Aon plc has released its 2025 Human Capital Employee Sentiment Study, revealing that 67% of employees in Singapore are contemplating changing jobs within the next year.
This figure surpasses the global average of 60%, indicating a growing concern among workers about job satisfaction and career prospects.
The study surveyed over 9,000 employees across 23 markets, including the US, China, India, and Australia.
One key finding is that 21% of Singapore workers feel undervalued in their current roles, compared to 13% globally.
Compensation is also a significant factor, with less than half of respondents believing their pay is fair, and over a third expressing doubts about their employers’ commitment to pay equity.
Rahul Chawla, partner and head of talent solutions for Southeast Asia at Aon, said businesses in a competitive market must build a fair and equitable workplace where employees are rewarded for their efforts and results.
“Designing a holistic employee value proposition that recognises unique work motivations utilising data and analytics will help build a resilient workforce and enhance the employee experience,” he said.
The survey highlighted five key benefits most valued by Singapore’s workforce:
Additionally, 44% of respondents indicated that employer support for employee well-being is a priority, while 24% emphasised the need for eldercare or family care assistance. Another 24% said they expect their employers to help with long-term financial planning and retirement savings.
Generational differences in benefits preferences were also observed. While younger employees (Gen Y and Gen Z) ranked paid time off as their top priority, older employees (Gen X and Baby Boomers) placed a higher value on medical coverage.
The study also found that 65% of workers in Singapore are open to modifying their existing benefits in exchange for a more personalised selection.
Alan Oates, head of global benefits for Asia Pacific at Aon, said employee benefits extend beyond compensation packages.
“They are a long-term people and performance strategy, driving business goals over a sustained period,” he said.
He added that flexibility and personalised benefits are becoming critical in managing costs while meeting workforce expectations.
“Understanding employee expectations through data-driven insights coupled with leadership support are critical factors in creating an innovative benefits strategy that can positively impact attracting and retaining talent,” Oates said.
The survey also examined employees’ views on skill development and the impact of artificial intelligence.
In Singapore, 29% of employees lack confidence that their employers are investing in future skills training, compared to 17% globally. Meanwhile, 13% of workers expressed uncertainty about how AI might affect their roles, while 35% said they are motivated to acquire AI-related skills to remain competitive.
Similar workforce trends were noted in other Asia-Pacific markets. In Hong Kong, 63% of employees are considering a job change, with 17% feeling undervalued in their roles. Additionally, 60% of Hong Kong workers believe their salaries do not align with industry standards.
In the Philippines, 64% of employees surveyed indicated plans to switch jobs in 2025. Financial security emerged as a key issue, with 65% of respondents seeking greater employer support for retirement planning, and 58% expressing a desire for financial education benefits.
