Singapore, Singapore — In 2025, the Ministry of Manpower (MOM) reported a notable decline in job switching across the city-state. Only 9.5% of employees changed jobs, a decrease from 11.4% in 2024. However, those who did transition into new roles experienced substantial salary increases, with an average raise of 4.5% compared to the previous year.

This trend is significant as it reflects broader shifts in the employment landscape, where job stability is increasingly valued amid economic uncertainties. The MOM’s findings highlight a cautious workforce, prioritizing job security over the potential for higher pay elsewhere.

One of the driving factors behind this stability is the ongoing recovery from the COVID-19 pandemic, which has left many employees hesitant to leave secure positions. Furthermore, the tight labor market has led companies to offer competitive salaries to attract and retain talent, resulting in the observed average salary increases.

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According to MOM, sectors like finance, technology, and healthcare saw the most significant salary hikes, with technology roles experiencing an increase of up to 6.2%. This is indicative of the growing demand for digital skills and the necessity for businesses to adapt to a more tech-driven economy. In contrast, industries such as retail and hospitality, while also seeing pay rises, lagged behind with increases around 2.8%.

Workers are increasingly looking for roles that offer not just higher pay, but also better work-life balance and opportunities for professional growth.

The shift in job-switching behavior also mirrors changing employee expectations. Workers are increasingly looking for roles that offer not just higher pay, but also better work-life balance and opportunities for professional growth. This has prompted companies to enhance their employee value propositions, focusing on culture, benefits, and career development opportunities.

In light of these trends, experts suggest that organizations need to rethink their retention strategies. Providing clear career pathways, flexible work arrangements, and competitive compensation packages could be key to attracting talent in a landscape where employees are less inclined to switch jobs.

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Additionally, as the economy evolves, the skills gap remains a pressing issue. The demand for tech-savvy professionals continues to surge, creating pressure on educational institutions and training programs to equip the workforce with necessary capabilities.

Looking ahead, the job market in Singapore is poised for further changes. As the global economy stabilizes, the balance between job security and salary potential will continue to influence employees’ decisions. Companies that can effectively address these dynamics will be better positioned to thrive in this competitive environment.

The demand for tech-savvy professionals continues to surge, creating pressure on educational institutions and training programs to equip the workforce with necessary capabilities.

As we move into 2026, the question remains: will the trend of reduced job switching persist, or will a new wave of opportunities prompt workers to seek new roles? How organizations adapt to these evolving expectations will play a crucial role in shaping the future of work in Singapore and beyond.

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