TAKEAWAYS
Having a “good work-life balance” (68%) continues to edge out “attractive salary and benefits” (64%) as the most critical employee value proposition (EVP) driver for talents in Singapore, despite today’s highly volatile economic landscape. This is according to Randstad’s 15th annual Employer Brand Research in Singapore.
Local talents remain firm in their expectations on personal well-being and sustainability, driven largely by their need for flexible work arrangements and a good, supportive working environment.
Rather than viewing their lives through a purely financial lens, employees are increasingly recognising that a sustainable career requires clear boundaries, a sentiment explicitly proven by the 43% of talents who would leave an employer specifically to improve their work-life balance.
Beyond the immediate need for work-life balance, Singapore professionals also have their focus on long-term career resilience. There is a sharp, rising demand for career progression (55%) and equal opportunities (54%) as talents actively map out their future employability within a market that’s always changing.
Organisations that can combine workplace flexibility with clear growth pathways and equitable environments will secure a decisive edge in talent attraction and retention.
| Top 5 most important EVP factors when thinking about an ideal employer | |||
| Singapore | Gen Z | Millennials | Gen X |
| Work-life balance (68%) | Work-life balance (61%) | Work-life balance (71%) | Salary & benefits (69%) |
| Salary & benefits (64%) | Equal opportunities (51%) | Salary & benefits (68%) | Work-life balance (67%) |
| Career progression (55%) | Career progression (50%) | Career progression (58%) | Career progression (56%) |
| Equal opportunities (54%) | Salary & benefits (50%) | Equal opportunities (55%) | Equal opportunities (54%) |
| Job security (50%) | Job security (47%) | Job security (50%) | Job security (53%) |
Job-switching rates remain stable, with 17% of talents changing employers in late 2025. However, professionals are still keeping a close eye on their career options, with 30% already planning to change employers in the first half of 2026.
While “too low compensation” remains the leading reason that talents leave their employers (44%), “improving work-life balance” follows closely at 43%. Furthermore, “poor relation with management” (33%) and a “negative work environment” (31%) are emerging as critical push factors, reinforcing the need for a holistic workplace approach where well-being and daily support are treated as operational priorities.
| Top 3 reasons for leaving an employer in Singapore | |||
| Singapore | Gen Z | Millennials | Gen X |
| Too low compensation | To improve work-life balance | To improve work-life balance | Too low compensation |
| To improve work-life balance | Too low compensation | Too low compensation | To improve work-life balance |
| Lack of career opportunities | Lack of career opportunities | Lack of career opportunities | Lack of career opportunities |
In an increasingly digitised market where artificial intelligence (AI) tools are becoming embedded in the job search process, the “human touch” remains an indispensable anchor. Our research shows that at least 70% of all talents in Singapore consider in-person contact essential when making career choices.
Interestingly, Gen Z talents lead this demand for authentic, face-to-face interaction, with 75% identifying in-person contact as important during their job application phase, despite being the most digitally native generation.
To successfully hire for talents in 2026, employers must know how to blend the best of both worlds by leveraging digital tools for operational efficiency while also preserving face-to-face interactions throughout the hiring process. In a job market crowded with automated application processes, organisations that strategically bring human connection back into the candidate journey will immediately set themselves apart.
The study, conducted by Kantar in January 2026, surveyed 166,000 respondents globally, including 2,500 individuals in Singapore.
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This article was first published by Randstad on 22 June 2026. Reproduced with permission.
