & logistics 74%

workmonitor 2025 16
 foreword key findings global themes looking ahead about the survey appendix

key learnings.

2. 3.
1.
a broader baseline
employers
have pivoted
but not enough
talent are willing
to draw the
consequences
People feel more secure in their jobs, which is
of expectations likely a reflection of employers having pivoted
toward them in what continues to be a tight
Respondents’ satisfaction with the flexibility, market. Talent are not only showing a
work-life balance, trust and value alignment at preparedness to leave jobs that are not aligned
Talent have reinforced their search for jobs that
work has grown. However, while employers have with their priorities — whether concerning
align with their individual values and life
pivoted significantly toward their workforces, employers’ values or their working conditions.
circumstances. Traditionally high-ranking factors
many gaps remain to be bridged.
like pay have taken a step back to make room for a
broader distribution of priorities. With talent increasingly ready to walk if their
Heightened talent pressures and ongoing skills expectations are consistently unmet, employers
shortages will drive the need for even greater need to stay abreast of and find ways to
Employers’ ability and willingness to meet talent’s
calibration between workers’ expectations and accommodate talent’s evolving needs.
priorities affects talent’s decisions about staying in
business needs.
their current role or accepting a new job.

workmonitor 2025 17
 foreword key findings global themes looking ahead about the survey appendix

who we work with:

fostering a sense
of community.

workmonitor 2025 18
 foreword key findings global themes looking ahead about the survey appendix

I want my workplace to feel

who we do it with. like a community

People want more than just a workplace, they want a global 83%
community. A sense of belonging is now more
important than ever before. gen z 76%

In a substantial increase from 2024, more However, as a sense of stability returns, they are
than half of Workmonitor respondents say a quicker to look elsewhere. millennials 84%
lack of belonging is a reason for potentially
leaving their employment. For many, feeling In the face of growing talent scarcity challenges,
part of a community is important for their employers must take steps now to offer a healthy, gen x 84%
performance, productivity and work-life cohesive work environment to attract and keep the
balance. Talent may prioritize a stronger people they need.
workplace community over higher pay, or feel baby boomers 84%
more confident leaving positions they
perceive as toxic. I would quit a job if I didn’t
Over the past year, more people have acted feel like I belonged there
on these drivers and quit their jobs. This
suggests that talent feel less uncertain about
the job market than they may have in previous 37%
years. Typically, when talent face uncertainty,
they are more cautious about leaving their 55%
roles, Workmonitor data has indicated. 80
%
85
%
83
%
2024 2025

blue collar gray collar white collar

workmonitor 2025 19
 foreword key findings global themes looking ahead about the survey appendix

more than just a workplace.

Given the significant amount of time spent at work, it’s
understandable that talent want to feel at ease, be friendly
and socialize rather than just work with their colleagues.

83% say they want their workplace to Across the different sectors surveyed, IT
give them a sense of community. Services & Telecommunications show the
highest affinity with having a community at
Gray-collar workers are more work (87%).
concerned about this (85%) than their
white-collar and blue-collar colleagues Supporting this community, talent say they
(83% and 80%, respectively). socialize with colleagues both in a work
setting (83%) and outside of work (69%), and
Gen Z are far less concerned (76%) that they find it easy to get on with colleagues
about the community aspect of work from different backgrounds (85%).
than Millennials, Gen X and Baby
Boomers (84% each).

83%
I socialize with my
76%
I consider (some of) my
69%
I socialize with my
colleagues at work colleagues as friends colleagues outside of work

workmonitor 2025 20
 foreword key findings global themes looking ahead about the survey appendix

talent are willing to make material

sacrifices for community. I wouldn’t mind earning less money if I had good
friends at work
The longing for community goes significantly beyond
‘getting on’ and socializing. global 36%

apac 43%
Globally, more than a third (36%) would be North America had the largest share of those
willing to earn less if they had good friends at willing to deprioritize pay in favor of making eastern europe 37%
work, although the same percentage a contribution to society (46%), followed by
latin america 30%
disagreed. Men were more likely (37%) to APAC (45%). Gen Z and Millennials (43%
hold this view than women (34%), and Gen Z each) tracked significantly above their older north america 42%
and Millennials were more willing to forego peers.
higher pay (42% and 40% respectively) than north-western europe 34%
older generations. Workers in APAC (43%) Our findings may have uncovered a
and North America (42%) were most likely to significant shift in the role of work in our
southern europe 28%
pass on higher pay to have good friends at lives. With societies becoming increasingly 0 10 20 30 40 50
work, while Southern European respondents individualistic and many community
were least likely to say so (28%). institutions seeing membership decline,
people may be looking to their workplaces
And friends are not the only priority: more to fill this gap.
than a third of respondents said they
wouldn’t mind earning less if work But community is not just about a warm,
contributed to their social lives (37%; with fuzzy feeling: 85% of respondents state that
35% disagreeing), or if their role was
contributing something to society (39%, with
they perform better when there is a sense of
community, and 83% say they do better at
42 40 33 28
% % % %
30% disagreeing). work when they know their colleagues.

gen z millennials gen x baby boomers

85% of respondents state that they perform better

when there is a sense of community

workmonitor 2025 21
 foreword key findings global themes looking ahead about the survey appendix

equity is non-negotiable
for talent.
Talent mainly attribute responsibility for a positive who is responsible for...
workplace culture, belonging and equity to their
employers, while acknowledging their own creating a positive 26%
contribution, too. workplace culture 31%

And it seems most employers are Crucially, 55% of those surveyed would
delivering. 59% of talent report that their go as far as quitting a job if they didn’t 25%
organization is more progressive than the feel they belonged at work, up from improving equity at work
country they work in. 37% last year. 41%

However, while 62% of talent feel equity The share is highest in North America
initiatives can make a genuine difference, (63%), in the IT Services &
59% say their organization is not doing Telecommunications sector (63%) and making colleagues feel like 27%
enough in this area, and the same among Gen Z and Millennials (both they belong at work
proportion say existing policies are 58%).
28%
tokenistic.
Employers must also strive to take steps
Failing to provide a community-focused to improve sustainability. 42% of talent 22%
environment could pose significant risks respondents stated they would not join creating employee
and costs for employers, as talent are a company that wasn’t proactive about resource groups 44%
increasingly prepared to act on their improving its sustainability, up from
dissatisfaction. 35% in 2024.
me my employer
More than 40% of workers surveyed have
considered leaving a company because of
its political stances — this goes up to 57%
and 50% for Gen Z and Millennials,
respectively.

workmonitor 2025 22
 foreword key findings global themes looking ahead about the survey appendix

taking action on workplace issues.

With this strong focus on a community-
driven, equitable work culture, it is not
More than half of respondents (52%) would
quit if they didn’t get on with their manager,
I have quit because of
surprising that talent are acting on their and nearly one-third of respondents (31%) a toxic workplace
values and attitudes. say they have quit because they felt they
couldn’t trust the leadership of their
Over the past year, 44% have quit their organization. This underscores the
job due to a toxic workplace, a significant importance talent place on building trusting
uptick from 33% in 2024. Women were relationships — not only with peers but also
more likely than men to make this
decision (46% vs. 42%), and Millennials
with leaders.
33
(50%) and Gen Z (49%) ranked above their Fostering a positive work culture and %
older peers in Gen X (42%) and among community spirit requires high levels of trust
Baby Boomers (36%). and strong leadership. Workplaces already
have a lot going for them here: 80% of talent
Regionally, talent in Latin America were feel valued and 83% feel trusted at work, 2024
more likely to have quit a toxic workplace while 77% feel they trust their leadership and
than in other regions (54%). 80% trust their colleagues.

Similarly, the percentage of people who The share of people who say they feel
would rather be unemployed than
unhappy in a job has risen from a steady
33% between 2022 and 2024 to 37% this
comfortable sharing their viewpoints and
stances at work without fear of judgment or
discrimination has risen from 74% in 2024 to
44
%
year. Blue-collar workers stand out at 76% this year.
40%, compared to their white-collar (35%)
and gray-collar (36%) colleagues.
2025

workmonitor 2025 23
 foreword key findings global themes looking ahead about the survey appendix

can you be true to yourself at work?

Even so, the proportion of those hiding
aspects of themselves at work has risen
I hide aspects of myself at work
from 55% to 62% between 2024 and 2025,
especially in North America (55% to 70%) 55%
global
and Latin America (54% to 63%). 62%
Generationally, Gen Z is the most likely to do
so (68%), with the older generations 66%
following on a sliding scale and Baby apac
69%
Boomers the least likely to conceal aspects
of themselves (52%). More worryingly, less
51%
than half (49%) trust their employers to eastern europe
create a working culture where everyone 55%
can thrive.
54%
latin america
As we have seen earlier in this report, 63%
employers’ positions on these and other
values are crucial to how talent feel about 55%
their workplaces. So, while progress has north america
70%
been made toward workers, and while there
is a good level of trust, some gaps have also
49%
widened in terms of talent being able to ‘be north-western europe
themselves’ in the workplace and flourish 58%
within an accepting work community.
52%
southern europe
With talent ready to quit over workplace 60%
culture issues, greater effort must be put
into nurturing diversity and community. 0 10 20 30 40 50 60 70

2024 2025

workmonitor 2025 24
 foreword key findings global themes looking ahead about the survey appendix

the employer perspective: an 28%

opportunity to foster equity. of companies have
equity training programs
in place at present
Talent have a clear appetite to build stronger
communities at work, and it is an important factor
in staying or moving to a new job.

Equity plays a big part shaping this work Organizations that can provide people with
community, with more than half of an opportunity to develop greater allyship
Workmonitor respondents highlighting with their colleagues and create an
the benefits of equity initiatives at work equitable workplace will find themselves
and calling on their employers to make well-positioned in a talent-scarce world.
them more wide-ranging.

Their viewpoint is reflected in 2025

Talent Trends Report data, which shows
just 28% of companies have equity
training programs in place at present.

workmonitor 2025 25
 foreword key findings global themes looking ahead about the survey appendix

fostering a sense of community

by numbers.
sectors vary on
trust needs building generation action
The data indicates that employers in all
community feel Talent in younger generations are more
regions have work to do if they are to build willing to earn less if their job contributes
While most talent globally feel that their
trust with talent and show they are creating a to society than their older colleagues.
workplace provides them with a sense of
culture that allows everyone to thrive.
community, some sectors are fostering this
feeling more successfully than others. I wouldn’t mind earning less if my job was
contributing something to society
I trust my employer to create a workplace my workplace provides me with a
culture where all colleagues can thrive sense of community

apac 54% financial services 85% 43 43 37 32

% % % %
eastern europe 43%
engineering 84%
gen z millennials gen x baby boomers
latin america 52%
IT services & telecommunications 84%
north america 56%
life sciences & pharmaceuticals 78%
north-western europe 50% a sense of community at work
southern europe
0
39%
10 20 30 40 50 60
manufacturing

transport & logistics

76%

73%
84% is important to my mental
health and wellbeing

workmonitor 2025 26
 foreword key findings global themes looking ahead about the survey appendix

key learnings.

1. 2. 3.
equity matters
employers must
talent want a create the right Equity-based initiatives and commitment to becoming
more sustainable remain close to talent’s hearts when

community at work framework policies choosing where to work. Employers have made some
progress toward creating the equitable and sustainable
workplaces people are looking for. Yet, a noticeable
perception gap remains, with employers needing to
While talent have a share in creating a positive workplace earn talent's trust in their dedication to these causes.
As societies have emphasized the individual over the
years, people may now look to their workplaces to community, the onus is on employers to embed the right
policies to foster community spirit. By creating a culture of In light of growing talent scarcity, employers must offer
fulfill their need to belong. Even as talent work away
community, trust and belonging, employers can expect equitable workplaces as a strategic business
from their offices more, they value time to get to
talent to perform better and be more productive. imperative.
know their colleagues face-to-face. Doing so
positively affects their work-life balance and mental
health as well as their performance and productivity In light of the data, organizations should give careful
on the job. consideration to how they can balance business needs
with talent’s desire to connect with colleagues.
Employers will need to explore how they can provide
opportunities for talent to build a sense of community
at work.

workmonitor 2025 27
 foreword key findings global themes looking ahead about the survey appendix

how we work:
gaining
opportunities
through skilling.

workmonitor 2025 28
 foreword key findings global themes looking ahead about the survey appendix

how we are doing it.

Employers and talent are navigating huge
economic and technological challenges.

In this fast-paced environment, training Talent continue to prioritize skills

and future-proofing skills are more vital development and employers
than ever for career progression, with generally support their progression,
AI the most sought-after skill. but there are signs of a lack of trust
around the commitment to providing
meaningful training.

72%
training and development is important for
my current and/or future employment

workmonitor 2025 29
 foreword key findings global themes looking ahead about the survey appendix

talent and employers are laser-focused

on skills and career progression.
In a time of unprecedented change, skillsets can quickly become my employer is helping me
52% 2024
outdated as traditional job roles evolve and new ones emerge. develop future-proof skills
for my career (e.g., AI) 64% 2025
Our report finds that future-proofing skills Nearly a quarter of those surveyed (23%)
is more fundamental than ever for both had followed through and quit a job
employers and talent. This is not only because they weren’t offered skilling of this
driven by AI’s anticipated transformation of type — up from only 16% in 2024.
the economy but also by the likelihood that
the next disruptive technology is already That said, 64% acknowledge that employers training or development opportunities at my organization
emerging, ready to push the boundaries have been helping them with future-
even further. proofing skills over the past year. This is a
have increased in the past six months
considerable uptick from 52% in 2024.
Not surprisingly, training and development Learning and development opportunities
are considered as important in 2025 as have also increased in the past six months
they were last year (72%), slightly below the (34%) — a steady growth since 2022, when
high of 76% recorded in 2022 and 2023. it was only 25%.

This slight decline does not signal less of a 25 30 33 34

focus on skilling — quite the opposite. 41% % % % %
of respondents say they would quit if there
were no learning and development
opportunities to future-proof their careers.
2022 2023 2024 2025

workmonitor 2025 30
 foreword key findings global themes looking ahead about the survey appendix

training access is not

always equitable.
The increased pace in training provision likely
reflects fundamental changes and the shortage of training or development
qualified talent to fill many roles, and this has opportunities at my organization
moved reskilling to the top of the agenda. have increased in the past six months
However, learning and development is not Despite the broad cross-sectoral impact
always equitable. When asked what of technology and AI, talent in industries
workplace factors had changed over the such as Manufacturing (35%) and
past six months, Gen Z and Millennials Transport & Logistics (28%) are less likely 45 42 29 23
% % % %
appear to have received more training to have seen an increase in their training
opportunities compared with the global opportunities over the past six months.
average (34%), with 45% and 42%, This perhaps reflects the dominance of
respectively, reporting increased access. operational roles within these sectors.
gen z millennials gen x baby boomers
Similarly, white-collar workers reported
more training and development (36%) vs.
blue collar (34%) and gray collar (31%).
IT services & telecommunications 53%

financial services 44%

A similar discrepancy emerges across
different sectors. IT Services & engineering 42%
Telecommunications (53%), Financial
Services (44%), Engineering (42%) and the life sciences & pharmaceuticals 36%
Life Sciences & Pharmaceuticals (36%)
sectors have all seen their training and manufacturing 35%
development opportunities improve
above average over the past six months. transport & logistics 28%

workmonitor 2025
workmonitor 2025 31
 foreword key findings global themes looking ahead about the survey appendix

talent want to future-proof

their skills.
Workmonitor 2025’s findings indicate that talent I have quit a job because...
are acutely aware of the changes afoot in the
economy and feel pressure to stay abreast of them.
there was a lack of career
progression opportunities
A case in point is that 44% wouldn’t accept Millennials (48%) and Gen Z respondents
a job without the opportunity to future- (47%) are more likely not to pursue a job role
26% 2024
proof skills in areas such as AI or that lacks training opportunities than their
technology (36% in 2024). colleagues in Gen X (42%) and among Baby
Boomers (37%). 31% 2025
This attitude is expressed most strongly by
talent from Latin America (49%), followed Talent want employers to support their
career ambitions and their learning. 42% I wasn't offered opportunities
by North America (46%) and APAC (44%).
would quit if they didn’t have this — to future-proof my skills
significantly more than last year (34%).
16% 2024

23% 2025

workmonitor 2025 32
 foreword key findings global themes looking ahead about the survey appendix

if my employer offered it, I would be most

AI tops the list of in-demand interested in the following learning &
skills for talent. development opportunities

AI training is the most sought-after learning 40

40%
and development opportunity.

40% of talent selected it within their top The discrepancy between men and women 30
three skilling priorities, up from 29% the is also apparent in this question, with men 30%
29% 29%
year before — and chose it more more confident of their technology and AI
frequently than any other skillset. skills (73%) than women (69%).

Men are more likely to select AI among Amid the rush to get up to speed with fast- 20 22%
21%
their top three choices (44%) than women changing skillsets, talent are willing to take 20%
19%
(36%), and white-collar workers are much more responsibility for their learning than 18% 18%
more focused on AI (43%) than gray- or last year, especially when keeping pace
blue-collar workers (both 37%). with technological advancement.
10
Latin America ranks AI training higher than Over a third (35%) say the responsibility for
other regions, with 50% choosing it as one keeping pace with technological
of their top three learning choices. advancements rests with them rather than
their employers (27%).
Other top-ranked skills are IT and 0
technological literacy and management However, when it comes to technology 2024 2025
and leadership skills. and AI training, specifically, responsibility
AI
for training and upskilling remains firmly
Given the rapid rise of AI in recent years, with the employer, according to 39% of IT & technological literacy
Workmonitor finds that nearly three- respondents. Only 25% view it as their management and leadership skills
quarters of respondents (71%) feel ready to responsibility.
use the latest technology — including AI — programming/coding
in their roles. communications & presentation

workmonitor 2025 33
 foreword key findings global themes looking ahead about the survey appendix

a lack of trust in employers

investing in continuous learning.
I trust my employer to invest and provide opportunities for
Despite the sense of shared ownership, less than
continuous learning, particularly in AI and technology
half of those surveyed (44%) trust their employers
to invest meaningfully in continuous learning, global 44%
particularly in AI and technology.
apac 49%

Furthermore, just half of respondents There are comparable differences eastern europe 38%
(52%) trust in their employers’ ability to between industry sectors. Talent in IT
latin america 47%
offer equitable career advancement to Services & Telecommunications (60%),
all talent. Financial Services (54%) and Engineering north america 51%
(51%) rank their employers’ fitness to
Talent in North America (51%), APAC (49%) provide continuous learning much more north-western europe 43%
and Latin America (47%) trust their highly than the global average — and
employers more to provide continuous those in other sectors. southern europe 38%
training than people in other regions. 0 10 20 30 40 50 60
There is also variation across generations,
with Millennials having greater confidence
in their companies’ ability to provide
training than other generations (47%).
Trust is lowest among Gen Z talent (40%).

40 47 43 44
% % % %
I trust my employer to offer opportunities

52 for career advancement that are equally

accessible to all talent, regardless of
gender, age, race or other background
gen z millennials gen x baby boomers
%

workmonitor 2025 34
 foreword key findings global themes looking ahead about the survey appendix

the employer perspective: HR

leaders hold the key to skilling but
don’t have the know-how.
Almost 40% of talent surveyed for Workmonitor
2025 view training and upskilling as the
58%
of respondents state that while
they want to make more of an
employer’s responsibility. effort to provide reskilling,
they don't know how to
Yet, people lack trust in employers’ ability The Financial Services sector faces the
to provide relevant ongoing training. greatest challenges, with 64% struggling
with reskilling efforts.
Randstad’s Talent Trends Report 2025 has
uncovered a corresponding disparity Workmonitor shows us that this sector
among HR Leaders. also reports a notable lack of trust in
employers' ability to deliver meaningful,
9 in 10 HR professionals accept it is the ongoing training.
employer’s responsibility to reskill workers.
However, 58% state that while they want to
make more of an effort to provide reskilling,
there is a lack of organizational knowledge
to make this happen.

workmonitor 2025 35
 foreword key findings global themes looking ahead about the survey appendix

gaining opportunities through skilling

by numbers.
baby boomers miss key geographies have sector talent willing
out on development room to ramp up skilling to walk away
When looking at talent who have quit due to a
While over half of Gen Z and Millennials have been Talent in North America and APAC are more likely lack of career progression opportunities, those in
offered development opportunities in the past year, this to enjoy their employers' support when it comes the IT Services & Telecommunications sector are
drops dramatically among Gen X and Baby Boomers. to future-proofing their skills, while organizations most likely to have walked away from a role.
in Southern Europe and Latin America may have
work to do in this area.
I have quit a job because of a lack of career
in the past 12 months, my
progression opportunities
employer has implemented career my employer is helping me develop
development opportunities future-proof skills for my career 43% IT services & telecoms

gen z 52% apac 69% 40% engineering

millennials 51% eastern europe 60% 38% financial services

latin america 63%

gen x 40% 32% manufacturing
north america 70%
31% life sciences & pharmaceuticals
baby boomers 38%
north-western europe 64%
30% transport & logistics
southern europe 58%
0 10 20 30 40 50 60 70

workmonitor 2025 36
 foreword key findings global themes looking ahead about the survey appendix

key learnings.

2. 3.
1.
skilling is an opportunity
training must be
equitably applied
employers must build
trust with talent
Given the speed of change in the economy, technology
and skillsets, the fact that less than half of talent trust
their employer to deliver the training they need should be

employers can’t miss

Equity is a crucial talent requirement when they of real concern. Upskilling opportunities have become a
look at both existing and future workplaces. Equity- clear priority for talent.
driven initiatives must be extended to training and
development where there is a perceived imbalance Organizations must invest in developing their workforce
With talent shortages set to hold sway for the in access across a variety of dimensions. or risk losing talent. This responsibility for upskilling must
foreseeable future, employers need to focus on their be owned in partnership with talent, who are also willing
differentiators. The advent of AI has sharpened talent’s Employers must aim to offer equitable access to to shoulder the burden themselves.
focus on their skilling needs, and not all employers are skilling across all talent, empower them to adapt to
ready to meet these expectations yet. fast-changing job roles and help create a future-
ready workforce.
Our data suggests that employers that can get ahead
of the curve and offer meaningful training and career
development, ultimately stand to succeed as the
competition for talent intensifies.

workmonitor 2025 37
 foreword key findings global themes looking ahead about the survey appendix

looking ahead.

workmonitor 2025 38
 foreword key findings global themes looking ahead about the survey appendix

the new mission for

why: who: how:
employers: delivering the aligning the personal a culture of equitable access
why, how and who. and professional community and trust to learning
As personal preferences precede Talent are increasingly seeking a As technology and economic
Against a background of economic uncertainty, material factors like pay for the first community connection in their changes accelerate, talent are keen
rapid technological progress and continued time, the concept of ‘investing in professional lives. Consequently, to learn and keep their skills up-to-
people’ now means being more traditional transactional views of date. Reskilling and training efforts
societal transformation, Workmonitor 2025 adaptable than ever. This shift may employment are changing, supported should be carefully curated and
shows that talent’s expectations of their signal a reimagining of society’s by findings that talent would eschew extended to all workers fairly.
relationship with work, further blurring better pay for a workplace with a strong Individual development journeys will
workplace continue to shift. the lines between the personal and the sense of belonging. This underscores be crucial to keeping people
professional. Talent increasingly wants the opportunity for employers to engaged and ensuring lifelong
work to align with their values, enhance motivation by fostering a learning becomes part of the
As a continuation of the thematic With talent scarcity challenges
ambitions and personal circumstances. collaborative and trusting culture. organizational culture.
threads we have seen emerge in expected to increase, organizations
previous years, a new workplace that prioritize reshaping workplaces
While challenging for employers, Open communication at all levels is The new mission for employers is to
baseline has emerged. It is based to reflect workers’ expectations will
responding to this presents a vital, lowering participation thresholds ensure they are meeting the why,
on three interconnected factors: be in the strongest position to
compelling opportunity to build deeper, by enabling talent to express who and how of talent expectations,
the ‘why’ of personal motivations, attract and retain talent, and secure
more meaningful connections with themselves freely. Employers also need creating equitable, inclusive working
the ‘who’ of a sense of community a sustainable foundation for long-
talent by taking a people-first approach: to act on the value talent attach to environments, where talent feel they
and the ‘how’ of sharpening job term business success.
personalizing benefits and policies equity and inclusion. Organizations that belong and can future-proof their
skills. All of them are built on one
more strongly, sharpening equity and embed equity into their culture will careers.
common foundation: trust.
environmental policies, and creating strengthen teams, attract talent, and
work processes that reinforce remain competitive in today’s dynamic Organizations that fully embrace this
independence and trust. environment. mission will realize the benefits of
better business performance and a
more productive workforce.

workmonitor 2025
workmonitor 2025 39
 foreword key findings global themes looking ahead about the survey appendix

about the survey.

workmonitor 2025 40
 foreword key findings global themes looking ahead about the survey appendix

about the survey.

The Randstad Workmonitor, now in its 22nd year, explores
the views of working people in 35 markets across Europe,
Asia-Pacific and the Americas. It aims to provide an inside
look at their attitudes, ambitions and expectations as the
world of work continues to transform.

Through this comprehensive The minimum sample size is 500

study, we want to hear and share interviews per market. Evalueserve is
the voice of talent about what used for sampling purposes.
they want and expect from their
employers and how willing they The survey for our 2025 study was
are to ask for it. The study conducted between October 7 and
conceptualizes and measures the November 6, 2024 among over 26,000
gap between the reality and workers in Argentina, Australia, Austria,
wishes of the global workforce Belgium, Brazil, Canada, Chile, China,
and tracks how this changes Czech Republic, Denmark, France,
over time. Germany, Greece, Hong Kong SAR,
Hungary, India, Italy, Japan, Luxembourg,
It is conducted online among Malaysia, Mexico, the Netherlands, New
respondents aged 18–67 who are Zealand, Norway, Poland, Portugal,
either employed for at least 24 Romania, Singapore, Spain, Sweden,
hours per week, sole traders, or Switzerland, Türkiye, the United Kingdom,
unemployed but considering the United States and Uruguay.
looking for a job in the future.

26,000+ 35 18-67
talent surveyed markets year-old people

workmonitor 2025 41
 foreword key findings global themes looking ahead about the survey appendix

appendix.

workmonitor 2025 42
 foreword key findings global themes looking ahead about the survey appendix

sector snapshot.
44 engineering.
45 financial services.
46 IT services & telecommunications.

47 life sciences & pharmaceuticals.

48 manufacturing.
49 transport & logistics.

workmonitor 2025 43
 foreword key findings global themes looking ahead about the survey appendix

sector snapshot:

engineering.
The report’s new baseline shows engineering talent are
demanding more from their employers, with organizations
rising to the challenge of meeting these expectations.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
Engineering talent are likelier to quit over pay, flexibility Community matters more to engineering talent Engineering talent demand more development
and leadership issues but also to have seen recent than global averages. They leave roles when opportunities and employers are meeting their
improvements, leading to higher trust in leadership. lacking friendships or feeling forced to hide needs, with higher percentages reporting skill
aspects of themselves, yet share responsibility future-proofing. Training opportunities focused on
I would quit a job if I didn’t agree with with employers in fostering community. AI, IT and management are the most sought after.
the viewpoints of leadership
I would not mind earning less if work Top three development opportunities
engineering talent 49%
contributed more to my social life engineering talent are interested in

global average 44% 39% AI training

Over the past six months, I have

received increased benefits
42 37 23%
29% IT & technological literacy

% % management & leadership skills

engineering talent 39%

engineering sector global average I feel ready to utilize the latest
global average 31%
technology, such as AI, in my role

I trust my manager to have my engineering talent 78%

best interests in mind
global average 71%
engineering talent 77%

global average 70%

workmonitor 2025 44
 foreword key findings global themes looking ahead about the survey appendix

sector snapshot:

financial services.
Financial Services talent are largely aligned with the new
workplace baseline. And where their expectations exceed
global averages, employers are meeting their demands.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
Across all measures, Financial Services talent When it comes to expectations around a sense of Financial Services talent are more likely to have quit
are ~10 percentage points more likely to trust community, Financial Services talent have slightly a role when not provided with career progression
their employer to deliver on their needs when higher expectations compared with global opportunities. Employers appear to be conscious of
compared with global averages. averages. When looking at personal values, they this and are significantly more likely to have
appear at one with their employers, reporting provided opportunities for talent to future-proof
slightly higher alignment than global averages. their skills compared with the global average.
I trust my employer to take into consideration
my asks around flexible working
My employers’ values and purpose I have quit a job because of a lack of
financial services talent 54% align with my own career progression opportunities
global average 44% 38% financial services talent

I trust my employer to pay me

and my colleagues fairly
83 76 31% global average

% % My employer is helping me develop

financial services talent 60% future-proof skills for my career

global average 49% financial global average financial services talent 78%
services talent
global average 64%

workmonitor 2025 45
 foreword key findings global themes looking ahead about the survey appendix

IT Services & Telecommunications talent

sector snapshot: expect more from employers in relation to the

IT services & telecommunications. new baseline. Organizations that fail to meet

their needs could face retention challenges.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
When looking at what motivates IT Services & Community is more important to IT Services & Opportunities to advance are particularly important
Telecommunications talent, they find much more Telecommunications talent than the average to IT Services & Telecommunications talent and over
purpose in their work compared with global averages. worker. When it’s provided, though, they are also half have seen training opportunities increase in the
And while factors around flexibility are very important more likely to perform better in their role. past six months. Perhaps, unsurprisingly for such an
to this group, employers are also more likely to meet in-demand sector, talent that have not had their
their expectations. I want my workplace to feel like expectations met are significantly more likely to quit.
a community
My job gives me a sense of purpose
Advancement and promotion
68% opportunities are important to me

59% 87 83 81%
% % 71%
My job provides flexibility in
terms of working hours
I perform better if I feel a sense of I have quit a job because of a lack of
78% community with my colleagues career progression opportunities

65% 88% 43%

IT services & telecommunications talent 85% 31%

global average
IT services & telecommunications talent IT services & telecommunications talent
global average global average

workmonitor 2025 46
 foreword key findings global themes looking ahead about the survey appendix

sector snapshot: In relation to the new workplace

baseline, Life Sciences &

life sciences & pharmaceuticals. Pharmaceuticals talent diverge from

global averages on some key issues.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
Life Sciences & Pharmaceuticals talent are more likely Life Sciences & Pharmaceuticals talent are more While talent in the Life Sciences & Pharmaceuticals
to appreciate working on location with colleagues, likely to consider their colleagues friends. sector are most interested in AI training, it ranks as a
reporting productivity boosts. They are also more likely However, they are also more concerned about lower priority compared with global averages. Reflecting
to have control of their working hours. sharing personal viewpoints at work. the nature of their work though, creative and analytical
thinking training is more important to this group.
working in the workplace improves I consider some of my colleagues friends
my productivity I would be interested in the following
learning and development opportunities
79%
80 76 AI training
76% % % 36%

my job provides flexibility in terms of 40%

I feel comfortable sharing my personal
working hours - I can control when I work
viewpoints and stances at work without creative and analytical thinking
69% fear of judgment or discrimination 21%

65% 69% 15%

life sciences & pharmaceuticals talent

76% life sciences & pharmaceuticals talent
global average global average
life sciences & pharmaceuticals talent
global average

workmonitor 2025 47
 foreword key findings global themes looking ahead about the survey appendix

sector snapshot:
Manufacturing talent are particularly closely aligned with the

manufacturing. new baseline outlined in this report compared with other

industries. However, there are nuances in their expectations
that employers must stay aware of.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
Talent in the Manufacturing sector are an outlier Manufacturing talent are slightly less concerned When looking at skilling considerations, talent in
from global averages, being significantly less about feeling a sense of community in their the Manufacturing sector indicate they have a
motivated by flexibility. However, healthcare workplaces compared with the global average. slightly stronger desire to learn certain computer-
benefits are slightly more important to this group. However, they are more likely to have quit jobs based skills compared with global averages.
where they hid aspects of themselves.
flexibility in terms of location is
important to me I have quit a job because I had to I would be interested in the following
hide aspects of myself at work learning and development opportunities
manufacturing talent 60%
AI training
global average 67% 42% manufacturing talent

flexibility in terms of hours is 25 21 40% global average

important to me % %
programming and coding
manufacturing talent 65%
24% manufacturing talent
manufacturing talent global average
global average 73%
19% global average

healthcare benefits are important to me

manufacturing talent 76%

global average 74%

workmonitor 2025 48
 foreword key findings global themes looking ahead about the survey appendix

When looking at the new workplace baseline, Transport & Logistics industry
sector snapshot: talent deviate away from global averages. In several key areas they have

transport & logistics. different priorities and motivations and their employers appear to be failing
to deliver on their needs, creating a trust gap and risk of attrition.

motivation by fostering a sense gaining opportunities

personalization of community through skilling
Transport & Logistics talent are more likely to have left a Transport & Logistics talent are less concerned When looking at skilling, Transport & Logistics
role than their peers in other industries due to low pay. about building a sense of community at work and talent are less likely to have received increased
And while they are less likely to be motivated by are also less likely to consider colleagues friends. opportunities over the past six months, which in
flexibility, they are also less likely to have seen benefits turn, appears to be creating a trust gap in this area.
such as annual leave increase in recent months. a sense of community at work is
important to my mental health Training and development opportunities
I have quit a job due to low wages have increased in the past six months
49%
28%
42% 81 84 34%
% %
benefits have increased in the past
I trust my employer to provide
six months at my organization
I consider some of my colleagues friends career progression opportunities
25%
71% 42%
31%
76% 47%
transport & logistics talent
transport & logistics talent transport & logistics talent
global average
global average global average

workmonitor 2025 49
 foreword key findings global themes looking ahead about the survey appendix

select a market.
argentina hong kong SAR romania
australia hungary singapore
austria india spain
belgium italy sweden
canada japan switzerland
brazil luxembourg türkiye
chile malaysia united kingdom
china mexico united states
czech republic netherlands uruguay
denmark new zealand
france norway
germany poland
greece portugal

workmonitor 2025 50
43
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

argentina.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 83% say they want their workplace to feel like a
community (83% global) 81% state that training and
79% say their employers’ social and 85% believe they perform better at work if they feel a development is important to them
environmental values and purpose align with sense of community with their colleagues (85% global)
their own (76% global) 41% would quit a job if they did not feel they belonged
in their current role or when
51% state that they wouldn’t accept a job with a (55% global) looking for a new job (72% global)
company whose values didn’t align with their
52% have quit a job due to a toxic 44% would quit if their employer did not provide
own (48% global)
opportunities to future-proof their skills (41% global)
28% have quit a job because they didn’t agree workplace (44% global) 46% would not accept a job that didn’t offer
with the viewpoints or stances of leadership
89% feel trusted by their employer (83% global) opportunities to future-proof their skills (44% global)
(29% global)
79% say they can trust their leadership (77% global) 59% say their employer has provided them with
33% have quit a job that didn’t offer career
60% say they hide aspects of themselves at work opportunities to develop future-proof skills such as AI
progression opportunities (31% global)
(62% global) (55% global)
54% would quit a job that didn't 60% feel their organization is not doing enough to
offer career progression improve equity (59% global) 47% say they are mostly or entirely
opportunities (48% global) 47% trust their employer to create an inclusive responsible for ensuring their skills
culture (49% global) keep pace with technological
Workmonitor 2025 finds that talent in When thinking about their current role, the following 39% would be willing to earn less if their job was advancement (35% global)
Argentina is pushing for many of the factors are important to talent in this market: contributing to society (39% global)
20% believe responsibility for tech upskilling mostly
same benefits as their global peers. Pay 93% (82% global) or entirely lies with their employer (27% global)
Work-life balance 87% (83% global)
While pay still trumps work-life Flexibility in terms of working hours 75%
35% said that training and development
opportunities had increased for them in the last six
balance as a motivator, they are more (73% global) months (34% global)
Flexibility in terms of location 70% (67% global) Talent would be most interested in the following
demanding regarding value alignment learning and development opportunities if their
62% say their job provides them with flexibility in
with employers. They are also more terms of working hours (65% global) employer offered them:
likely to have left toxic workplaces 57% say their job provides them with flexibility in AI 33% (23% global)
terms of location (60% global) IT and technological literacy 10% (11% global)
than the global average and rank 25% have seen flexibility in terms of working hours Coaching and mentoring 7% (4% global)
training and development more increase in the past six months (31% global)
25% have seen flexibility in terms of location increase
Management and leadership skills 7% (7% global)
Programming/coding 6% (6% global)
highly, with AI a particular focus. in the past six months (29% global)

workmonitor 2025 51
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

australia.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 83% say they want their workplace to feel like a
community (83% global) 69% state that training and development is important
80% say their employers’ social and 84% believe they perform better at work if they feel a to them in their current role or when looking for a
environmental values and purpose align sense of community with their colleagues (85% global) new job (72% global)
with their own (76% global) 38% would quit if their employer did not provide
45% state that they wouldn’t accept a job 62% would quit a job if they did not opportunities to future-proof their skills (41% global)
with a company whose values didn’t align feel they belonged (55% global)
with their own (48% global) 39% would not accept a job that didn’t
28% have quit a job because they didn’t 47% have quit a job due to a toxic workplace (44%
global)
offer opportunities to future-proof their
agree with the viewpoints or stances of skills (44% global)
leadership (29% global) 84% feel trusted by their employer (83% global)
28% have quit a job that didn’t offer career 79% say they can trust their leadership (77% global) 57% say their employer has provided them with
progression opportunities (31% global) 60% say they hide aspects of themselves at work opportunities to develop future-proof skills such as
48% would quit a job that didn't offer career (62% global) AI (55% global)
progression opportunities (48% global) 58% feel their organization is not doing enough to 34% say they are mostly or entirely responsible for
When thinking about their current role, the improve equity (59% global) ensuring their skills keep pace with technological
Talent in Australia are broadly following factors are important to talent in 51% trust their employer to create an inclusive advancement (35% global)
culture (49% global)
aligned with their global peers this market:
39% would be willing to earn less if their job was
28% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
when considering what they want Pay 79% (82% global) contributing to society (39% global) 30% said that training and development
Work-life balance 83% (83% global)
from their employer, Workmonitor Flexibility in terms of working hours
opportunities had increased for them in the last six
months (34% global)
2025 finds. While flexibility is 76% (73% global) Talent would be most interested in the following
Flexibility in terms of location 70% learning and development opportunities if their
marginally more important, (67% global) employer offered them:
employers in this market are also 72% say their job provides them AI 21% (23% global)
more likely to have delivered on this with flexibility in terms of IT and technological literacy 9% (11% global)
working hours (65% global) Management and leadership skills 9% (7% global)
front. A sense of belonging is also Wellbeing and mindfulness 6% (6% global)
more valued by talent in Australia, 64% say their job provides them with Data privacy and cybersecurity 5% (4% global)
flexibility in terms of location (60% global)
but they are slightly less concerned 30% have seen flexibility in terms of
about opportunities to future-proof working hours increase in the past six
months (31% global)
their skills. 26% have seen flexibility in terms of
location increase in the past six months
(29% global)

workmonitor 2025 52
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

austria.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 78% say they want their workplace to feel like a
community (83% global) 61% state that training and development is important
68% say their employers’ social and environmental 82% believe they perform better at work if they to them in their current role or when looking for a
values and purpose align with their own (76% feel a sense of community with their colleagues new job (72% global)
global) (85% global) 37% would quit if their employer did not provide
40% state that they wouldn’t accept a job with a 55% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
company whose values didn’t align with their own belonged (55% global) 39% would not accept a job that didn’t offer
Talent in Austria are relatively (48% global) 43% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
aligned with global averages when 27% have quit a job because they didn’t agree with
the viewpoints or stances of leadership (29%
(44% global)
83% feel trusted by their employer (83% global)
47% say their employer has provided them with
opportunities to develop future-proof skills such as AI
it comes to Workmonitor 2025's key global) 72% say they can trust their leadership (77% (55% global)
24% have quit a job that didn’t offer career global) 35% say they are mostly or entirely responsible for
themes. But they are less likely to progression opportunities (31% global) 58% say they hide aspects of themselves at ensuring their skills keep pace with technological
see flexibility both in terms of 40% would quit a job that didn't offer career work (62% global) advancement (35% global)
progression opportunities (48% global) 55% feel their organization is not doing enough 28% believe responsibility for tech upskilling mostly
working hours and location than When thinking about their current role, the to improve equity (59% global) or entirely lies with their employer (27% global)
their peers globally and are also less following factors are important to talent in this
42% trust their employer to create an
market: 25% said that training and
likely to prioritize these areas. inclusive culture (49% global) development opportunities had
Pay 75% (82% global)
Fewer talent in this market have Work-life balance 71% (83% global) 31% would be willing to earn less if their job was increased for them in the last six
been provided with opportunities to Flexibility in terms of working hours 67% contributing to society (39% global) months (34% global)
(73% global)
future-proof their skills over the Flexibility in terms of location 58% (67% global)
Talent would be most interested in the following
learning and development opportunities if their
past six months than the global 60% say their job provides them with flexibility in employer offered them:
mean and they also have less trust terms of working hours (65% global)
AI 20% (23% global)
in their employers to create 50% say their job provides them IT and technological literacy 10% (11% global)
Wellbeing and mindfulness 9% (6% global)
inclusive workplaces. with flexibility in terms of location
Management and leadership skills 7% (7% global)
(60% global) Programming and coding 6% (6% global)
27% have seen flexibility in terms of working hours
increase in the past six months (31% global)
23% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 53
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

belgium.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 74% say they want their workplace to feel like a
community (83% global) 69% state that training and development is important
78% say their employers’ social and 84% believe they perform better at work if they feel a to them in their current role or when looking for a
environmental values and purpose align with sense of community with their colleagues (85% global) new job (72% global)
their own (76% global) 52% would quit a job if they did not feel they belonged 35% would quit if their employer did not provide
44% state that they wouldn’t accept a job (55% global) opportunities to future-proof their skills (41% global)
with a company whose values didn’t align 41% would not accept a job that didn’t offer
with their own (48% global) 31% have quit a job due to a toxic opportunities to future-proof their skills (44% global)
workplace (44% global) 52% say their employer has provided them with
21% have quit a job because they
84% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as AI
didn’t agree with the viewpoints or
Belgian talent are largely aligned with stances of leadership (29% global)
76% say they can trust their leadership (77% global) (55% global)
63% say they hide aspects of themselves at work
global averages on many of the key 25% have quit a job that didn’t offer career (62% global)
28% say they are mostly or entirely
themes in Workmonitor 2025. progression opportunities (31% global) 56% feel their organization is not doing enough to responsible for ensuring their skills
41% would quit a job that didn't offer career improve equity (59% global) keep pace with technological
However, they are less likely to have progression opportunities (48% global) 44% trust their employer to create an inclusive advancement (35% global)
quit a role because they disagree with When thinking about their current role, the culture (49% global)
32% believe responsibility for tech
following factors are important to talent in 31% would be willing to earn less if their job was
the stance of their employer, or as the this market: contributing to society (39% global) upskilling mostly or entirely lies with
result of a toxic work environment Pay 80% (82% global)
their employer (27% global)
than their peers around the world. Work-life balance 83% (83% global) 28% said that training and development
Flexibility in terms of working hours opportunities had increased for them in the last six
When it comes to future-proofing their 73% (73% global) months (34% global)
skills, they take less ownership than Flexibility in terms of location 64% Talent would be most interested in the following
(67% global) learning and development opportunities if their
talent in other markets and are more employer offered them:
63% say their job provides them with flexibility in
likely to view this as the responsibility terms of working hours (65% global) AI 18% (23% global)
of their employer. 60% say their job provides them with flexibility in
terms of location (60% global)
Wellbeing and mindfulness 9% (6% global)
IT and technological literacy 9% (11% global)
27% have seen flexibility in terms of working hours Communications and presentation 6%
increase in the past six months (31% global) (5% global)
25% have seen flexibility in terms of location Management and leadership skills 6% (7% global)
increase in the past six months (29% global)

workmonitor 2025 54
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

brazil.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 90% say they want their workplace to feel like a
community (83% global) 87% state that training and development is important
76% say their employers’ social and 87% believe they perform better at work if they feel a to them in their current role or when looking for a
environmental values and purpose align sense of community with their colleagues (85% global) new job (72% global)
with their own (76% global) 54% would quit a job if they did not feel they belonged 44% would quit if their employer did not provide
(55% global) opportunities to future-proof their skills (41% global)
58% state that they wouldn’t 48% would not accept a job that didn’t offer
accept a job with a company 53% have quit a job due to a toxic opportunities to future-proof their skills (44% global)
whose values didn’t align with workplace (44% global) 63% say their employer has provided them with
their own (48% global) opportunities to develop future-proof skills such as AI
88% feel trusted by their employer (83% global) (55% global)
28% have quit a job because they didn’t 80% say they can trust their leadership (77% global)
agree with the viewpoints or stances of 61% say they hide aspects of themselves at work 49% say they are mostly or entirely
leadership (29% global) (62% global) responsible for ensuring their skills
When looking at motivations, talent in 37% have quit a job that didn’t offer career 59% feel their organization is not doing enough to
keep pace with technological
improve equity (59% global)
Brazil are significantly less likely to progression opportunities (31% global)
56% trust their employer to create an inclusive advancement (35% global)
53% would quit a job that didn't offer career
accept a job if they feel misaligned progression opportunities (48% global) culture (49% global) 19% believe responsibility for tech upskilling mostly
42% would be willing to earn less if their job was
with the company compared with When thinking about their current role, the
contributing to society (39% global)
or entirely lies with their employer (27% global)
following factors are important to talent in 41% said that training and development
their global peers. Similarly, when this market: opportunities had increased for them in the last six
months (34% global)
considering communities, they are Pay 92% (82% global) Talent would be most interested in the following
much more likely to have left a role Work-life balance 92% (83% global)
Flexibility in terms of working hours
learning and development opportunities if their
employer offered them:
because of a toxic work environment. 83% (73% global)
Flexibility in terms of location 80% AI 27% (23% global)
When it comes to future-proofing (67% global) IT and technological literacy 17% (11% global)
their skills, they take much more 63% say their job provides them with flexibility in
Management and leadership skills 8% (7% global)
Diversity and inclusion 7% (3% global)
ownership of their personal terms of working hours (65% global) Wellbeing and mindfulness 5% (6% global)
60% say their job provides them with flexibility in
development rather than viewing this terms of location (60% global)
as the responsibility of their employer. 35% have seen flexibility in terms of working hours
increase in the past six months (31% global)
31% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 55
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

canada.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 89% say they want their workplace to
feel like a community (83% global) 71% state that training and development is important
81% say their employers’ social and to them in their current role or when looking for a
environmental values and purpose 86% believe they perform better at work if they new job (72% global)
feel a sense of community with their colleagues 37% would quit if their employer did not provide
align with their own (76% global) (85% global) opportunities to future-proof their skills (41% global)
44% state that they wouldn’t accept a job 39% would not accept a job that didn’t offer
with a company whose values didn’t align 61% would quit a job if they did not opportunities to future-proof their skills (44% global)
with their own (48% global) feel they belonged (55% global) 56% say their employer has provided them with
Talent in Canada are broadly 24% have quit a job because they didn’t
42% have quit a job due to a toxic workplace
opportunities to develop future-proof skills such as AI
(55% global)
aligned with global averages across agree with the viewpoints or stances of
leadership (29% global)
(44% global) 32% say they are mostly or entirely responsible for
87% feel trusted by their employer (83% global)
most measures identified in 27% have quit a job that didn’t offer career
78% say they can trust their leadership (77% global)
ensuring their skills keep pace with technological
progression opportunities (31% global) advancement (35% global)
Workmonitor 2025. They are 44% would quit a job that didn't offer career
67% say they hide aspects of themselves at work 30% believe responsibility for tech upskilling mostly
(62% global)
slightly more likely to work for progression opportunities (48% global)
51% feel their organization is not doing enough to
or entirely lies with their employer (27% global)
When thinking about their current role, the
organizations whose social and following factors are important to talent in
improve equity (59% global) 32% said that training and
52% trust their employer to create an inclusive
environmental values align with this market:
culture (49% global)
development opportunities had
increased for them in the last six
their own and less likely to have Pay 87% (82% global) 39% would be willing to earn less if their job was
months (34% global)
Work-life balance 88% (83% global) contributing to society (39% global)
quit a role that didn’t match their Flexibility in terms of working hours Talent would be most interested in the following
personal motivations. Finding a 76% (73% global) learning and development opportunities if their
Flexibility in terms of location 67% employer offered them:
sense of community at work is (67% global)
AI 21% (23% global)
more important to talent in this 67% say their job provides them with flexibility in Management and leadership skills 10%
market compared to their global terms of working hours (65% global) (7% global)
61% say their job provides them with flexibility in Wellbeing and mindfulness 8% (6% global)
peers. Skilling opportunities are terms of location (60% global) IT and technological literacy 8% (11% global)
30% have seen flexibility in terms of working
valued slightly less by this group hours increase in the past six months (31% global)
Data and science analytics 5% (5% global)

than global average, with fewer 27% have seen flexibility in terms of location
increase in the past six months (29% global)
receiving training opportunities in
the past six months.

workmonitor 2025 56
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

chile.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 84% say they want their workplace to feel like a
community (83% global) 81% state that training and development is important
73% say their employers’ social and 83% believe they perform better at work if they to them in their current role or when looking for a
environmental values and purpose align with feel a sense of community with their colleagues new job (72% global)
their own (76% global) (85% global) 46% would quit if their employer did not provide
43% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
53% state that they wouldn’t belonged (55% global) 45% would not accept a job that didn’t offer
accept a job with a company opportunities to future-proof their skills (44% global)
55% have quit a job due to a toxic 59% say their employer has provided them with
whose values didn’t align with their
workplace (44% global) opportunities to develop future-proof skills such as AI
own (48% global) (55% global)
83% feel trusted by their employer (83% global)
Talent in Chile are broadly aligned 31% have quit a job because they didn’t
agree with the viewpoints or stances of
77% say they can trust their leadership (77% global) 54% say they are mostly or entirely
65% say they hide aspects of themselves at work
with global averages when leadership (29% global) (62% global)
responsible for ensuring their skills
37% have quit a job that didn’t offer career keep pace with technological
considering personalization, progression opportunities (31% global)
62% feel their organization is not doing enough to
advancement (35% global)
improve equity (59% global)
Workmonitor 2025 finds. However, 57% would quit a job that didn't offer career 45% trust their employer to create an inclusive
progression opportunities (48% global) 18% believe responsibility for tech upskilling mostly
they are slightly less likely to accept a When thinking about their current role, the
culture (49% global) or entirely lies with their employer (27% global)
40% would be willing to earn less if their job was 35% said that training and development
job with an organization whose values following factors are important to talent in contributing to society (39% global) opportunities had increased for them in the last six
this market:
do not align with their own, and much months (34% global)
Pay 88% (82% global) Talent would be most interested in the following
more likely than their peers around Work-life balance 86% (83% global) learning and development opportunities if their
the world to have quit a job due to a Flexibility in terms of working hours employer offered them:
70% (73% global)
toxic culture. When considering Flexibility in terms of location 70% AI 23% (23% global)
IT and technological literacy 16% (11% global)
training, over half of talent in this (67% global)
Management and leadership skills 7%
market believe they are mostly or 59% say their job provides them with flexibility in (7% global)
terms of working hours (65% global) Data and science analytics 6% (5% global)
entirely responsible for ensuring their 57% say their job provides them with flexibility in Programming/coding 6% (6% global)
skills keep pace with technological terms of location (60% global)
31% have seen flexibility in terms of working hours
change, compared with the global increase in the past six months (31% global)
30% have seen flexibility in terms of location
average of around a third. increase in the past six months (29% global)

workmonitor 2025 57
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

china.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 96% say they want their workplace to feel like a
community (83% global) 82% state that training and development is important
86% say their employers’ social and 94% believe they perform better at work if they to them in their current role or when looking for a
environmental values and purpose align feel a sense of community with their colleagues new job (72% global)
with their own (76% global) (85% global) 60% would quit if their employer did not provide
64% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
66% state that they wouldn’t belonged (55% global) 58% would not accept a job that didn’t offer
accept a job with a company 38% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
(44% global) 73% say their employer has provided them with
whose values didn’t align with
89% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as AI
their own (48% global) 89% say they can trust their leadership (55% global)
22% have quit a job because they didn’t (77% global) 35% say they are mostly or entirely responsible for
agree with the viewpoints or stances of 72% say they hide aspects of themselves at work ensuring their skills keep pace with technological
leadership (29% global) (62% global) advancement (35% global)
36% have quit a job that didn’t offer career 70% feel their organization is not doing enough 36% believe responsibility for tech upskilling mostly
Talent in China stand out in many progression opportunities (31% global) to improve equity (59% global) or entirely lies with their employer (27% global)
areas of Workmonitor 2025's key 70% would quit a job that didn't offer career 70% trust their employer to create an inclusive
63% said that training and
progression opportunities (48% global) culture (49% global)
themes when compared with global When thinking about their current role, the development opportunities had
61% would be willing to earn less if
averages. Value alignment and career following factors are important to talent in
their job was contributing to society
increased for them in the last six
this market: months (34% global)
progression opportunities are (39% global)
Pay 82% (82% global) Talent would be most interested in the following
noticeably more important to talent in Work-life balance 88% (83% global) learning and development opportunities if their
this market. As is community — they Flexibility in terms of working hours employer offered them:
84% (73% global)
are more willing to earn less in a role Flexibility in terms of location 73% AI 26% (23% global)
IT and technological literacy 12% (11% global)
that contributes to society. Career (67% global)
Programming/coding 9% (6% global)
progression is also hugely important 82% say their job provides them with Communication and presentation skills 8%
flexibility in terms of working hours (65% (5% global)
to talent in China, and they are almost global) Software project management 6% (4% global)
76% say their job provides them with
twice as likely as the global mean to flexibility in terms of location (60% global)
have seen development opportunities 53% have seen flexibility in terms of working
hours increase in the past six months (31%
increase over the past six months. global)
49% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 58
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

czech republic.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 75% say they want their workplace to feel like a
community (83% global) 57% state that training and
35% say their employers’ social and 88% believe they perform better at work if they development is important to them in
environmental values and purpose feel a sense of community with their colleagues
(85% global)
their current role or when looking for
align with their own (76% global) 58% would quit a job if they did not feel they a new job (72% global)
37% state that they wouldn’t accept a job with a belonged (55% global) 31% would quit if their employer did not provide
company whose values didn’t align with their own 45% have quit a job due to a toxic workplace opportunities to future-proof their skills (41% global)
(48% global) (44% global) 36% would not accept a job that didn’t offer
37% have quit a job because they didn’t agree with opportunities to future-proof their skills (44% global)
the viewpoints or stances of leadership (29% 18% feel trusted by their employer 42% say their employer has provided them with
global) (83% global) opportunities to develop future-proof skills such as
Talent in the Czech Republic stand 27% have quit a job that didn’t offer career
28% say they can trust their leadership (77% global)
AI (55% global)
progression opportunities (31% global) 32% say they are mostly or entirely responsible for
out in many areas when compared 39% would quit a job that didn't offer career
43% say they hide aspects of themselves at work
ensuring their skills keep pace with technological
(62% global)
with global averages. They are progression opportunities (48% global)
When thinking about their current role, the
58% feel their organization is not doing enough to
advancement (35% global)
30% believe responsibility for tech upskilling mostly
improve equity (59% global)
much less likely to say their following factors are important to talent in this
35% trust their employer to create an inclusive
or entirely lies with their employer (27% global)
market: 26% said that training and development
employers’ social and Pay 72% (82% global) culture (49% global)
opportunities had increased for them in the last six
Work-life balance 73% (83% global) 33% would be willing to earn less if their job was
environmental values align with Flexibility in terms of working hours contributing to society (39% global)
months (34% global)
Talent would be most interested in the following
their own compared to their peers 58% (73% global) learning and development opportunities if their
Flexibility in terms of location 50%
around the world. Trust also (67% global)
employer offered them:

appears to be lower between talent AI 16% (23% global)

42% say their job provides them with flexibility in Wellbeing and mindfulness 16% (6% global)
and employers in this market and terms of working hours (65% global) Management and leadership skills 8% (7%
they are also less likely to consider 47% say their job provides them with flexibility in
terms of location (60% global)
global)
IT and technological literacy 8% (11% global)
training and development 28% have seen flexibility in terms of working hours Communication and presentation skills 7%
increase in the past six months (31% global)
opportunities important. 23% have seen flexibility in terms of location
(5% global)

increase in the past six months (29% global)

workmonitor 2025 59
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

denmark.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 88% say they want their workplace to feel like a
community (83% global) 56% state that training and
79% say their employers’ social and environmental 88% believe they perform better at work if they development is important to them in
values and purpose align with their own (76% feel a sense of community with their colleagues
global) (85% global)
their current role or when looking for
46% state that they wouldn’t accept a job with a a new job (72% global)
company whose values didn’t align with their own 73% would quit a job if they did not 40% would quit if their employer did not provide
(48% global) feel they belonged (55% global) opportunities to future-proof their skills (41% global)
31% have quit a job because they didn’t agree with 42% would not accept a job that didn’t offer
the viewpoints or stances of leadership (29% global) 48% have quit a job due to a toxic workplace (44%
opportunities to future-proof their skills (44% global)
26% have quit a job that didn’t offer career global)
55% say their employer has provided them with
progression opportunities (31% global) 89% feel trusted by their employer (83% global)
opportunities to develop future-proof skills such as
41% would quit a job that didn't offer career 83% say they can trust their leadership (77% global)
AI (55% global)
Talent in Denmark are closely aligned progression opportunities (48% global) 56% say they hide aspects of themselves at work
28% say they are mostly or entirely responsible for
When thinking about their current role, the (62% global)
with global averages on the key issues following factors are important to talent in this 54% feel their organization is not doing enough to
ensuring their skills keep pace with technological
advancement (35% global)
improve equity (59% global)
identified in Workmonitor 2025. This market:
52% trust their employer to create an inclusive
26% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
is particularly true when looking at Pay 78% (82% global) culture (49% global)
31% said that training and development
Work-life balance 83% (83% global) 39% would be willing to earn less if their job was
personalization, although they place Flexibility in terms of working hours contributing to society (39% global)
opportunities had increased for them in the last six
months (34% global)
less importance on flexibility of 75% (73% global)
Talent would be most interested in the following
Flexibility in terms of location 56%
location than their peers around the (67% global)
learning and development opportunities if their
employer offered them:
world. When looking at a sense of 65% say their job provides them with flexibility in
AI 21% (23% global)
community at work, they are again terms of working hours (65% global)
IT and technological literacy 9% (11%
59% say their job provides them with flexibility in
largely aligned, though much more terms of location (60% global) global)
Management and leadership skills 9%
likely to quit a role if they feel they do 34% have seen flexibility in terms of working hours
increase in the past six months (31% global) (7% global)
not belong. They are also less likely to 28% have seen flexibility in terms of location Communication and presentation skills
7% (5% global)
increase in the past six months (29% global)
consider training and development Programming and coding 6% (6% global)
opportunities important in their
current or future roles.

workmonitor 2025 60
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

france.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 73% say they want their workplace to feel like a
community (83% global) 68% state that training and development is
70% say their employers’ social and important to them in their current role or when
environmental values and purpose align 74% believe they perform better at looking for a new job (72% global)
with their own (76% global) work if they feel a sense of community 37% would quit if their employer did not provide
48% state that they wouldn’t accept a job with their colleagues (85% global) opportunities to future-proof their skills (41% global)
with a company whose values didn’t align 41% would not accept a job that didn’t offer
with their own (48% global) 40% would quit a job if they did not feel they opportunities to future-proof their skills (44% global)
25% have quit a job because they didn’t belonged (55% global) 51% say their employer has provided them with
agree with the viewpoints or stances of 36% have quit a job due to a toxic workplace opportunities to develop future-proof skills such as
leadership (29% global) (44% global) AI (55% global)
26% have quit a job that didn’t offer career 80% feel trusted by their employer (83% global) 25% say they are mostly or entirely responsible for
progression opportunities (31% global) 71% say they can trust their leadership (77% ensuring their skills keep pace with technological
47% would quit a job that didn't offer career global) advancement (35% global)
progression opportunities (48% global) 64% say they hide aspects of themselves at 30% believe responsibility for tech upskilling mostly
Talent in France are largely aligned When thinking about their current role, the work (62% global) or entirely lies with their employer (27% global)
on the key issues identified in following factors are important to talent in 56% feel their organization is not doing enough
this market: to improve equity (59% global) 22% said that training and development
Workmonitor 2025, with some 38% trust their employer to create an inclusive opportunities had increased for them in
Pay 80% (82% global)
discrepancies. They are less likely to Work-life balance 84% (83% global)
culture (49% global)
35% would be willing to earn less if their job was
the last six months (34% global)
benefit from flexibility of location Flexibility in terms of working hours contributing to society (39% global) Talent would be most interested in the following
71% (73% global) learning and development opportunities if their
than their peers around the world. Flexibility in terms of location 60% employer offered them:
They are also less likely to believe (67% global)
AI 17% (23% global)
they perform better if they feel a 61% say their job provides them with flexibility in Wellbeing and mindfulness 11% (6% global)
terms of working hours (65% global) IT and technological literacy 10% (11% global)
sense of community at work. When Programming and coding 5% (6% global)
looking at upskilling, they are also 52% say their job provides them with Management and leadership skills 4% (7% global)
flexibility in terms of location (60% global)
less likely to have been offered
23% have seen flexibility in terms of working hours
training and development increase in the past six months (31% global)
opportunities in the past six months. 20% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 61
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

germany.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 81% say they want their workplace to feel like a
community (83% global) 58% state that training and
74% say their employers’ social and 82% believe they perform better at work if they development is important to them in
environmental values and purpose align feel a sense of community with their colleagues
with their own (76% global) (85% global)
their current role or when looking for a
43% state that they wouldn’t accept a job 53% would quit a job if they did not feel they new job (72% global)
with a company whose values didn’t align belonged (55% global) 34% would quit if their employer did not provide
with their own (48% global) opportunities to future-proof their skills (41% global)
23% have quit a job because they didn’t 36% have quit a job due to a
40% would not accept a job that didn’t offer
agree with the viewpoints or stances of toxic workplace (44% global) opportunities to future-proof their skills (44% global)
leadership (29% global) 48% say their employer has provided them with
83% feel trusted by their employer (83% global)
76% say they can trust their leadership (77% opportunities to develop future-proof skills such as
21% have quit a job that didn’t offer career
global) AI (55% global)
progression opportunities (31% global) 31% say they are mostly or entirely responsible for
59% say they hide aspects of themselves at
ensuring their skills keep pace with technological
Talent in Germany are largely aligned 37% would quit a job that didn't offer career work (62% global)
advancement (35% global)
progression opportunities (48% global) 52% feel their organization is not doing enough
with global averages on the key issues When thinking about their current role, the following to improve equity (59% global) 25% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
identified in Workmonitor 2025, factors are important to talent in this market: 44% trust their employer to create an inclusive
23% said that training and development
culture (49% global)
however there are some Pay 78% (82% global) 30% would be willing to earn less if their job was opportunities had increased for them in the last six
Work-life balance 71% (83% global) contributing to society (39% global) months (34% global)
discrepancies. They are less likely to Flexibility in terms of working hours Talent would be most interested in the following
quit roles that do not offer career 65% (73% global) learning and development opportunities if their
Flexibility in terms of location 57% employer offered them:
progression opportunities than their (67% global)
AI 24% (23% global)
peers around the world. They are also 61% say their job provides them with flexibility in Wellbeing and mindfulness 10% (6% global)
less likely to have left a role due to a terms of working hours (65% global)
55% say their job provides them with flexibility in
IT and technological literacy 9% (11% global)
Communication and presentation skills 6% (5%
toxic workplace. When looking at terms of location (60% global) global)
25% have seen flexibility in terms of working hours Management and leadership skills 5% (7% global)
upskilling, they are also less likely to increase in the past six months (31% global)
consider training and development 24% have seen flexibility in terms of location
increase in the past six months (29% global)
opportunities important in their
current or future roles.

workmonitor 2025 62
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

greece.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 80% say they want their workplace to feel like a
community (83% global) 73% state that training and development is
70% say their employers’ social and 88% believe they perform better at work if they important to them in their current role or when
environmental values and purpose align feel a sense of community with their colleagues looking for a new job (72% global)
with their own (76% global) (85% global) 36% would quit if their employer did not provide
46% state that they wouldn’t accept a job 56% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
with a company whose values didn’t align belonged (55% global) 39% would not accept a job that didn’t offer
with their own (48% global) 52% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
32% have quit a job because they didn’t (44% global) 49% say their employer has provided them with
agree with the viewpoints or stances of 85% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
leadership (29% global) 75% say they can trust their leadership (77% AI (55% global)
33% have quit a job that didn’t offer career global) 34% say they are mostly or entirely responsible for
progression opportunities (31% global) 61% say they hide aspects of themselves at work ensuring their skills keep pace with technological
48% would quit a job that didn't offer career (62% global) advancement (35% global)
progression opportunities (48% global) 69% feel their organization is not doing enough 24% believe responsibility for tech upskilling mostly
Talent in Greece are largely aligned When thinking about their current role, the to improve equity (59% global) or entirely lies with their employer (27% global)
with global averages on the key following factors are important to talent in
this market: 35% trust their employer to create 24% said that training and development
issues identified in Workmonitor an inclusive culture (49% global) opportunities had increased for them in
Pay 85% (82% global)
2025, however there are some Work-life balance 84% (83% global) 26% would be willing to earn less if their job was the last six months (34% global)
discrepancies. They are less likely to Flexibility in terms of working hours contributing to society (39% global)
Talent would be most interested in the following
73% (73% global) learning and development opportunities if their
have been provided with flexibility Flexibility in terms of location 71% employer offered them:
by their employer, both in terms of (67% global)
AI 22% (23% global)
time and location. They are also less 54% say their job provides them with IT and technological literacy 12% (11% global)
flexibility in terms of working hours Management and leadership skills 9% (7% global)
likely to trust their employer to Communication and presentation skills 7%
(65% global)
create an inclusive workplace. (5% global)
51% say their job provides them with Coaching and mentoring 5% (4% global)
When looking at upskilling, they are
flexibility in terms of location (60% global)
also less likely to have seen training
22% have seen flexibility in terms of working hours
and development opportunities increase in the past six months (31% global)
increase in the past six months. 17% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 63
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

hong kong SAR.

motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 76% say they want their workplace to feel
like a community (83% global) 61% state that training and development is
65% say their employers’ social and 83% believe they perform better at work if important to them in their current role or
environmental values and purpose align they feel a sense of community with their
with their own (76% global) colleagues (85% global)
when looking for a new job (72% global)
51% state that they wouldn’t accept a job 59% would quit a job if they did not feel 39% would quit if their employer did not provide
with a company whose values didn’t align they belonged (55% global) opportunities to future-proof their skills (41% global)
with their own (48% global) 46% have quit a job due to a toxic 43% would not accept a job that didn’t offer
37% have quit a job because they didn’t workplace (44% global) opportunities to future-proof their skills (44% global)
agree with the viewpoints or stances of 77% feel trusted by their employer (83% 53% say their employer has provided them with
leadership (29% global) global) opportunities to develop future-proof skills such as
78% say they can trust their leadership AI (55% global)
Talent in Hong Kong SAR are largely 44% have quit a job that didn’t (77% global) 35% say they are mostly or entirely responsible for
offer career progression 72% say they hide aspects of themselves at
aligned with global averages on the key opportunities (31% global) work (62% global)
ensuring their skills keep pace with technological
advancement (35% global)
issues identified in Workmonitor 2025, 66% feel their organization is not doing 29% believe responsibility for tech upskilling mostly
51% would quit a job that didn't offer career enough to improve equity (59% global) or entirely lies with their employer (27% global)
but there are some discrepancies. They progression opportunities (48% global) 51% trust their employer to create an 37% said that training and development
When thinking about their current role, the
are much more likely to have quit a job following factors are important to talent in
inclusive culture (49% global) opportunities had increased for them in the last six
months (34% global)
that didn’t offer career progression this market: 53% would be willing to earn Talent would be most interested in the following
opportunities. When exploring their Pay 74% (82% global)
less if their job was contributing learning and development opportunities if their
Work-life balance 71% (83% global) to society (39% global) employer offered them:
sense of community, they are much Flexibility in terms of working AI 35% (23% global)
more likely to accept lower earnings in a hours 61% (73% global) IT and technological literacy 9%
Flexibility in terms of location 54%
role that contributes to society. When (67% global)
(11% global)
Data privacy and cybersecurity 8%
looking at upskilling, they are also less (4% global)
65% say their job provides them with flexibility in
likely to feel training and development terms of working hours (65% global)
Data science/analytics 7% (5% global)
Management and leadership skills 4%
opportunities are important in their 58% say their job provides them with flexibility in (7% global)
terms of location (60% global) Communication and presentation skills 6%
current and future roles. 34% have seen flexibility in terms of working (5% global)
hours increase in the past six months (31% global)
37% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 64
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

hungary.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 79% say they want their workplace to feel like a
community (83% global) 71% state that training and development is important
72% say their employers’ social and 85% believe they perform better at work if they to them in their current role or when looking for a
environmental values and purpose align feel a sense of community with their colleagues new job (72% global)
with their own (76% global) (85% global) 33% would quit if their employer did not provide
42% state that they wouldn’t accept a job 53% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
with a company whose values didn’t align belonged (55% global) 37% would not accept a job that didn’t offer
with their own (48% global) 37% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
28% have quit a job because they didn’t (44% global) 50% say their employer has provided them with
agree with the viewpoints or stances of 80% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
While talent in Hungary are largely leadership (29% global) 72% say they can trust their leadership (77% AI (55% global)
24% have quit a job that didn’t offer career global) 25% say they are mostly or entirely responsible for
aligned with global averages on progression opportunities (31% global) 60% say they hide aspects of themselves at work ensuring their skills keep pace with technological
the key issues identified in 38% would quit a job that didn't offer career (62% global) advancement (35% global)
progression opportunities (48% global) 50% feel their organization is not doing enough 35% believe responsibility for tech upskilling mostly
Workmonitor 2025, there are some When thinking about their current role, the to improve equity (59% global) or entirely lies with their employer (27% global)
areas where workers diverge. They following factors are important to talent in
39% trust their employer to create 22% said that training and development
this market:
are slightly more likely to prioritize an inclusive culture (49% global) opportunities had increased for them in
Pay 84% (82% global)
flexibility, but are less likely to Work-life balance 85% (83% global) 27% would be willing to earn less if their job
the last six months (34% global)
receive these benefits from their Flexibility in terms of working hours was contributing to society (39% global) Talent would be most interested in the
78% (73% global) following learning and development
employer. They are also less likely Flexibility in terms of location 72% opportunities if their employer offered them:
(67% global)
to trust their employer to create an AI 21% (23% global)
inclusive culture. When looking at 20% have seen flexibility in terms of Wellbeing and mindfulness 10% (6% global)
working hours increase in the past six Empathy and active listening 9% (4% global)
upskilling, they have observed a months (31% global) IT and technological literacy 7% (11% global)
smaller rise in training and Communication and presentation skills 6%
21% have seen flexibility in terms of location (5% global)
development opportunities over increase in the past six months (29% global)
the past six months.

workmonitor 2025 65
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

india.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 91% say they want their workplace to feel like a
community (83% global) 89% state that training and development is
90% say their employers’ social and 93% believe they perform better at work if they important to them in their current role or
environmental values and purpose align with feel a sense of community with their colleagues when looking for a new job (72% global)
their own (76% global) (85% global) 67% would quit if their employer did not
70% state that they wouldn’t accept a job with a 69% would quit a job if they did not feel they provide opportunities to future-proof their
company whose values didn’t align with their belonged (55% global) skills (41% global)
own (48% global) 58% have quit a job due to a toxic workplace 58% would not accept a job that didn’t offer
49% have quit a job because they didn’t agree (44% global) opportunities to future-proof their skills (44%
with the viewpoints or stances of leadership 92% feel trusted by their employer (83% global) global)
(29% global)
Talent in India are more likely to take 93% say they can trust their 79% say their employer has
61% have quit a job that didn’t offer leadership (77% global) provided them with opportunities
action if they are not satisfied by career progression opportunities to develop future-proof skills such
75% say they hide aspects of themselves at
with their employment when (31% global)
work (62% global) as AI (55% global)
compared with global averages. 71% would quit a job that didn't offer career 74% feel their organization is not doing 47% say they are mostly or entirely
progression opportunities (48% global) enough to improve equity (59% global) responsible for ensuring their skills keep pace
However, they are also broadly more When thinking about their current role, the 71% trust their employer to create an with technological advancement (35% global)
following factors are important to talent in inclusive culture (49% global)
positive when considering the key this market: 67% would be willing to earn less if their job
24% believe responsibility for tech upskilling
mostly or entirely lies with their employer
themes identified in Workmonitor Pay 85% (82% global)
was contributing to society (39% global) (27% global)
2025. Talent in this market are much Work-life balance 87% (83% global) 75% said that training and development
Flexibility in terms of working hours opportunities had increased for them in the
more likely to quit roles if they are 84% (73% global) last six months (34% global)
not offered career progression but Flexibility in terms of location 83% Talent would be most interested in the
(67% global) following learning and development
they are also much more likely to opportunities if their employer offered them:
86% say their job provides them with
have been offered opportunities to flexibility in terms of working hours AI 43% (23% global)
develop in the past six months. (65% global) IT and technological literacy 12%
(11% global)
86% say their job provides them with
Reflecting this, they are much more flexibility in terms of location (60% global) Programming and coding 6%
(6% global)
likely to have trust in their employer. 67% have seen flexibility in terms of working
Data science/analytics 5% (5% global)
hours increase in the past six months
(31% global) Management and leadership skills 5%
66% have seen flexibility in terms of location (7% global)
increase in the past six months (29% global)

workmonitor 2025 66
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

italy.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 87% say they want their workplace to feel like a
community (83% global) 76% state that training and development is
73% say their employers’ social and 89% believe they perform better at work if they important to them in their current role or
environmental values and purpose align with feel a sense of community with their colleagues when looking for a new job (72% global)
their own (76% global) (85% global) 38% would quit if their employer did not
42% state that they wouldn’t accept a job with a 57% would quit a job if they did not feel they provide opportunities to future-proof their
company whose values didn’t align with their belonged (55% global) skills (41% global)
own (48% global) 40% have quit a job due to a toxic workplace 40% would not accept a job that didn’t offer
22% have quit a job because they didn’t agree (44% global) opportunities to future-proof their skills (44%
with the viewpoints or stances of leadership 84% feel trusted by their employer (83% global) global)
(29% global) 74% say they can trust their leadership (77% 42% say their employer has provided them
global) with opportunities to develop future-proof
21% have quit a job that didn’t 57% say they hide aspects of themselves at work skills such as AI (55% global)
offer career progression (62% global) 23% say they are mostly or entirely
Talent in Italy are broadly aligned with opportunities (31% global) 63% feel their organization is not doing enough responsible for ensuring their skills keep pace
global averages when considering the 44% would quit a job that didn't offer career
to improve equity (59% global) with technological advancement (35% global)

key themes identified in Workmonitor progression opportunities (48% global) 42% trust their employer to create 47% believe responsibility for tech
When thinking about their current role, the an inclusive culture (49% global) upskilling mostly or entirely lies with
2025. However, talent in this market following factors are important to talent in
this market: 32% would be willing to earn less if their job
their employer (27% global)
are less likely to have quit a role that was contributing to society (39% global) 30% said that training and development
did not offer career progression Pay 85% (82% global)
Work-life balance 87% (83% global)
opportunities had increased for them in the
opportunities. While they are slightly Flexibility in terms of working hours
last six months (34% global)
Talent would be most interested in the
72% (73% global)
more likely to want their workplace to Flexibility in terms of location 64%
following learning and development
opportunities if their employer offered them:
feel like a community, they are less (67% global)
AI 24% (23% global)
likely to trust their employer to create 58% say their job provides them with flexibility
IT and technological literacy 8% (11% global)
in terms of working hours (65% global)
an inclusive work environment. When 53% say their job provides them with flexibility
Empathy and active listening 6% (4% global)
Programming/coding 6% (6% global)
looking at skilling opportunities, they in terms of location (60% global)
Wellbeing and mindfulness 5% (6% global)
26% have seen flexibility in terms of working
are much more likely to believe it is hours increase in the past six months
their employers' responsibility to (31% global)
23% have seen flexibility in terms of location
future-proof their skillset. increase in the past six months (29% global)

workmonitor 2025 67
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

japan.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 62% say they want their workplace to
feel like a community (83% global) 42% state that training and development is important
54% say their employers’ social and to them in their current role or when looking for a
environmental values and purpose align with 77% believe they perform better at work if they new job (72% global)
their own (76% global) feel a sense of community with their colleagues 22% would quit if their employer did not provide
37% state that they wouldn’t accept a job with a (85% global) opportunities to future-proof their skills (41% global)
company whose values didn’t align with their 34% would quit a job if they did not feel they 23% would not accept a job that didn’t offer
own (48% global) belonged (55% global) opportunities to future-proof their skills (44% global)
20% have quit a job because they didn’t agree 26% have quit a job due to a toxic workplace
with the viewpoints or stances of leadership (44% global) 27% say their employer has provided them
(29% global) 60% feel trusted by their employer (83% global) with opportunities to develop future-proof
Talent in Japan broadly deviate 14% have quit a job that didn’t
53% say they can trust their leadership skills such as AI (55% global)
(77% global)
from global averages when offer career progression 63% say they hide aspects of themselves at work 31% say they are mostly or entirely responsible for
opportunities (31% global) ensuring their skills keep pace with technological
considering the key themes (62% global)
54% feel their organization is not doing enough advancement (35% global)
24% would quit a job that didn't offer career
identified in Workmonitor 2025. progression opportunities (48% global)
to improve equity (59% global) 35% believe responsibility for tech upskilling mostly
26% trust their employer to create an inclusive or entirely lies with their employer (27% global)
Talent in this market are much less When thinking about their current role, the
culture (49% global) 13% said that training and development
following factors are important to talent in opportunities had increased for them in the last six
likely to have quit a role that did not this market:
19% would be willing to earn less if their job was
months (34% global)
contributing to society (39% global)
offer career progression Pay 62% (82% global)
Talent would be most interested in the following
learning and development opportunities if their
opportunities. They are also less Work-life balance 65% (83% global)
employer offered them:
Flexibility in terms of working hours
likely to want their workplace to feel 57% (73% global) AI 16% (23% global)
like a community. When looking at Flexibility in terms of location 45% IT and technological literacy 7% (11% global)
(67% global) Programming/coding 5% (6% global)
skilling opportunities, they are Communication and presentation skills 5%
50% say their job provides them with flexibility in
much less likely to have been terms of working hours (65% global)
(5% global)
Data science/analytics 4% (5% global)
offered opportunities to future- 48% say their job provides them with flexibility in
terms of location (60% global)
proof their skills by their employer. 16% have seen flexibility in terms of working hours
increase in the past six months (31% global)
15% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 68
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

luxembourg.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 77% say they want their workplace to
feel like a community (83% global) 77% state that training and development is important
77% say their employers’ social and to them in their current role or when looking for a
environmental values and purpose align with 78% believe they perform better at work if they new job (72% global)
their own (76% global) feel a sense of community with their colleagues
56% state that they wouldn’t accept a job with a (85% global) 60% would quit if their employer did not
company whose values didn’t align with their 60% would quit a job if they did not feel they provide opportunities to future-proof their
own (48% global) belonged (55% global) skills (41% global)
36% have quit a job because they didn’t agree 35% have quit a job due to a toxic workplace
with the viewpoints or stances of leadership (44% global) 68% would not accept a job that didn’t offer
(29% global) 81% feel trusted by their employer (83% global) opportunities to future-proof their skills (44% global)
74% say they can trust their leadership 66% say their employer has provided them with
43% have quit a job that didn’t (77% global) opportunities to develop future-proof skills such as AI
offer career progression 56% say they hide aspects of themselves at work (55% global)
opportunities (31% global) (62% global) 33% say they are mostly or entirely responsible for
ensuring their skills keep pace with technological
Talent in Luxembourg are broadly 62% would quit a job that didn't offer career
44% feel their organization is not doing enough
advancement (35% global)
to improve equity (59% global)
aligned with global averages when progression opportunities (48% global)
When thinking about their current role, the
58% trust their employer to create an inclusive 33% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
considering the key themes identified following factors are important to talent in
culture (49% global)
56% would be willing to earn less if their job was 60% said that training and development
this market:
in Workmonitor 2025. However, talent contributing to society (39% global) opportunities had increased for them in the last six
months (34% global)
Pay 79% (82% global)
in this market are much more likely to Work-life balance 88% (83% global)
Talent would be most interested in the following
learning and development opportunities if their
have quit a role that did not offer Flexibility in terms of working hours
employer offered them:
76% (73% global)
career progression opportunities. Flexibility in terms of location 69% IT and technological literacy 11% (11% global)
They are also less likely to want their (67% global) AI 10% (23% global)
Communication and presentation skills 10%
workplace to feel like a community. 66% say their job provides them with flexibility in
(5% global)
terms of working hours (65% global)
When looking at upskilling, they are 63% say their job provides them with flexibility in
Wellbeing and mindfulness 8% (6% global)
Software project management 7% (4% global)
much more likely to quit a role that did terms of location (60% global)
56% have seen flexibility in terms of working
not offer opportunities to future-proof hours increase in the past six months (31% global)
their skills. 52% have seen flexibility in terms of location
increase in the past six months (29% global)

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 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

malaysia.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 93% say they want their workplace to
feel like a community (83% global) 84% state that training and development
82% say their employers’ social and is important to them in their current role
environmental values and purpose 93% believe they perform better at work if they
feel a sense of community with their colleagues
or when looking for a new job (72% global)
align with their own (76% global) (85% global) 44% would quit if their employer did not provide
52% state that they wouldn’t accept a job 61% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
with a company whose values didn’t align belonged (55% global) 45% would not accept a job that didn’t offer
with their own (48% global) 59% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
29% have quit a job because they didn’t (44% global) 62% say their employer has provided them with
agree with the viewpoints or stances of 87% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as AI
Malaysia’s talent are largely aligned leadership (29% global) 84% say they can trust their leadership (55% global)
(77% global)
with their global peers regarding 41% have quit a job that didn’t offer career
71% say they hide aspects of themselves at work
37% say they are mostly or entirely responsible for
progression opportunities (31% global) ensuring their skills keep pace with technological
the key themes of the Workmonitor 59% would quit a job that didn't offer career (62% global) advancement (35% global)
63% feel their organization is not doing enough
2025 report. However, value progression opportunities (48% global)
When thinking about their current role, the to improve equity (59% global)
25% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
alignment with employers and following factors are important to talent in 58% trust their employer to create an inclusive 25% said that training and development
this market: culture (49% global) opportunities had increased for them in the last six
work-life balance are rated more 37% would be willing to earn less if their job was months (34% global)
Pay 88% (82% global)
highly in this market than the survey Work-life balance 91% (83% global)
contributing to society (39% global) Talent would be most interested in the following
learning and development opportunities if their
average. Talent’s need for a Flexibility in terms of working employer offered them:
hours 77% (73% global)
community at work and perceived Flexibility in terms of location 74% AI 22% (23% global)
trust levels between talent and (67% global) Management and leadership skills 16%
(7% global)
employers are also above-average. 70% say their job provides them with flexibility in IT and technological literacy 11% (11% global)
terms of working hours (65% global) Data science and analytics 7% (5% global)
66% say their job provides them with flexibility in Wellbeing and mindfulness 6% (6% global)
terms of location (60% global)
22% have seen flexibility in terms of working hours
increase in the past six months (31% global)
25% have seen flexibility in terms of location
increase in the past six months (29% global)

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 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

mexico.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 85% say they want their workplace to feel like a
community (83% global) 86% state that training and development is important
83% say their employers’ social and 84% believe they perform better at work if they to them in their current role or when looking for a
environmental values and purpose align feel a sense of community with their colleagues new job (72% global)
with their own (76% global) (85% global) 53% would quit if their employer did not provide
58% state that they wouldn’t accept a job 50% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
with a company whose values didn’t align belonged (55% global) 58% would not accept a job that didn’t offer
with their own (48% global) 58% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
33% have quit a job because they didn’t (44% global)
agree with the viewpoints or stances of 86% feel trusted by their employer (83% global) 67% say their employer has provided
leadership (29% global) them with opportunities to develop
82% say they can trust their leadership future-proof skills such as AI (55% global)
Talent in Mexico, are broadly in 45% have quit a job that didn’t (77% global)
offer career progression 52% say they are mostly or entirely responsible for
consensus with peers around the opportunities (31% global)
64% say they hide aspects of themselves at ensuring their skills keep pace with technological
work (62% global) advancement (35% global)
world when it comes to the themes 64% would quit a job that didn't offer career 63% feel their organization is not doing 18% believe responsibility for tech upskilling mostly
identified in Workmonitor 2025. progression opportunities (48% global) enough to improve equity (59% global) or entirely lies with their employer (27% global)
When thinking about their current role, the 57% trust their employer to create an inclusive 47% said that training and development
However, value alignment ranks far following factors are important to talent in culture (49% global) opportunities had increased for them in the last six
above average across markets, and this market: 44% would be willing to earn less if their job
was contributing to society (39% global)
months (34% global)
Talent would be most interested in the following
more people in Mexico have left Pay 88% (82% global) learning and development opportunities if their
Work-life balance 84% (83% global)
toxic workplaces. Yet, perceived Flexibility in terms of working
employer offered them:

trust levels between employers and hours 74% (73% global) AI 27% (23% global)
Flexibility in terms of location 74% IT and technological literacy 15%
talent exceed the survey average, (67% global) (11% global)
and work flexibility and skilling are 65% say their job provides them with flexibility in
Management and leadership skills
6% (7% global)
on the increase. terms of working hours (65% global) Business development and
64% say their job provides them with flexibility in relationship building 6% (3% global)
terms of location (60% global) Data science and analytics 6%
36% have seen flexibility in terms of working (5% global)
hours increase in the past six months (31% global)
34% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 71
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

netherlands.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 72% say they want their workplace to feel like a
community (83% global) 61% state that training and development is
82% say their employers’ social and 79% believe they perform better at work if they important to them in their current role or
environmental values and purpose align feel a sense of community with their colleagues
with their own (76% global) (85% global)
when looking for a new job (72% global)
42% state that they wouldn’t accept a job 54% would quit a job if they did not feel they 36% would quit if their employer did not provide
with a company whose values didn’t align belonged (55% global) opportunities to future-proof their skills (41% global)
with their own (48% global) 33% have quit a job due to a toxic workplace 40% would not accept a job that didn’t offer
26% have quit a job because they didn’t (44% global) opportunities to future-proof their skills (44% global)
agree with the viewpoints or stances of 50% say their employer has provided them with
leadership (29% global) 87% feel trusted by their employer opportunities to develop future-proof skills such as AI
28% have quit a job that didn’t offer career (83% global) (55% global)
progression opportunities (31% global) 35% say they are mostly or entirely responsible for
The global themes identified by 39% would quit a job that didn't offer career 81% say they can trust their leadership (77%
ensuring their skills keep pace with technological
global)
Workmonitor 2025 also resonate with progression opportunities (48% global)
When thinking about their current role, the 54% say they hide aspects of themselves at work
advancement (35% global)
22% believe responsibility for tech upskilling mostly
talent in the Netherlands. They are following factors are important to talent in (62% global)
52% feel their organization is not doing enough
or entirely lies with their employer (27% global)
this market:
highly aligned with their employers in to improve equity (59% global)
29% said that training and development
opportunities had increased for them in the last six
Pay 77% (82% global) 49% trust their employer to create an inclusive
terms of values and have above- Work-life balance 82% (83% global) culture (49% global)
months (34% global)
Talent would be most interested in the following
average workplace flexibility. Flexibility in terms of working hours 34% would be willing to earn less if their job was
learning and development opportunities if their
67% (73% global) contributing to society (39% global)
Perceived trust levels between Flexibility in terms of location 60%
employer offered them:
employers and workers are higher (67% global) AI 18% (23% global)
Wellbeing and mindfulness 8% (6% global)
than the global mean. There is also 66% say their job provides IT and technological literacy 8% (11% global)
less concern about the need for a them with flexibility in terms of Management and leadership skills 7% (7% global)
location (60% global) Coaching and mentoring 6% (4% global)
work community, with fewer people
27% have seen flexibility in terms of working
leaving toxic workplaces or hiding hours increase in the past six months (31%
their true selves at work. global)
25% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 72
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

new zealand.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 87% say they want their workplace to
feel like a community (83% global) 75% state that training and development
80% say their employers’ social and is important to them in their current role
environmental values and purpose 87% believe they perform better at work if they
feel a sense of community with their colleagues
or when looking for a new job (72% global)
align with their own (76% global) (85% global) 38% would quit if their employer did not provide
48% state that they wouldn’t accept a job 63% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
with a company whose values didn’t align belonged (55% global) 42% would not accept a job that didn’t offer
with their own (48% global) 50% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
28% have quit a job because they didn’t (44% global) 54% say their employer has provided them with
agree with the viewpoints or stances of 90% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as AI
leadership (29% global) 80% say they can trust their leadership (55% global)
30% have quit a job that didn’t offer career (77% global) 33% say they are mostly or entirely responsible for
progression opportunities (31% global) 65% say they hide aspects of themselves at ensuring their skills keep pace with technological
47% would quit a job that didn't offer career work (62% global) advancement (35% global)
Considering the key themes progression opportunities (48% global) 56% feel their organization is not doing enough 29% believe responsibility for tech upskilling mostly
highlighted by Workmonitor 2025, When thinking about their current role, the to improve equity (59% global) or entirely lies with their employer (27% global)
following factors are important to talent in 59% trust their employer to create an inclusive 36% said that training and development
New Zealand's talent is broadly in this market: culture (49% global) opportunities had increased for them in the last six
line with global averages. Pay 85% (82% global)
38% would be willing to earn less if their job was
contributing to society (39% global)
months (34% global)
Talent would be most interested in the following
However, they feel more aligned Work-life balance 88% (83% global) learning and development opportunities if their
Flexibility in terms of working hours
with their employers in terms of 73% (73% global)
employer offered them:

values and purpose, and place Flexibility in terms of location 67% AI 19% (23% global)
(67% global) Management and leadership skills 12%
more emphasis on work-life (7% global)
67% say their job provides them with flexibility in
balance. New Zealand talent terms of working hours (65% global)
IT and technological literacy 10% (11% global)
Wellbeing and mindfulness 10% (6% global)
express an above-average need for 58% say their job provides them with flexibility in Programming and coding 6% (6% global)
terms of location (60% global)
a work community and rank trust 35% have seen flexibility in terms of working
hours increase in the past six months (31% global)
levels between employers and 28% have seen flexibility in terms of location
workers more highly than the increase in the past six months (29% global)
global mean.

workmonitor 2025 73
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

norway.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 87% say they want their workplace to feel like a
community (83% global) 79% state that training and development
82% say their employers’ social and is important to them in their current role
88% believe they perform better at
environmental values and purpose or when looking for a new job (72% global)
work if they feel a sense of community
align with their own (76% global)
with their colleagues (85% global) 50% would quit if their employer did not provide
50% state that they wouldn’t accept a job opportunities to future-proof their skills (41% global)
with a company whose values didn’t align 67% would quit a job if they did not feel they 51% would not accept a job that didn’t offer
with their own (48% global) belonged (55% global) opportunities to future-proof their skills (44% global)
27% have quit a job because they didn’t agree 37% have quit a job due to a toxic workplace (44% 59% say their employer has provided them with
with the viewpoints or stances of leadership global) opportunities to develop future-proof skills such as AI
(29% global) 89% feel trusted by their employer (83% global) (55% global)
29% have quit a job that didn’t offer career 82% say they can trust their leadership (77% global) 35% say they are mostly or entirely responsible for
progression opportunities (31% global) 61% say they hide aspects of themselves at work ensuring their skills keep pace with technological
54% would quit a job that didn't offer career (62% global) advancement (35% global)
progression opportunities (48% global) 51% feel their organization is not doing enough to 27% believe responsibility for tech upskilling mostly
While generally in tune with their When thinking about their current role, the improve equity (59% global) or entirely lies with their employer (27% global)
global peers on the key themes following factors are important to talent in 59% trust their employer to create an inclusive 38% said that training and development
this market: culture (49% global) opportunities had increased for them in the last six
identified in Workmonitor 2025, 41% would be willing to earn less if their job was months (34% global)
Pay 83% (82% global)
talent in Norway stand out, given Work-life balance 85% (83% global)
contributing to society (39% global) Talent would be most interested in the following
learning and development opportunities if their
the above-average trust levels Flexibility in terms of working hours employer offered them:
70% (73% global)
they feel at work. They feel more Flexibility in terms of location 63% AI 17% (23% global)
trusted by their leaders and trust (67% global) IT and technological literacy 10% (11% global)
Management and leadership 9% (7% global)
them more in return than the 63% say their job provides them with flexibility Programming and coding 7% (6% global)
in terms of working hours (65% global)
global mean, including in key 59% say their job provides them with flexibility
Wellbeing and mindfulness 7% (6% global)

areas such as creating an in terms of location (60% global)

33% have seen flexibility in terms of working
equitable work environment. hours increase in the past six months
(31% global)
33% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 74
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

poland.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 80% say they want their workplace to
feel like a community (83% global) 73% state that training and development
70% say their employers’ social and is important to them in their current role
environmental values and purpose 79% believe they perform better at work if they
feel a sense of community with their colleagues
or when looking for a new job (72% global)
align with their own (76% global) (85% global) 37% would quit if their employer did not provide
42% state that they wouldn’t accept a job with a 54% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
company whose values didn’t align with their own belonged (55% global) 41% would not accept a job that didn’t offer
(48% global) 43% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
31% have quit a job because they didn’t agree with (44% global) 51% say their employer has provided them with
the viewpoints or stances of leadership (29% global) 79% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
32% have quit a job that didn’t offer career 70% say they can trust their leadership (77% AI (55% global)
progression opportunities (31% global) global) 26% say they are mostly or entirely responsible for
43% would quit a job that didn't offer career 45% say they hide aspects of themselves at ensuring their skills keep pace with technological
Poland’s talent are aligned with progression opportunities (48% global) work (62% global) advancement (35% global)
When thinking about their current role, the following 56% feel their organization is not doing enough 33% believe responsibility for tech upskilling mostly
their global peers when it comes to factors are important to talent in this market: to improve equity (59% global) or entirely lies with their employer (27% global)
the key themes of the Workmonitor Pay 84% (82% global)
45% trust their employer to create an inclusive
culture (49% global)
27% said that training and development
opportunities had increased for them in the last six
2025 report. Value alignment with Work-life balance 83% (83% global) 30% would be willing to earn less if their job was months (34% global)
Flexibility in terms of working contributing to society (39% global)
employers ranks highly, as does hours 71% (73% global)
Talent would be most interested in the following
learning and development opportunities if their
work-life balance, the need for a Flexibility in terms of location 68% employer offered them:
(67% global)
community at work and role of AI 19% (23% global)
61% say their job provides them with flexibility in
training and development. Talent in terms of working hours (65% global)
IT and technological literacy 11% (11% global)
Programming and coding 7% (6% global)
Poland would most like to develop 53% say their job provides them with flexibility in
terms of location (60% global)
Data science and analytics 7% (5% global)
Wellbeing and mindfulness 7% (6% global)
their technical skillset, and are less 23% have seen flexibility in terms of working
hours increase in the past six months (31% global)
focused than the survey average on 20% have seen flexibility in terms of location
wellbeing and mindfulness. increase in the past six months (29% global)

workmonitor 2025 75
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

portugal.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 90% say they want their workplace to
feel like a community (83% global) 85% state that training and development
69% say their employers’ social and is important to them in their current role
environmental values and purpose 89% believe they perform better at work if they
feel a sense of community with their colleagues
or when looking for a new job (72% global)
align with their own (76% global) (85% global) 29% would quit if their employer did not provide
41% state that they wouldn’t accept a job with a 46% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
company whose values didn’t align with their own belonged (55% global) 41% would not accept a job that didn’t offer
(48% global) 38% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
25% have quit a job because they didn’t agree with (44% global) 51% say their employer has provided them with
the viewpoints or stances of leadership (29% global) 85% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
26% have quit a job that didn’t offer career 76% say they can trust their leadership (77% AI (55% global)
progression opportunities (31% global) global) 31% say they are mostly or entirely responsible for
39% would quit a job that didn't offer career 55% say they hide aspects of themselves at ensuring their skills keep pace with technological
progression opportunities (48% global) work (62% global) advancement (35% global)
Talent in Portugal share much of what When thinking about their current role, the following 61% feel their organization is not doing enough 28% believe responsibility for tech upskilling mostly
they want from their employers with factors are important to talent in this market: to improve equity (59% global) or entirely lies with their employer (27% global)
41% trust their employer to create an inclusive 24% said that training and development
their peers around the globe, Pay 90% (82% global) culture (49% global) opportunities had increased for them in the last six
Work-life balance 91% (83% global) 31% would be willing to earn less if their job was
Workmonitor 2025 shows. However, Flexibility in terms of working contributing to society (39% global)
months (34% global)
Talent would be most interested in the following
they prioritize work-life balance and hours 82% (73% global) learning and development opportunities if their
Flexibility in terms of location 78% employer offered them:
flexible working arrangements well (67% global)
above the global average. The same AI 25% (23% global)
58% say their job provides them with flexibility in IT and technological literacy 9% (11% global)
goes for workers’ search for a terms of working hours (65% global)
51% say their job provides them with flexibility in
Management and leadership skills 8% (7% global)
Empathy and active listening 6% (4% global)
community feel at work and the belief terms of location (60% global) Software project management 6% (4% global)
19% have seen flexibility in terms of working hours
that this will help their job increase in the past six months (31% global)
performance. Above-average interest 17% have seen flexibility in terms of location
increase in the past six months (29% global)
in management and leadership and
empathy training — alongside
technical skills — also support this
trend.

workmonitor 2025 76
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

romania.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 90% say they want their workplace to
feel like a community (83% global) 79% state that training and development
74% say their employers’ social and environmental is important to them in their current role
values and purpose align with their own (76% global) 89% believe they perform better at work if they
48% state that they wouldn’t accept a job with a feel a sense of community with their colleagues
or when looking for a new job (72% global)
company whose values didn’t align with their own (85% global) 46% would quit if their employer did not provide
(48% global) 56% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
34% have quit a job because they didn’t agree with belonged (55% global) 46% would not accept a job that didn’t offer
the viewpoints or stances of leadership (29% global) 51% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
36% have quit a job that didn’t offer career (44% global) 57% say their employer has provided them with
progression opportunities (31% global) 85% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
While generally aligned with the 52% would quit a job that didn't offer career 78% say they can trust their leadership (77% AI (55% global)
global average on Workmonitor progression opportunities (48% global) global) 40% say they are mostly or entirely responsible for
When thinking about their current role, the following 59% say they hide aspects of themselves at ensuring their skills keep pace with technological
2025's key themes, talent in factors are important to talent in this market: work (62% global) advancement (35% global)
Romania is more likely to value a Pay 84% (82% global)
64% feel their organization is not doing enough
to improve equity (59% global)
21% believe responsibility for tech upskilling mostly
or entirely lies with their employer (27% global)
spirit of community at work than Work-life balance 86% (83% global) 42% trust their employer to create an inclusive 32% said that training and development
Flexibility in terms of working hours culture (49% global)
the global mean, with more people 77% (73% global) 36% would be willing to earn less if their job was
opportunities had increased for them in the last six
months (34% global)
Flexibility in terms of location 72%
believing it enhances their (67% global)
contributing to society (39% global) Talent would be most interested in the following
learning and development opportunities if their
performance. Workers and employer offered them:
71% say their job provides them
employers have a trusting with flexibility in terms of AI 16% (23% global)
relationship, and fewer respondents working hours (65% global) IT and technological literacy 15% (11% global)
Communication and presentation skills 11% (5% global)
than average are hiding their true 62% say their job provides them with flexibility in Wellbeing and mindfulness 7% (6% global)
terms of location (60% global)
selves. Yet, the data suggests there 24% have seen flexibility in terms of working
Management and leadership skills 6% (7% global)
is potential to boost equity at work. hours increase in the past six months (31% global)
21% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 77
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

singapore.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 89% say they want their workplace to
feel like a community (83% global) 75% state that training and development
79% say their employers’ social and environmental is important to them in their current role
values and purpose align with their own (76% global) 90% believe they perform better at work if they
50% state that they wouldn’t accept a job with a feel a sense of community with their colleagues
or when looking for a new job (72% global)
company whose values didn’t align with their own (85% global) 43% would quit if their employer did not provide
(48% global) 62% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
Talent in Singapore share many of 29% have quit a job because they didn’t agree with
the viewpoints or stances of leadership (29% global)
belonged (55% global)
50% have quit a job due to a toxic workplace
43% would not accept a job that didn’t offer
opportunities to future-proof their skills (44% global)
the expectations from employers 36% have quit a job that didn’t offer career (44% global) 54% say their employer has provided them with
progression opportunities (31% global) 84% feel trusted by their employer (83% global)
expressed by respondents around 54% would quit a job that didn't offer career 82% say they can trust their leadership (77%
opportunities to develop future-proof skills such as
AI (55% global)
the globe in Workmonitor 2025. progression opportunities (48% global) global) 37% say they are mostly or entirely responsible for
When thinking about their current role, the following 73% say they hide aspects of themselves at ensuring their skills keep pace with technological
However, they were more likely to factors are important to talent in this market: work (62% global) advancement (35% global)
experience work flexibility than Pay 85% (82% global)
66% feel their organization is not doing enough 24% believe responsibility for tech upskilling mostly
to improve equity (59% global) or entirely lies with their employer (27% global)
the global average and that Work-life balance 86% (83% global) 49% trust their employer to create an inclusive 39% said that training and development
Flexibility in terms of working hours
flexibility had increased over the 76% (73% global)
culture (49% global) opportunities had increased for them in the last six
47% would be willing to earn less if their job was months (34% global)
last six months. They are also Flexibility in terms of location 71% (67% contributing to society (39% global) Talent would be most interested in the following
global)
above-average in longing for a learning and development opportunities if their
69% say their job provides them employer offered them:
community feel at work and with flexibility in terms of AI 30% (23% global)
believing that this benefits their location (60% global) IT and technological literacy 12% (11% global)
performance. 37% have seen flexibility in terms of working hours
Management and leadership skills 7% (7% global)
Data science and analytics 6% (5% global)
increase in the past six months (31% global) Wellbeing and mindfulness 6% (6% global)
36% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 78
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

spain.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 84% say they want their workplace to feel like a
community (83% global) 74% state that training and development
75% say their employers’ social and is important to them in their current role
environmental values and purpose 87% believe they perform better at
or when looking for a new job (72% global)
align with their own (76% global) work if they feel a sense of community
with their colleagues (85% global) 35% would quit if their employer did not provide
40% state that they wouldn’t accept a job with a opportunities to future-proof their skills (41% global)
company whose values didn’t align with their own 32% would quit a job if they did not feel they 45% would not accept a job that didn’t offer
(48% global) belonged (55% global) opportunities to future-proof their skills (44% global)
24% have quit a job because they didn’t agree with 41% have quit a job due to a toxic workplace 52% say their employer has provided them with
Considering Workmonitor 2025's the viewpoints or stances of leadership (29% global) (44% global) opportunities to develop future-proof skills such as
key themes, talent in Spain broadly 27% have quit a job that didn’t offer career 83% feel trusted by their employer (83% global) AI (55% global)
progression opportunities (31% global) 77% say they can trust their leadership (77% 43% say they are mostly or entirely responsible for
share the same expectations of 45% would quit a job that didn't offer career global) ensuring their skills keep pace with technological
employers as their global peers. progression opportunities (48% global) 62% say they hide aspects of themselves at
work (62% global)
advancement (35% global)
When thinking about their current role, the following 24% believe responsibility for tech upskilling mostly
However, they feel more strongly factors are important to talent in this market: 61% feel their organization is not doing enough or entirely lies with their employer (27% global)
to improve equity (59% global)
about flexible working hours and Pay 86% (82% global) 39% trust their employer to create an inclusive
29% said that training and development
opportunities had increased for them in the last six
work-life balance than the global Work-life balance 88% (83% global) culture (49% global) months (34% global)
Flexibility in terms of working hours 40% would be willing to earn less if their job Talent would be most interested in the following
average. They are also more likely 75% (73% global) was contributing to society (39% global) learning and development opportunities if their
to express the need for a Flexibility in terms of location 65%
(67% global)
employer offered them:
community to help them perform AI 27% (23% global)
56% say their job provides them with flexibility in IT and technological literacy 12% (11% global)
better at work — along with an terms of working hours (65% global) Coaching and mentoring 9% (4% global)
elevated interest in training around 51% say their job provides them with flexibility in Empathy and active listening 7% (4% global)
terms of location (60% global) Management and leadership skills 6% (7% global)
coaching and active listening. 20% have seen flexibility in terms of working hours
increase in the past six months (31% global)
21% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 79
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

sweden.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
broader and more meaningful role in their lives. 87% say they want their workplace to
feel like a community (83% global) 69% state that training and development is
79% say their employers’ social and important to them in their current role or when
environmental values and purpose 85% believe they perform better at work if they looking for a new job (72% global)
feel a sense of community with their colleagues
align with their own (76% global) (85% global) 34% would quit if their employer did not
40% state that they wouldn’t accept a job with a 56% would quit a job if they did not feel they provide opportunities to future-proof
company whose values didn’t align with their own belonged (55% global) their skills (41% global)
(48% global) 39% have quit a job due to a toxic workplace
24% have quit a job because they didn’t agree with (44% global) 38% would not accept a job that didn’t offer
the viewpoints or stances of leadership (29% global) 84% feel trusted by their employer (83% global) opportunities to future-proof their skills (44% global)
24% have quit a job that didn’t offer career 74% say they can trust their leadership (77% 47% say their employer has provided them with
progression opportunities (31% global) global) opportunities to develop future-proof skills such as
36% would quit a job that didn't offer career 48% say they hide aspects of themselves at AI (55% global)
progression opportunities (48% global) work (62% global) 30% say they are mostly or entirely responsible for
When thinking about their current role, the following 53% feel their organization is not doing enough ensuring their skills keep pace with technological
advancement (35% global)
Sweden’s talent are broadly aligned factors are important to talent in this market: to improve equity (59% global)
28% believe responsibility for tech upskilling mostly
51% trust their employer to create an inclusive
with their global peers regarding Pay 83% (82% global) culture (49% global) or entirely lies with their employer (27% global)
Work-life balance 83% (83% global) 27% would be willing to earn less if their job was 22% said that training and development
the key themes of Workmonitor Flexibility in terms of working hours contributing to society (39% global) opportunities had increased for them in the last six
2025. However, their need for value 68% (73% global) months (34% global)
Flexibility in terms of location 56% Talent would be most interested in the following
alignment with employers is higher (67% global) learning and development opportunities if their
than average, as is the desire for 66% say their job provides them with flexibility in
employer offered them:

community spirit at work. terms of working hours (65% global) AI 17% (23% global)
52% say their job provides them with flexibility in IT and technological literacy 10% (11% global)
Supporting this is the relative terms of location (60% global) Wellbeing and mindfulness 8% (6% global)
prominence of wellbeing, coaching, 22% have seen flexibility in terms of working hours
increase in the past six months (31% global)
Coaching and mentoring 7% (4% global)
Diversity and inclusion 5% (3% global)
and diversity and inclusion training 22% have seen flexibility in terms of location
increase in the past six months (29% global)
among the skills talent in this
market seek from employers.

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 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

switzerland.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
72% say they want their workplace to feel like a
broader and more meaningful role in their lives.
community (83% global) 64% state that training and development is
76% say their employers’ social and 81% believe they perform better at work if they important to them in their current role or when
feel a sense of community with their colleagues looking for a new job (72% global)
environmental values and purpose
(85% global)
align with their own (76% global) 50% would quit a job if they did not feel they 39% would quit if their employer did not
41% state that they wouldn’t accept a job with a belonged (55% global) provide opportunities to future-proof
company whose values didn’t align with their own 39% have quit a job due to a toxic workplace their skills (41% global)
(48% global) (44% global)
30% have quit a job because they didn’t agree with 41% would not accept a job that didn’t offer
the viewpoints or stances of leadership (29% global)
86% feel trusted by their employer opportunities to future-proof their skills (44% global)
Switzerland’s talent expresses the 27% have quit a job that didn’t offer career (83% global) 56% say their employer has provided them with
opportunities to develop future-proof skills such as
same expectations from progression opportunities (31% global) 76% say they can trust their leadership (77% AI (55% global)
37% would quit a job that didn't offer career
employers as their peers globally, progression opportunities (48% global)
global) 35% say they are mostly or entirely responsible for
58% say they hide aspects of themselves at ensuring their skills keep pace with technological
Workmonitor 2025 shows — they When thinking about their current role, the following work (62% global) advancement (35% global)
factors are important to talent in this market: 48% feel their organization is not doing enough
seek value alignment with their to improve equity (59% global)
25% believe responsibility for tech upskilling mostly
Pay 78% (82% global) or entirely lies with their employer (27% global)
employers, a sense of community Work-life balance 79% (83% global) 44% trust their employer to create an inclusive 30% said that training and development
culture (49% global)
and opportunities to develop in Flexibility in terms of working hours
33% would be willing to earn less if their job was
opportunities had increased for them in the last six
69% (73% global) months (34% global)
their roles. The need for training Flexibility in terms of location 58% contributing to society (39% global) Talent would be most interested in the following
in areas such as management, (67% global) learning and development opportunities if their
employer offered them:
wellbeing and coaching is 64% say their job provides them with flexibility in
terms of working hours (65% global) AI 16% (23% global)
highlighted above the global 56% say their job provides them with flexibility in IT and technological literacy 10% (11% global)
terms of location (60% global) Management and leadership skills 8% (7% global)
average, while below-average 25% have seen flexibility in terms of working hours Wellbeing and mindfulness 8% (6% global)
scores in other dimensions increase in the past six months (31% global) Coaching and mentoring 6% (4% global)
22% have seen flexibility in terms of location
suggest a more cohesive working increase in the past six months (29% global)
environment compared to the
global mean.

workmonitor 2025 81
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

türkiye.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
86% say they want their workplace to feel like a
broader and more meaningful role in their lives.
community (83% global) 84% state that training and development is
80% say their employers’ social and environmental 90% believe they perform better at work if they important to them in their current role or when
values and purpose align with their own (76% global) feel a sense of community with their colleagues looking for a new job (72% global)
(85% global)
63% state that they wouldn’t accept a 65% would quit a job if they did not feel they 53% would quit if their employer did not
job with a company whose values didn’t belonged (55% global) provide opportunities to future-proof
align with their own (48% global) 41% have quit a job due to a toxic workplace their skills (41% global)
(44% global)
36% have quit a job because they didn’t agree with 84% feel trusted by their employer (83% global) 52% would not accept a job that didn’t offer
the viewpoints or stances of leadership (29% global) 81% say they can trust their leadership (77% opportunities to future-proof their skills (44% global)
46% have quit a job that didn’t offer career global) 65% say their employer has provided them with
progression opportunities (31% global) 70% say they hide aspects of themselves at opportunities to develop future-proof skills such as
60% would quit a job that didn't offer career work (62% global) AI (55% global)
progression opportunities (48% global) 63% feel their organization is not doing enough 45% say they are mostly or entirely responsible for
Talent in Türkiye are more vocal When thinking about their current role, the following to improve equity (59% global) ensuring their skills keep pace with technological
about what they expect from factors are important to talent in this market: 55% trust their employer to create an inclusive advancement (35% global)
culture (49% global) 24% believe responsibility for tech upskilling mostly
employers than their global peers, Pay 88% (82% global) or entirely lies with their employer (27% global)
Work-life balance 90% (83% global) 50% would be willing to earn less 47% said that training and development
Workmonitor 2025 finds. Compared Flexibility in terms of working hours
if their job was contributing to opportunities had increased for them in the last six
with the global average, they are 83% (73% global)
Flexibility in terms of location 82% society (39% global) months (34% global)
Talent would be most interested in the following
more likely to refuse a job with a (67% global) learning and development opportunities if their
company whose values don't match 71% say their job provides them with flexibility in employer offered them:
terms of working hours (65% global)
theirs. They are more likely to quit if 73% say their job provides them with flexibility in
AI 42% (23% global)
Software project management 7% (4% global)
they do not feel like they belong or terms of location (60% global) Programming and coding 7% (6% global)
37% have seen flexibility in terms of working hours
are not given career development increase in the past six months (31% global)
IT and technological literacy 7% (11% global)
Management and leadership skills 6% (7% global)
opportunities. Moreover, workers in 38% have seen flexibility in terms of location
increase in the past six months (29% global)
Türkiye are also more willing than
the global average to earn less if a
job contributes to society.

workmonitor 2025 82
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market snapshot:

united kingdom.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
84% say they want their workplace to feel like a
broader and more meaningful role in their lives.
community (83% global) 71% state that training and development is important
80% say their employers’ social and 85% believe they perform better at work if they to them in their current role or when looking for a
feel a sense of community with their colleagues new job (72% global)
environmental values and purpose
(85% global) 41% would quit if their employer did not provide
align with their own (76% global) 60% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
46% state that they wouldn’t accept a job with a belonged (55% global) 42% would not accept a job that didn’t offer
company whose values didn’t align with their own, 43% have quit a job due to a toxic workplace opportunities to future-proof their skills (44% global)
(48% global) (44% global) 56% say their employer has provided them with
27% have quit a job because they didn’t agree with 88% feel trusted by their employer (83% global) opportunities to develop future-proof skills such as
the viewpoints or stances of leadership (29% global) 81% say they can trust their leadership (77% AI (55% global)
29% have quit a job that didn’t offer career global) 33% say they are mostly or entirely responsible for
progression opportunities (31% global) 62% say they hide aspects of themselves at ensuring their skills keep pace with technological
46% would quit a job that didn't offer career work (62% global) advancement (35% global)
progression opportunities (48% global) 53% feel their organization is not doing enough 28% believe responsibility for tech upskilling mostly
Considering the key themes of When thinking about their current role, the following to improve equity (59% global) or entirely lies with their employer (27% global)
Workmonitor 2025, UK talent are factors are important to talent in this market:
55% trust their employer to create an 36% said that training and development
largely agreement with their global Pay 79% (82% global) inclusive culture (49% global) opportunities had increased for them in
Work-life balance 85% (83% global) the last six months (34% global)
peers on what they want from an Flexibility in terms of working hours 42% would be willing to earn less if their job was
contributing to society (39% global) Talent would be most interested in the following
employer. They are slightly more 74% (73% global)
learning and development opportunities if their
Flexibility in terms of location 70%
likely to align with their employers' (67% global)
employer offered them:

social and environmental values. 71% say their job provides them with flexibility in AI 22% (23% global)
terms of working hours (65% global) IT and technological literacy 10% (11% global)
They are also more likely than the 64% say their job provides them with flexibility in Management and leadership skills 7% (7% global)
global average to say that they have terms of location (60% global) Wellbeing and mindfulness 7% (6% global)
Programming and coding 6% (6% global)
34% have seen flexibility in terms of working hours
workplace flexibility. UK respondents increase in the past six months (31% global)
trust their employers more to create 30% have seen flexibility in terms of location
increase in the past six months (29% global)
an equitable workplace culture and
slightly more than average would be
willing to earn less if their job
contributed to society.

workmonitor 2025 83
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

united states.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
84% say they want their workplace to feel like a
broader and more meaningful role in their lives.
community (83% global) 75% state that training and development is
84% say their employers’ social and 85% believe they perform better at work if they important to them in their current role or when
environmental values and purpose align feel a sense of community with their colleagues looking for a new job (72% global)
with their own (76% global) (85% global) 47% would quit if their employer did not provide
52% state that they wouldn’t accept a job 64% would quit a job if they did not feel they opportunities to future-proof their skills (41% global)
US talent's expectations of with a company whose values didn’t align belonged (55% global)
52% have quit a job due to a toxic workplace
49% would not accept a job that didn’t offer
with their own,(48% global) opportunities to future-proof their skills (44% global)
employers are largely in line with 33% have quit a job because they didn’t (44% global) 66% say their employer has provided them with
89% feel trusted by their employer (83% global)
those of their peers worldwide, agree with the viewpoints or stances of
leadership (29% global) 85% say they can trust their leadership (77%
opportunities to develop future-proof skills such as
AI (55% global)
Workmonitor 2025 finds. Yet, 36% have quit a job that didn’t offer career global) 39% say they are mostly or entirely responsible for
progression opportunities (31% global) 72% say they hide aspects of themselves at work ensuring their skills keep pace with technological
compared to the global average, US 55% would quit a job that didn't offer career (62% global) advancement (35% global)
respondents are more likely to work progression opportunities (48% global) 62% feel their organization is not doing enough 27% believe responsibility for tech upskilling mostly
When thinking about their current role, the to improve equity (59% global) or entirely lies with their employer (27% global)
for employers whose values and following factors are important to talent in 57% trust their employer to create an inclusive
purpose align with theirs. Nearly this market: culture (49% global) 47% said that training and development
opportunities had increased for them in
half would be willing to earn less if Pay 78% (82% global) 49% would be willing to earn less if the last six months (34% global)
Work-life balance 80% (83% global) their job was contributing to society
their job contributed to society. US Flexibility in terms of working hours Talent would be most interested in the following
(39% global) learning and development opportunities if their
talent have experienced more 73% (73% global)
employer offered them:
Flexibility in terms of location 71%
flexibility regarding working hours (67% global)
AI 22% (23% global)
and location and have seen the 76% say their job provides them with flexibility in IT and technological literacy 12% (11% global)
Programming and coding 8% (6% global)
latter grow above average. terms of working hours (65% global)
Management and leadership skills 6% (7% global)
71% say their job provides them with flexibility in
terms of location (60% global) Wellbeing and mindfulness 5% (6% global)
46% have seen flexibility in terms of working hours
increase in the past six months (31% global)

44% have seen flexibility in terms of

location increase in the past six
months (29% global)

workmonitor 2025 84
 foreword key findings global themes looking ahead about the survey appendix

market snapshot:

uruguay.
motivated by personalization fostering a sense of community gaining opportunities through skilling
Talent increasingly expect work to align with their Talent are clear they want a community — a space where As technological change accelerates, talent increasingly
personal values, ambitions and life circumstances. they can belong, thrive and bring their full selves to work. prioritize skills development — especially in areas like AI
While work is still about income, it also plays a and emerging technologies.
79% say they want their workplace to feel like a
broader and more meaningful role in their lives.
community (83% global) 84% state that training and
69% say their employers’ social and 81% believe they perform better at work if they
development is important to them in
environmental values and purpose align feel a sense of community with their colleagues
with their own (76% global) (85% global) their current role or when looking for
50% state that they wouldn’t accept a job 42% would quit a job if they did not feel they a new job (72% global)
with a company whose values didn’t align belonged (55% global)
39% would quit if their employer did not provide
with their own,(48% global) opportunities to future-proof their skills (41% global)
34% have quit a job because they didn’t 53% have quit a job due to a
Talent in Uruguay are generally in agree with the viewpoints or stances of toxic workplace (44% global)
45% would not accept a job that didn’t offer
opportunities to future-proof their skills (44% global)
tune with their global peers leadership (29% global)
83% feel trusted by their employer 54% say their employer has provided them with
32% have quit a job that didn’t offer career opportunities to develop future-proof skills such as
regarding employer expectations progression opportunities (31% global)
(83% global)
74% say they can trust their leadership AI (55% global)
but less connected to their 53% would quit a job that didn't (77% global) 51% say they are mostly or entirely responsible for
69% say they hide aspects of themselves at ensuring their skills keep pace with technological
employers' values and purpose. offer career progression
work (62% global) advancement (35% global)
They report higher rates of leaving opportunities (48% global) 62% feel their organization is not doing 17% believe responsibility for tech upskilling mostly
enough to improve equity (59% global) or entirely lies with their employer (27% global)
toxic workplaces and hiding aspects When thinking about their current role, the
48% trust their employer to create an 34% said that training and development
following factors are important to talent in
of themselves at work, and are more this market: inclusive culture (49% global) opportunities had increased for them in the last six
41% would be willing to earn less if their job months (34% global)
likely to prioritize training and Pay 88% (82% global) was contributing to society (39% global) Talent would be most interested in the following
learning and development opportunities if their
development, valuing not just Work-life balance 83% (83% global)
Flexibility in terms of working hours employer offered them:
technical skills but also empathy 72% (73% global)
AI 20% (23% global)
Flexibility in terms of location 71%
and creativity. (67% global)
IT and technological literacy 14% (11% global)
Empathy and active listening 10% (4% global)
64% say their job provides them with flexibility in Coaching and mentoring 9% (4% global)
terms of working hours (65% global) Creative and analytical thinking 6% (3% global)
54% say their job provides them with flexibility in
terms of location (60% global)
29% have seen flexibility in terms of working hours
increase in the past six months (31% global)
29% have seen flexibility in terms of location
increase in the past six months (29% global)

workmonitor 2025 85
foreword key findings global themes looking ahead about the survey appendix

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