New report also reveals that Singaporeans are driven by other factors before making the jump
Singapore professionals are increasingly switching employers to secure significant pay rises, with new research showing that job moves are becoming a key route to meaningful salary growth.
The 2026 Hays Asia Salary Guide found that 43% of professionals in Singapore who changed employers in 2025 secured salary increases of more than 10%, underscoring the so‑called "mover's premium" in a tight labour market.
These career moves come in the wake of employees' dissatisfaction with their current pay. According to the report, 39% of professionals in Singapore say they are unhappy with their salaries.
Another 36% said they did not receive an increase last year and seven per cent even experienced a reduction in pay.
"As professionals internalise this gap between what they expect and what their employers deliver, many are reconsidering their next move," the report read.
Other drivers of career changes
Beyond meaningful salary growth, the report found that Singaporeans are also making career decisions based on long-term stability.
"At the same time, professionals are reassessing what their careers need to offer beyond compensation," said Tom Osborne, managing director of Hays Southeast Asia, in a statement.
"Concerns about limited career opportunities, uncertainty around internal mobility, and the risk of organisational shifts are weighing heavily on decision‑making."
Hays reported that 43% of professionals in Singapore plan to make a change to their career path this year, whether by switching employers or pursuing a different role.
Among those planning a move, 43% of Singapore respondents cite limited career opportunities as their primary motivation, followed by better salaries and benefits (41%), as well as concerns about job security (30%).
"These pressures are prompting more individuals to evaluate whether their current employer can provide both stability and a clear path forward," Osborne said.
What can employers do?
Osborne warned that employers seeking to retain talent will need to compete not only on pay but on broader value.
"For employers, strengthening the Employee Value Proposition is essential to meeting these evolving expectations. Competitive salaries matter, but so does creating an environment where professionals feel secure, supported, and able to progress," he said.
"By offering transparent development pathways, investing in upskilling, and communicating openly about organisational priorities, employers can give their people the confidence to build their future within the business."
