Compared to 2024’s research data, 5.9% more respondents who have resigned or are considering quitting have cited improving work-life balance as their main reason for doing so.
Randstad, the world’s largest talent company, today released early findings from its 2025 Employer Brand Research. Commissioned by Randstad and independently conducted by Kantar, this annual study is the world’s most comprehensive employer brand research, surveying over 170,000 people globally — including 2,599 respondents in Hong Kong SAR.
job switching trend in hong kong remains stable, but there is a slight hesitancy
Between July and December 2024, 22.6% of respondents reported changing employees, a 1.2% decrease from the same period in 2023. However, 32.6% of all respondents plan to switch jobs in the first half of 2025, up 0.7% year-on-year when compared to the same period in 2024.
While there is still an appetite for job changes, people are understandably becoming more cautious with rising economic uncertainty and ongoing business transformation. Talent is seeking employers who truly understand and meet their expectations, particularly around work-life balance, stability and career growth.
Despite a slight increase in hesitation to switch jobs, 2.9% more respondents said they left their jobs because they received an offer so good that they could not refuse.
This year’s data highlighted that the job market remains relatively active, with companies continuing to hire and more employers making competitive offers to attract candidates. This trend indicates that competition for top talent is still intense, especially for professionals with in-demand expertise and niche skills such as critical thinking, project management, problem solving, and other qualities that cannot be performed by AI.
poor work-life balance top reasons why employees are resigning
A desire for better work-life balance is now the top reason people are thinking about leaving their jobs or have already switched. This reason has grown by 6 points from 32.4% to 38.3% in 2025. Companies have the responsibility to help employees achieve a healthier balance not just to retain their employees, but also make sure that they feel they are on top of their game to be able to work productively.
The definition of work-life balance has evolved significantly over the past couple of years. What began as a desire to work from home has quickly expanded to include autonomy in managing priorities, having reasonable workloads, clear direction from leadership, and good relationships with managers and colleagues. These factors collectively shape employees’ happiness and sense of balance at work, and by extension, their decision to continue working for the company.
Even though fewer respondents in Hong Kong are quitting due to poor leadership this year (-1.3%), more employees are resigning because of poor relationships with their managers (+1.8%). This is aligned with the findings from our 2025 Workmonitor report released earlier this year, where 64% of respondents said they would quit if they did not get along with their managers.
top 10 reasons why hongkongers are quitting their jobs
download your free copy: 2025 employer brand research report
Conducted by Kantar TNS in January 2024, the study surveyed 170,000 respondents around the world, including 2,599 individuals in Hong Kong SAR, making it the world’s most comprehensive employer branding research based on general talent perceptions.
Visit our Employer Brand Research page for more information about the year-on-year employer branding trends to strengthen your capabilities in hiring and retaining talent in Hong Kong.
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In today’s rapidly changing world of work, shifting talent expectations and new technologies are transforming how companies compete for talent. At Randstad, we equip our clients with actionable market intelligence and partner closely with them to constantly strengthen their recruitment strategies. Partner with our specialist consultants to leverage the latest industry trends and strengthen your employer branding in a way that helps you attract and retain the talent you want for your teams.
FAQ
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How to improve employer branding?
To improve employer branding, clearly define your company values, communicate a strong employee value proposition, showcase authentic employee experiences, and ensure consistent messaging across channels.
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Why focus on the employee experience?
Focusing on the employee experience is essential because it increases engagement, retention, and attracts top talent by demonstrating that the company values and supports its people.
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What do employees expect from employers?
Employees expect competitive pay, growth opportunities, flexibility, respect, and a positive, inclusive culture that aligns with their values.
related content:
- hongkongers prioritise salaries and seek equal growth opportunities: 2024 employer brand research.
- hong kong’s workforce is on the move: 2024 employer brand research reveals high job mobility and evolving talent preferences.
- the manager’s role in career development, recruitment and retention: 2025 workmonitor.