Hong Kong, 7 May 2025 – Hong Kong’s workforce is redefining career advancement in 2025, as professionals increasingly turn to negotiating current employment packages and internal mobility over external job changes. Salary remains the top driver for resignation, with unmet salary expectations cited as the primary challenge for employers seeking talent. However, rather than immediately seeking opportunities elsewhere, many professionals are choosing to negotiate for higher compensation within their current roles, reflecting a more cautious yet proactive approach to career management. Data from the Michael Page Hong Kong Talent Trends 2025 shows that 52% of Hong Kong professionals have engaged in salary discussions to further their careers without leaving their current employers. Of which 32% have successfully negotiated a raise.This pragmatic shift highlights that while salary is a critical factor, employees are prioritising stability and are more likely to pursue internal discussions or mobility before considering external moves. Amid ongoing economic uncertainty, this approach balances the desire for salary growth with a measured, self-driven strategy for advancement. While 47% of professionals are actively searching for new roles, a significant 39% express hesitation about making a career change, highlighting a preference for stability and calculated risks. Senior Managing Director of Michael Page Greater China, Rupert Forster observes, “Despite this caution, professionals are not standing still. Many are taking concrete steps to improve their current situations through compensation discussions and career mobility. This combination of cautious job exploration and active salary negotiation highlights a more sophisticated approach to career management, where employees seek to maximise their prospects within existing roles before considering external opportunities.”The top drivers for employee resignations in Hong Kong remain consistent: dissatisfaction with current salary, the pursuit of promotion, high levels of job-related stress, feeling unchallenged or disengaged as well as unhappiness with decisions made by senior leadership. Still, 45% of professionals report satisfaction in their current roles, suggesting that for many, the right mix of compensation, growth, and engagement can be found without changing employers.From the employer perspective, Hong Kong’s hiring conditions are relatively favourable compared to global peers. Only 32% of employers report challenges with recruitment—slightly above the APAC average of 31%, but well below the global benchmark of 46%. Retention challenges are also lower, with just 24% of employers reporting difficulty, aligned with regional figures and below the global average of 34%.However, employers continue to face obstacles in meeting salary expectations, sourcing candidates with the right skills, and ensuring strong cultural alignment. In 2025, the top hiring challenges have shifted, with “matching salary expectations” now the leading concern, followed by a lack of applicants, finding candidates who fit the company culture, and required skills availability. Matching benefits expectations and providing desired flexibility arrangements have also become more prominent priorities.“This evolving landscape demonstrates that both professionals and employers in Hong Kong are adapting to new realities. Professionals are taking charge of their career trajectories through negotiation and internal growth, while employers are focusing on competitive compensation, cultural fit, and flexible benefits to attract and retain top talent. As both sides continue to adapt, Hong Kong’s workforce is well-positioned to thrive in a changing economic environment,” concludes Rupert Forster, Senior Managing Director of Michael Page Greater China. Methodology: All figures, unless otherwise stated, are from an online survey conducted by PageGroup and UNLIMITED. Talent Trends 25 is a 20-minute, quantitative online survey, conducted by UNLIMITED on behalf of PageGroup between 4th November 2024 and 19th December 2024.A total of 49,396 surveys were completed with candidates of which 15,726 were also clients. This includes 38,202 through PageGroup’s database, and a further 11,194 via a research panel partner.Data has been weighted by country to the known proportion of each country based on PageGroup’s database. For further information, interviews, or sector-specific insights, please contact:Media Liaison Polaris Xing E: polarisxing@michaelpage.com.cnT: +86 136 8164 2278
