Jobsdb by SEEK’s Salary Report 2025: Economic Instability Slows Salary Growth, Over 70% Concerned About Job Loss
Average salary increments in 2025 was 2.2%, down by 1 percentage point from last year.
Over 50% of respondents received a pay raise, with “Property & Real Estate”, “Public, Civil and Social Services” and “Analytics” being the top 3 sectors, with salary increases all exceeding 3%.
Employees’ bonus satisfaction up 3 percentage points to 31%, despite the decrease in bonuses.
With the economy slowing down, 47% of employees feel pessimistic about job prospects, an increase of 11-percentage-points from last year.
74% of employees expressed concerns about job loss in the past 12 months, particularly those with 0-2 years of experience.
35% of those concerned about job loss have “created a job search plan to take proactive steps towards finding new employment”.
Mainland China (including the Greater Bay Area and other mainland cities) has ranked among the top three preferred non-local work destinations for two consecutive years.
Jobsdb by SEEK, the leading Hong Kong’s employment marketplace, released its latest “Jobseeker Salary Report 2025”. The findings show that salary increases are closely tied to the slowing global economy. The average raise of 2.2% marks a decrease of 1 percentage point from last year, continuing the downward trend for the second consecutive year. 52% of the respondents received salary raises, but the proportion dropped by 5 percentage points, reflecting a more cautious approach from companies. Additionally, 47% of employees expressed pessimism about job prospects, a significant 11-percentage-point increase compared to last year.
Jobsdb commissioned an independent research firm to conduct an online survey of 2,771 individuals in the first quarter of 2025. The report shows that 68% of full-time employees received bonuses and/or double pay, a 5-percentage-point drop from the previous year. On average, employees received a 1.3-month bonus, a decrease of 0.1 months from the previous year. Despite the decrease in bonuses, employees’ bonus satisfaction increased by 3 percentage points to 31%, suggesting a shift toward more modest expectations regarding bonus size.
Job pessimism on the rise: Nearly half of employees opt for stability in their current roles
In 2025, “Property & Real Estate” (+3.9%) and “Public, Civil and Social Services” (+3.2%) lead in salary increments. Notably, last year's job function with the highest salary increase, “Analytics” (+3.1%), has dropped to third place, experiencing a significant decline of 4.1 percentage points. Other job functions that previously enjoyed better salary growth, such as “Engineering” and “Information Technology”, also saw significant declines this year.
Amid changing economic conditions, 47% of respondents expressed pessimism about job prospects, up by 11 percentage points. Employees are continually adopting a more cautious approach regarding job changes, with only 24% planning to switch jobs within the next three months. The percentage of employees who “would consider changing jobs if better opportunities arise” decreased by 2 percentage points from last year to 45%. Despite 48% full-time employees acknowledging below-average salaries, many choose to stay in their current jobs, citing concerns over “reduced job opportunities due to the economic downturn” (34%).
High awareness of job loss among employees, particularly newcomers 35% of respondents taking proactive steps towards change
Job loss jitters have been prevalent, with 74% of employees expressing job loss concerns over the past 12 months. The main concerns were “economic downturn in Hong Kong” (47%), “economic downturn in the region or globally” (31%), and “economic instability in my industry” (26%). Notably, 82% of employees with 0-2 years of working experience expressed job loss concerns, a significantly higher proportion compared to respondents with more experience. Additionally, this group of newcomers also expressed concerns about “intensifying competition in the job market” (31%). In light of job loss concerns, employees are starting to prepare for market uncertainties. Among those who expressed job loss concerns, 35% indicated they would “create a job search plan to take proactive steps towards finding new employment” , while 32% would “create a budget and financial plan to reduce financial pressure and anxiety” .
Bill Lee, Managing Director, Hong Kong, Jobsdb bySEEK, stated, “Giventhe uncertain external economic environment, employees are adopting a more cautious approach to changing jobs. However, even if they choose to stay in their current roles in the short term, they should remain attentive to job market trends and industry developments — particularly the rapid advancement of AI, which may accelerate industry transformation. Continuous upskilling and staying informed are essential for long-term career progression. We also encourage those considering a career move to prepare thoroughly for interviews and proactively identify their transferable skills, as exploring opportunities in high-demand sectors can significantly increase their chances of success.”
Strong work attachment contributes to blurry line between work and personal life
Survey results indicate that 91% of employees exhibit varying degrees of work attachment, prioritising work over personal life, often working during lunch breaks and frequently working overtime. While most employees understand the need for clear boundaries between work and life, 51% report challenges in doing so. Top 3 factors contributing to this difficulty include a “high workload, pressure to be ‘always available’, extending work after official working hours” (50%), “constant access to work emails/messages after hours” (48%), and “unclear employer expectations on work hours, voluntary work overlapping personal time” (30%). Additionally, more than 30% of employees aged 35 or younger believe that workplace PUA (Workplace Pickup Artist) behaviour significantly disrupts the boundary between work and personal life, creating an imbalance. This behaviour refers to employees experiencing pressure from superiors or colleagues who use personal relationships or emotional manipulation in the workplace.
Furthermore, 75% of respondents have experienced burnout in the past 12 months due to issues such as “experienced burnout from excessive workload without sufficient support” (34%), “felt less passionate due to a lack of recognition for my efforts” (33%), and “frustrated by unclear expectations from my manager” (30%).
Bill emphasised, “This report indicates that employees increasingly concerned about their future career development tend to remain in their currentpositions, resulting in a heightened level of work attachment. However, this may also lead to diminished motivation and enthusiasm due to a lack of security. We encourage companies to address these challenges by setting clearer work boundaries, implementing effective support mechanisms, and recognising employees’ contributions in a timely and meaningful way. At the same time, we urge employees to proactively communicate their expectations with supervisors, ensuring not only sustained work efficiency but also the safeguarding of their mental well-being. A healthy workplace culture requires joint efforts from both employers and employees to foster an environment that enhances productivity while promoting employee well-being, achieving a win-win outcome.”
Greater Bay Area popularity remains One-third of fresh graduates have applied for jobs in the region
In the survey, 65% of employees plan to stay in Hong Kong for development over the next two years, an increase of 4 percentage points from last year. This marks the second consecutive year of growth. Nevertheless, 35% are considering or have already begun searching for job opportunities outside Hong Kong, with “Mainland China” consistently ranking among the top three preferred non-local work destinations for two consecutive years.
The survey further reveals that 38% of respondents would consider development opportunities in the Greater Bay Area, particularly among recent “fresh graduates” (54%) and “senior management - director/VP/ CEO” (63%). The main reasons for choosing the Greater Bay Area include its proximity to Hong Kong (58%), and reasonable cost of living and good facilities in the Greater Bay Area (50%).
Notably, 45% of fresh graduates expressed willingness to accept lower salaries in exchange for development opportunities in the Greater Bay Area. They also demonstrated higher initiative, with 32% having applied for jobs in the Greater Bay Area within the past 12 months, reflecting the younger generation's open attitude toward employment opportunities in the region and their proactive pursuit of development prospects.
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About Jobsdb by SEEK
Jobsdb is the leading employment platform in Hong Kong and Thailand, helping people live more fulfilling and productive working lives and helping organisations succeed. It is a subsidiary of SEEK, a diverse group of companies comprised of a strong portfolio of online employment, educational, commercial and volunteer businesses. SEEK is listed on the Australian Securities Exchange and has a strong presence across the APAC region, including six Asian markets – Hong Kong, Indonesia, Malaysia, the Philippines, Singapore, and Thailand – through the Jobsdb and Jobstreet brands. SEEK attracts over 500 million visits a year in Asia.