A significant portion of Hong Kong’s workforce is contemplating a job switch in 2025, according to Aon plc’s latest Human Capital Employee Sentiment Study.
The research, which surveyed over 9,000 employees across 23 countries, highlighted concerns over compensation, career development, and workplace benefits as key factors influencing employee decisions.
The study found that 17% of Hong Kong employees feel undervalued in their current roles, a higher percentage than in mainland China (7%) and above the global average of 13%.
Compensation emerged as a major concern, with 60% of workers in Hong Kong believing their salaries are not competitive with industry standards. This figure significantly exceeds the global average of 37%. Additionally, 35% of employees in Hong Kong lack confidence that their employers are investing in their skills development, which is twice the global benchmark.
The study indicated that dissatisfaction in these areas is a key driver behind employee mobility, with 63% of respondents either actively planning to leave their jobs or considering doing so within the next year.
The survey identified five core benefits that Hong Kong employees value most:
Medical benefits were particularly important across different age groups, with Gen X and Gen Z placing greater emphasis on health coverage than Millennials. With the rising cost of living and an ageing workforce, employees are prioritising financial and health security when evaluating job opportunities.
Additionally, 57% of Hong Kong employees indicated a willingness to exchange their current benefits for more flexible and personalised options, reflecting a shift in workforce expectations.
Unlike many global markets where remote work has gained traction, Hong Kong employees continue to favour in-office work.
The study found that 75% prefer office-based arrangements, more than 20 percentage points higher than the global average.
Employees also outlined several areas where they expect increased employer support:
Ernest Leung, head of Aon Hong Kong, said organisations may perceive unmet salary expectations as the primary reason for employee turnover. However, employees evaluate all aspects of their roles and total rewards when deciding whether to remain with an organisation.
“With evolving technologies and an ageing workforce, the growth of businesses in Hong Kong will greatly depend on the ability of organisations to attract and retain top talent across multiple generations,” he said.
He urged organisations to adopt more creative and innovative compensation practices using data-driven analytics and insights as part of their overall people strategy.
The study also identified concerns about pay equity and career advancement. Forty-one percent of employees questioned whether their employers ensure gender pay equality, and women were 11% more likely than men to seek professional development opportunities.
Aon’s research in the Philippines revealed a similar trend, with 64% of employees considering a job change in 2025. The study found this pattern extending beyond Manila to regional business hubs such as Cebu and Davao.
The report also highlighted that 83% of Filipino employees would be open to exchanging their existing benefits for improved options. Medical insurance was the most valued benefit, followed by paid leave, work-life balance initiatives, career development opportunities, and retirement savings plans.
Financial concerns played a significant role in job decisions, with 65% of Philippine workers expressing a need for employer assistance in retirement planning. Additionally, 58% wanted financial education programs to help them manage personal finances more effectively.
