JobsDB - Job Seeker Salary Report 2023d

This document is a strictly confidential communication to and solely for the use of the recipient and may not
be reproduced or circulated without JobsDB Hong Kong Ltd.’s prior written consent. If you are not the
intended recipient, you may not disclose or use the information in this documentation in any way. The information is not intended as an offer or solicitation with respect to the purchase or sale of any security.
Table of contents
INTRODUCTION 3-7
\ SCOPE AND METHODOLOGY
DEFINITION 8
EXECUTIVE SUMMARY 9-15
SECTIONS 16-202
\ SECTION 1: CURRENT JOB STATUS OF RESPONDENTS
\ SECTION 2: JOB HUNTING STATUS OF THE UNEMPLOYED
\ SECTION 3: BASIC MONTHLY SALARY CHANGES IN 2023
\ SECTION 4: BONUS AND DOUBLE PAY
\ SECTION 5: JOB SWITCH DYNAMICS IN THE PAST 12 MONTHS
\ SECTION 6: JOB SWITCH PROPENSITY IN THE COMING THREE MONTHS
\ SECTION 7: EMPLOYMENT OUTLOOK IN 2023
\ SECTION 8: WORKING OUTSIDE OF HONG KONG
\ SECTION 9: EMPLOYERS’COPING POLICIES
\ SECTION 10: HYBRID OR REMOTE WORKING
\ SECTION 11: BASIC MONTHLY SALARY CHANGE IN 2023
• Accounting, Admin & HR, Analytics, Banking, Finance, Insurance, Building & Construction, Engineering, Customer Services, Corporate Sales &
Business Development, Retail Sales,, Medical Services, Design, Digital Marketing, E-commerce & Social Media, Marketing & Branding, Public
Relations & Corporate Affairs, Media & Advertising, Education, Food and Beverage, Information Technology, General Management, Legal /
Compliance, Manufacturing, Merchandising & Purchasing, Property / Real Estate, Public / Civil / Social Services, Sciences, Lab, R&D,
Transportation & Logistics
• By Career Level
APPENDIX: RESPONDENTS’ PROFILE 203
2
Job Seeker
Salary Report 2023
What is it?
In order to provide insights into the latest recruitment trends in 2023,

JobsDB collaborated with Acorn Organization Limited and compiled the
Job Seeker Salary Report ("Salary Report") using the most recent
information from job seekers in Hong Kong. This report aims to facilitate
a comparison of changes in salaries and bonuses between 2022 and
2023 across various industries and job functions. Furthermore, the
report seeks to examine the latest job-changing trends among job
seekers and gain insights into their sentiments and reactions concerning
several key employment-related topics.
Disclaimer: The information provided in this report is for reference purposes only. Although
JobsDB strives to ensure the accuracy of the information in this report, no express or implied
warranty is given. JobsDB accepts no liability for any damages (including, without limitation,
damages for loss of business or loss of profits) arising in contract, tort, or otherwise from
the use of or inability to use this report or any material contained in it, or from any action or
decision taken as a result of using this report or any such material.
3
Job Seeker
Salary Report 2023
Objectives
The objective of this survey is twofold:
1) To facilitate job seekers in evaluating their current salaries and

subsequently adjusting their expected salaries and benefits during
the job-hunting process, thereby contributing to better career
planning.
2) To assist companies in making informed hiring decisions,

implementing effective talent retention programs, and making
appropriate adjustments to compensation and benefits for existing
employees.
4
Job Seeker
Salary Report 2023
Survey Coverage
The survey covered 3797 candidates from 31 job functions.
Job Function Percentage Job Function Percentage
Admin & HR 13.30% Finance 2.30%
Accounting 10.40% Retail Sales 2.00%
Information Technology 10.10% General Management 2.00%
Engineering 5.80% Legal / Compliance 1.90%
Banking 3.80% Digital Marketing, E-Commerce & Social Media 1.80%
Transportation & Logistics 3.80% Manufacturing 1.80%
Building & Construction 3.60% Analytics 1.60%
Marketing & Branding 3.60% Food and Beverage 1.60%
Property / Real Estate 3.60% Insurance 1.30%
Merchandising & Purchasing 3.50% Sciences, Lab, R&D 1.30%
Corporate Sales & Business Development 3.10% Medical Services 1.20%
Others 3.10% Media & Advertising 1.20%
Customer Services 2.80% Public Relations & Corporate Affairs 1.00%
Education 2.70% Hospitality / Tourism 0.80%
Public / Civil / Social Services 2.50% Beauty Care / Health 0.30%
Design 2.40%
5
Remarks: The figures are rounded to the nearest 1 d.p.
Job Seeker
Salary Report 2023
Datum point
The survey recorded the current basic monthly salaries (excluding bonuses
but including commission) of job seekers as of March 1, 2023. Additionally,
the declared adjustments made to the basic monthly salaries were captured
as compared to the previous year, 2022.
Data collection method

The survey was administered using an online questionnaire and was
accessible to job seekers from February 20 to March 20, 2023.
Participants were invited to complete and submit the questionnaire
during this period.
6
Job Seeker
Salary Report 2023
Data Analysis
Surveyed job seekers were requested to provide data relating to
their basic monthly salaries as of 1 March 2022, together with the
most recent salary adjustment, bonuses, double pays, job statuses,
job titles, job functions, and industries of their companies.
The data was analyzed to give rise to the “arithmetic averages” of

salary adjustments and bonuses received. To avoid extreme
values, outliers' values that are more than three standard
deviations from the means were excluded from the analysis.
Analysis was conducted to identify any differences that might

exist in salary and bonus adjustment across the 31 job functions.
(Percentage of monthly salary adjustment in 2022 by position will
only be shown if sufficient data sample is collected for
calculation.)
7
Job Seeker
Salary Report 2023
Weighting
To present a comprehensive and accurate overall perspective, the collected data has been
weighted based on the distribution of industries as per the official government statistics.
This method ensures that the analysis represents a representative overall view of the current
employment situation.
Basic Monthly Salary (HK$)

The current monthly salary is exclusive of any bonuses, both guaranteed and non-guaranteed, but is inclusive of
commission. The recording of the present salary was conducted on March 1, 2023.
Average
The analysis involved computing the arithmetic mean of a dataset encompassing basic monthly salaries, salary
adjustments, and bonuses received. To eliminate the influence of extreme values, any outliers with values
exceeding three standard deviations from the mean were excluded from the analysis.
8
Job Seeker
Salary Report 2023
The year 2023 has witnessed a further revival of the employment situation,
demonstrated by a rise in basic monthly salary for 61% of full-time employees, an
improvement compared to the rate of 53% recorded in 2022. The overall salary
adjustment among full-time workers elevates to 4.1%, indicating a general pick-up from
3.2% in the previous year.
Additionally, the distribution of bonuses and double pay sustain the positive
momentum established in 2022. Among those on a full-time basis, 76% reported
receiving either one or both, an increase from the previous year's figure of 72%.
Although the scope of distribution slightly expands, the average bonus size remains
unchanged from the 2022 level. Notably, contrary to the salary adjustment trend, the
incidence of receipt and the size of bonuses increase with seniority.
Salary
Fact #1 Job functions revealed a
greater pay rise
Average Salary Growth
of Full-time Workers
9.7% 7.3% 6.6% 4.1%

Analytics Digital Marketing, Information
E-commerce & Technology +0.9pt vs 2022
Social Media
9
Hong Kong Overall Job Salary
2023 61% 4% 35%
Changes (Year-on-Year) 2022 53% 6% 41%
In 2023, 61% of full-time employees got a pay raise, up from 53% in the previous year. Only 4% had a decrease in salary, down from 6% in
2022. 35% had frozen salaries, a decrease from 41% the year before.
5.9% 6.3%
Salary
Fact #2 Salary adjustment
level peaks at…
Age Group 26-30
Groups with 3-5 years
of work experience
Younger employees received Junior Executives with 1-4 years of Those with 3-5 years of experience
higher salary adjustments with experience had the highest salary had the highest increase at 6.3%
those aged 26-30 getting a 5.9% increment at 5.2% while senior while those with over 6 years saw a
increase. employees had lower adjustments. decline.
10
Salary Change in 2023
by Industries and Job Functions
Accounting/ Audit/ Tax, Travel & Public/ Civil/ Social Services is
Salary
Fact #3 Tourism are the top industry with
the highest incidence of the pay
Salary
Fact #4 the top job function with the
highest incidence of the pay rise
rise
Top 5 industries with a higher incidence of the pay rise: Top 5 job functions with a higher incidence of the pay rise:
Accounting/ Audit/ Tax 75% 24% 1% Public/ Civil/ Social Services 75% 23% 2%
Travel & Tourism 75% 19% 6% Marketing & Branding 74% 25% 1%
Digital Marketing, E-comm. &

Mass Transportation 74% 19% 7% 73% 27% 0%
Media
Charity/ Social Service/ NGO 73% 24% 3% Sciences, Lab, R&D 69% 25% 6%
Government & Public

71% 27% 2% Building & Construction 68% 29% 3%
Organization
Increase No Change Decrease Increase No Change Decrease
11
Job Switching Patterns
Over the past year, 31% of people changed jobs, with 10% switching functions too. Personal reasons were the major motivator, not external
factors. In the next 3 months, job switching intention is expected to rise to 37%, with 10% planning to switch functions as well.
Intended to change jobs in the past 12 months Expected job switching in the next 3 months
46% 47% 43% 39%

By Age: By Career Level:
By Age: By Career Level:
Respondents Fresh Graduates/
Younger segment Fresh Graduates/
aged below working experience
(Aged below 25) working experience
26 - 30 less than 1 year
less than 1 year
54% 48% 45%

By Job Functions: By Job Functions: By Industries:
Food & Beverage Food & Beverage Design
Salary
Fact #5 Dissatisfaction with salary, benefits, company culture, and management style are
the main drivers behind job-switching, especially among the younger age group.
12
Employment Outlook in 2023
Aged 36-40(19%) Aged 26-30 (32%)
Employment situation
by age group
Compared to 2022, there has been a significant increase in optimism about
Hong Kong's employment situation, with 32% holding a positive view (up
0-2 years (20%) 3-5 years (32%)
from 13%) and only 17% holding a negative view (down from 40%).
Employment situation
by experience
Salary
#6 Junior Executive (20%) Fresh Graduates (36%)
negative
positive
Fact Employment situation
by career level
The primary job security concern,
accounting for 24% of responses, is the
need to acquire new skills for digital Above 50 (12%) Below 26-30 (68%)
transformation and industry advancements. Current job security
Job seekers believe it is important to keep by age group
up with industry trends and continuously
update their skills in a changing job market. 0-2 years(10%) 6-10 years (67%)
Current job security
by experience
Directors/VPs/ CEOs (11%) Supervisor/ 5-year + (62%)

Current job security
by career level
13
Well-being
Salary
Fact #7
The major causes of stress are…
In addition to salary considerations, most respondents, accounting for 93%,
hold the belief that employers should prioritize the well-being of their
employees in the face of work-related stress. Notably, two-thirds of 65% Increasing workload
respondents reported that their company has implemented policies aimed
at promoting employee well-being. Amongst the most widely adopted 35% Heavier financial burden
policies, flexible working hours were predominant (34%).
The well-being policies with significant gaps emerge… 30% Uncertainties about the career path
Respondents prefer this policy
68% 50% 40%

Top 3
preferred 4-4.5-day Flexible working
well-being
Well-being leave or
policies workweek hours flexible leave policy
24% 34% 20%

Has been implemented by companies
14
Retain and Attract Young Talent by Staff Training
Staff training holds significant value for businesses with 80% of respondents indicating its importance across all
segments. Younger age groups and those with less than a year of experience show even higher agreement at 86% and
91%, respectively. Moreover, providing staff training is seen as a favorable trait by 77% of respondents.
Salary
Fact #8 91% of Fresh Graduates and those with less than 1 year of work experience treasure
training opportunities offered by the companies, and they are interested in…
83% Job-related hard skills and

professional knowledge
47% Professional
32% Data
30%
Language
certification analytics skill
60% Soft skills 78% 74%

Interpersonal skills Leadership and
and communication management skills
skills
15
SECTION 1
CURRENT JOB STATUS OF
RESPONDENTS
Current Job Status of Respondents
Over the past year, 31% of people changed jobs, with 10% switching functions too. Personal reasons were the major motivator, not external
factors. In the next 3 months, job switching intention is expected to rise to 37%, with 10% planning to switch functions as well.
2023 84% 3% 2% 11%
Base: All respondents (n=3797)
2022 86% 2% 2% 10%
Full Time Worker Part Time Worker

Freelancer Non-working job seekers
Non-working and not seeking for jobs
Qn.1a. Do you have a job now?

17
Profile of those working on a part-time or freelance basis
• Based on recent data, the top three job functions in this segment are Food and Beverage, which represents 15% of this workforce, followed by Admin &
HR at 13%, and Education at 10%.
Top 3 job functions of those part-time and freelancers: Job Function

Food & Beverage
Percentage
15%
Admin & HR 13%
Education 10%
Design 8%
Chef, Barista, Waiter / Server, Information Technology 5%
Assistant Bar Tender, Baker Customer Services 4%
Merchandising & Purchasing 4%
Retail Sales 4%
Building & Construction 4%
Accounting 3%
Property / Real Estate 3%
Food & Beverage HR / Admin Clerk, HR / Transportation & Logistics 3%
Admin, Senior HR / Admin Medical Services 3%
15% Officer, Assistant, Secretary, Engineering 2%
Digital Marketing, E-Commerce & Social Media 2%
Recruitment Consultant, HR Public / Civil / Social Services 2%
Director Media & Advertising 2%
Admin & HR Marketing & Branding 2%
13% Beauty Care / Health

Analytics
2%
1%
General Management 1%
Sciences, Lab, R&D 1%
Course Instructor, Private Others 1%
Tutor, Teacher, Lecturer,
Education Language Tutor,
10%
Job functions with less than 1% mention are not shown
Base: All working on a part-time or freelance basis (n=136) 18
Qn.1a. Do you have a job now?
Previous work experience of unemployed respondents
• Among the respondents who are currently searching for job opportunities whilst being unemployed, the vast majority, 90%, have acquired previous work
experience. In contrast, a noteworthy percentage of respondents who have never had a full-time job before are comprised of fresh graduates and
individuals below 25 years old.
2023 90% 10%
Base: All unemployed but are seeking a job (n=420)
2022 94% 6%
Have previous full time job experience Do not have full time job before
Qn.1b When did you leave your last full-time job?

19
SECTION 2
JOB HUNTING STATUS OF THE
UNEMPLOYED
Job Hunting Status of The Unemployed
Attitudes toward changing job functions
• 70% of the unemployed job seekers are open to changing job functions (versus 78% in 2022), and 26% do plan to make that change in the coming job.
26% Change job function in coming job
44%
Find a job from the same job function as before
No plan to change job function but open to it if better

opportunities arise
30%
Last
Year Base: All unemployed but are seeking and have worked on full-time basis before (n=380)
Qn.R9a. As you are looking for or will look for a job, will you change the job function in this round?
21
Who are those seeking a job currently?
50% are aged above 40 (versus 36%); overrepresented in those aged above 50 with 24% (versus 12%),
Age
and those aged below 25 with 15% (versus 10%)
Education 42% are Non-degree Tertiary, F.7 Matriculated, F.5 / School Certificate or below (versus 28%)
Career Level Spread across different career levels; overrepresented in Fresh graduates 14% (versus 5%)
61% have over 10 years of work experience (versus 60%), including 37% with over 20 years of work
Work Experience
experience (versus 26%), while 15% with 0-2 years of work experience (versus 9%)
Industry Spread across different industries
Type of Organization Spread across different industries
JobsDB Segment Relatively more ACTIVE segment (70%) (versus 46%)
Perception of Relatively more polarized: 38% are positive (versus 32%) and 22% are negative (versus 17%)
Employment Situation about the general employment situation in Hong Kong
( ) denotes findings of overall sample

Base : All unemployed but are job seeking (n=420) 22
Qn. P1-6, Q12
The major reason for changing job functions
• “Greater work-life balance or flexibility in scheduling daily activities” (31%) is the most common pull for changing job function. “Lose interest in original
job function or nature” (20%) is also a key push factor.
New job function allows greater work-life balance or flexibility in scheduling daily activities 31%
Lose interest in original job function or nature 20%
Is attracted by other job functions or nature which has a better prospect or higher pay 13%
Original job function or nature is a declining field, career prospect is getting worse 9%
Will change upon getting a professional qualification in another field 7%
Change job function or nature for better career opportunities after migrating to another country 6%
Job opportunities of original job function or nature contracted sharply due to COVID-19 4%
Invite by friends or prospective employer to switch job function 1%
Others 9%
Base : All unemployed but are seeking for a job and have worked on full time before (n=342)
Qn.R9a1. Why do you plan to change your job function or job nature? 23
Switching job functions
• Respondents of “Property/ Real Estate”, “Food and Beverage” and “Public/ Civil/ Social Services” express a stronger intention to switch job functions.
• “Customer Services” (9.7%), “Public/ Civil/ Social Services” (7%), “Admin & HR” (6%), and “Food and Beverage” (6%) are popular new job functions.
Job seekers Those plan to change job function Index of switch strength Targeted new job function
Base 380 100 100
Shift to other scope within the same job function 11.1%
Accounting 9.3% 4.0% -5.3 Accounting -
Admin & HR 16.7% 7.8% -8.9 Admin & HR 6.0%
Analytics 1.7% 1.9% 0.1 Analytics 3.5%
Banking 1.4% 2.4% 0.9 Banking 3.4%
Finance 2.5% 4.4% 1.9 Finance -
Beauty Care / Health 0.3% 1.0% 0.7 Beauty Care / Health 2.1%
Building & Construction 3.1% 1.9% -1.2 Building & Construction 3.1%
Engineering 3.6% 5.3% 1.7 Engineering 0.6%
Customer Services 2.9% 5.6% 2.8 Customer Services 9.7%
Design 2.9% 1.1% -1.9 Design 0.4%
Digital Marketing, E-Commerce & Social Media 0.6% 0.4% -0.2 Digital Marketing, E-Commerce & Social Media 3.6%
Media & Advertising 0.5% 1.1% 0.6 Media & Advertising -
Education 2.9% 4.1% 1.2 Education 5.7%
Food and Beverage 5.0% 8.9% 3.8 Food and Beverage 6.0%
General Management 4.2% 4.7% 0.5 General Management 1.1%
Hospitality / Tourism 2.1% 4.5% 2.3 Hospitality / Tourism 2.6%
Information Technology 4.8% 3.9% -1.0 Information Technology 2.8%
Insurance 0.3% 0.0% -0.3 Insurance 1.1%
Legal / Compliance 2.4% 1.7% -0.7 Legal / Compliance 0.4%
Manufacturing 2.6% 3.8% 1.3 Manufacturing 1.7%
Marketing & Branding 2.7% 0.8% -1.9 Marketing & Branding 2.0%
Public Relations & Corporate Affairs 0% 0% 0.0 Public Relations & Corporate Affairs 1.9%
Medical Services 1.6% 0.0% -1.6 Medical Services 4.0%
Merchandising & Purchasing 4.4% 4.9% 0.5 Merchandising & Purchasing -
Property / Real Estate 3.4% 8.2% 4.8 Property / Real Estate 1.8%
Public / Civil / Social Services 1.8% 5.2% 3.4 Public / Civil / Social Services 7.0%
Retail Sales 3.5% 1.0% -2.5 Retail Sales 0.8%
Corporate Sales & Business Development 3.6% 3.0% -0.5 Corporate Sales & Business Development 3.4%
Sciences, Lab, R&D 0.4% 0.0% -0.4 Sciences, Lab, R&D -
Transportation & Logistics 6.5% 8.0% 1.5 Transportation & Logistics 1.1%
Others 2.4% 0.6% -1.8 Others 13.1%
Index of Switch Strength’: an index of the difference between proportion of respective JF among ‘Job Seekers’ and ‘Plan to change job function’
Base : All unemployed but are seeking for a job and have worked on full time before (n=342) 24
Qn.R9a1. Why do you plan to change your job function or job nature?
Expected salary adjustments in the new job compared with their previous job (Among unemployed respondents)
• Job seekers seem to be more optimistic this year: 39% (versus 31% in 2022) expect a salary increase in their new job whilst only 23% (versus 29% in
2022) are pessimistic and prepared for a salary cut in the new job.
Expected Salary Decrease (Average): 23%

Expected Salary Increase (Average): 17%
11%
Increased
39%
23%
No Change
Decreased
Do not have a job before

27%
Last
Year Base: All unemployed but are seeking for a job (n=420)
Qn. 10b Compared with the salary of your previous job, how would you expect the salary adjustment for your new job?
25
SECTION 3
BASIC MONTHLY SALARY
CHANGES IN 2023
Basic Monthly Salary Changes in 2023
• For respondents who are currently working on a full-time basis, 61% received a pay rise (further pick up from 53% in 2022) and 35% maintained the
same salary as last year (versus 41% in 2022). Only 4% experienced a pay cut (versus 6% in 2022).
4%
Increased
35%
No Change
61%
Decreased
Last
Year Base : All working on a full-time basis (n=3188)
Qn.5a. Compared with the salary in 2022, what is your salary adjustment rate in 2023? Please exclude any current salary cuts due to no pay leaves or other short or midterm salary cut measures of your company (if any).
27
• For respondents who are currently working on a part-time or freelance basis, 28% received a pay rise (a rise from 23% in 2022) and 44% maintained the
same salary as last year (versus 40% in 2022). 28% still experienced a pay cut (versus 37% in 2022).
28% 28% Increased
No Change
Decreased
44%
Last Base: All working on part-time or freelance basis (n=174)

Year
28
Basic monthly salary changes in 2023 – by age
• Respondents aged 31-35 (68%) and those aged 36-40 (67%) had a higher incidence of pay rise.
• Those aged above 50 experienced less favorable salary adjustment – more of them encountered a pay drop (10%) or stagnancy (48%).
Increased No Change Decreased

100%
4% 2% 2% 2% 5% 7% 5%
10%
90%
34% 30% 28%

80% 35% 41% 38%
37%
70%
48%
60%
50%
40%
64% 68% 67%

30% 61% 57% 57%
56%
20% 42%
10%
0%
Total Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50
(n=3188) (n=294) (n=542) (n=614) (n=660) (n=435) (n=350) (n=291)
Base: All working on full-time basis

Qn.5a. Compared with the salary in 2022, what is your salary adjustment rate in 2023? Please exclude any current salary cuts due to no pay leaves or other short or midterm salary cut measures of your company (if any). 29
Basic monthly salary changes in 2023 – by career level
• The most junior and the most senior had less favorable salary adjustments. Fresh Graduates/ with less than 1 year of work experience registered salary
stagnancy extensively (64%) and only 36% had increment. For the Directors/ VPs/ CEOs, only 50% had a pay rise and 45% experienced salary stagnancy.

100%
4% 4% 4% 5% 5%
90%
80% 35% 34% 31%

36%
70%
45%
64%
60%
50%
40%
30% 61% 60% 62% 64%

50%
20%
36%
10%
0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ >5 Yr Manager Director/ VP/ CEO
(n=3188) (n=98) (n=710) (n=1439) (n=803) (n=137)

Basic monthly salary changes in 2023 – by work experience
• Respondents with 3-5 years of work experience reported the highest incidence of pay rise (67%).

100% 3%
4% 2% 2% 6%
90%
80%
31% 33%
35% 34%
48%
70%
60%
50%
40%
67% 64%
30% 61% 60%
50%
20%
10%
0%
Total 0 - 2 years 3 - 5 years 6 - 10 years >10 years
(n=3188) (n=248) (n=393) (n=615) (n=1909)

Basic monthly salary changes in 2023 – by job function
• Job functions with a higher incidence of pay rise: Public/ Civil/ Social Services (75%), Marketing & Branding (74%), Digital Marketing, E-Commerce &
Social Media (73%), Sciences, Lab, R&D (69%), Building & Construction (68%), Banking (68%), and Information Technology (67%).

100%
90% 4% 2% 1% 6% 3% 1% 3% 3% 4% 7% 10% 7% 5% 6% 3% 3% 2% 5% 3% 8% 12% 4% 2% 10% 10% 10% 3%
23% 25% 27% 31%
80% 35% 25% 29% 30% 33% 33% 38%
32% 30% 34% 36% 35% 39% 39% 40% 39% 44% 41%
38% 34% 43% 47% 40%
70% 41% 41% 50%
60%
50%
40%
30%
20%
10%
61% 75% 74% 73% 69% 68% 68% 67% 64% 63% 62% 61% 60% 59% 59% 59% 58% 58% 58% 56% 56% 56% 54% 54% 53% 51% 50% 49% 49% 47%
0%
# caution : small base Job function with less than 20 respondents is not shown.
Base : All working on full-time basis (n=3188)
32
Basic monthly salary changes in 2023 – by industry
• Industries with more positive scenarios in terms of incidence pay rise in 2023: Accounting/ Audit/ Tax (75%), Travel & Tourism (75%), Mass
Transportation (74%), Charity/ Social Services/ NGO (73%), Government & Public Organization (71%), and Medical/ Pharmaceutical (70%).

100%
90% 4% 1% 6% 7% 3% 2% 2% 4% 4% 10% 2% 6% 0% 4% 4% 2% 4% 2% 5% 4% 4% 3% 6% 3% 21% 7% 9% 8%
80% 24% 19% 19% 24%
27% 28%
70% 30% 30% 24% 33% 29% 36%
35% 34% 35% 37% 37%
40% 38% 40% 41% 42%
60% 41% 44% 29%
50% 47% 45%
54%
40%
30%
20%
10%
61% 75% 75% 74% 73% 71% 70% 66% 66% 66% 65% 65% 64% 62% 61% 61% 59% 58% 57% 56% 55% 55% 53% 53% 50% 46% 46% 38%
0%
Industry with less than 30 respondents is not shown

33
Overall average percentage of monthly salary adjustments over the years
10.0%
8.7%
8.0%
Average Salary Adjustment (%)
5.8% 5.7% 5.9% 5.7%

6.0%
5.1%
4.8% 4.7%
4.1%
3.9%
4.0% 3.6% 3.6%
3.2%
2.1%
2.0% 1.3%
0.4%
0.0%
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023

Qn. 5b1, 5b2 Compared with the salary in 2022, your salary is …… 34
Percentage of monthly salary adjustments and satisfaction ratings in 2023 – by job function
• The average salary adjustment in 2023 was 4.1%, a pick-up from 3.2% in last year.
• Top five job junctions with relatively greater pay rise are Analytics (9.7%), Digital Marketing, E-Commerce & Social Media (7.3%), Information Technology
(6.6%), Marketing & Branding (6.2%), and Banking (6.0%).
Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)
2.75 2.86 2.69 3.01 2.71 2.93 2.8 2.62 2.81 2.82 2.74 2.81 2.8 2.74 2.7 2.8 2.77 2.88 2.71 2.64 2.35 2.79 2.67 2.59 2.56 2.98 2.41 2.45 2.61 2.71
10% 9.7%
0
8% 7.3% -5
6.6% 6.2%
6.0% 5.9% 5.9% -10
6% 5.5%
5.0% 5.0% 4.7%
4.1% 4.2% 4.1% 3.9% -15
3.7% 3.7% 3.5% 3.5% 3.4% Overall salary adjustment = 4.1%
4% 3.2% 3.2% -20
2.0% 2.0% 1.9% -25
2% 1.4% 1.2% 1.1% 1.0%
0.6% -30
0% -35
# caution : small base Job function with less than 20 respondents is not shown.
Base : All working on full-time basis (n=3188) 35
Qn. 5b1, 5b2 Compared with the salary in 2022, your salary is ……
Percentage of monthly salary adjustments and satisfaction ratings in 2023 – by industry
• The average salary adjustment in 2023 is 4.1%. The top three industries with relatively higher adjustments are Accounting/ Audit / Tax (7.3%),
Management Consultancy/ Service (6.5%), and Information & Communications Technology (6.5%). On the contrary, Security/ Fire/ Electronic Access
Control reported a pay cut of 3%.
Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)
2.75 2.93 2.86 2.97 2.99 2.77 3 2.88 3.15 2.71 2.89 2.73 2.78 2.6 2.56 2.56 2.79 2.62 2.66 2.75 2.83 2.82 2.69 2.94 2.66 2.6 2.65 2.54 2.93
10%
0
8% 7.3% 6.5% 6.5%
5.7% 5.4% 5.4% 5.3% 5.3% -5
6% 5.1% 4.8% 4.8% 4.7% 4.7%
4.1% 4.3% 4.3% 4.2% 4.1% 4.1% 4.0% 3.9% 3.9% Overall salary adjustment = 4.1% -10
4% 3.1% 2.8%
2.3% 2.1% 1.9% -15
2% 0.6% -20
0% -25
-2% -30
-4% -3.0% -35

Qn. 5b1, 5b2 Compared with the salary in 2022, your salary is ……
Percentage of monthly salary adjustments in 2023 – by age
• Salary adjustment was relatively higher among the young segments (aged below 25: 5.8%, aged 26 – 30: 5.9%) and generally declines as age increases.
8.0%
5.8% 5.9%
6.0%
5.3%
Overall salary adjustment = 4.1%
4.1% 4.2%
4.0%
3.0%
2.7%
2.0%
0.3%
0.0%
(n=3188) (n=294) (n=542) (n=614) (n=660) (n=435) (n=350) (n=291)
Base : All working on full-time basis

Percentage of monthly salary adjustments in 2023 – by career level
• Salary adjustment was highest among Junior Executives/ with 1-4 years of work experience (5.2%) and generally declines with seniority.
6.0%
5.2%
Overall salary adjustment = 4.1%

4.1% 4.1%
4.0% 3.8%
3.2%
2.4%
2.0%
0.0%
(n=3188) (n=98) (n=710) (n=1439) (n=803) (n=137)

Percentage of monthly salary adjustments in 2023 – by work experience
• Among all segments, the salary adjustments are highest among those with 3-5 years of work experience (6.3%) and slip when work experience
lengthens.
8.0%
6.3%
6.0% Overall salary adjustment = 4.1%
5.2%
4.8%
4.1%
4.0%
3.4%
2.0%
0.0%
(n=3188) (n=248) (n=393) (n=615) (n=1909)

Perception of salary compared with market standard
• In 2023, almost half of the respondents (49%) consider their salary to be below market average, while 44% think theirs is about average.
7%
Above average
49% About average
44%
Below average
Last Base: All working on full-time basis (n=3188)

Year
Qn. 6a Do you think your salary is above or below market standard?

40
Reasons for accepting a “below-average” salary
• Employees seem to be less tolerant this year. Among those accepting a below-average salary, the prime reason is that they are planning to leave the
company.
Planthe
Plan to leave to leave my company
current company 28% 4
Thecompany
The current current company is relatively
is relatively stable stable financially,
financially, hencehence
a alower
lowerchance
chance of
oflayoff
layoff 17% 2
Difficulty inDifficulty
gettinginagetting
new job a new
andjob and maintaining
maintaining security
security in the
in the newnew
jobjob duetotosocial
due social instability
instability 17% 1
A good
A good relationship
relationship withcurrent
with current co-workers
co-workers 16%
SimplySimply out
out of of inertia
inertia to goto go throughjob
through jobseeking
seeking process
process 15%
Satisfied
Satisfied with current
with current workload
workload andand reasonableworking
reasonable working hours
hours 14%
Do notDo not to
want want
beto
a be
joba hopper
job hopper
andand
bebe recordedin
recorded in the
the resume
resume 14%
Limited
Limited choices
choices in the
in the face
face ofofananeconomic
economic downturn
downturn 14% 3
ChangingChanging industries
industries or rolesor is
roles
tooischallenging,
too challenging, better
better stayininmy
stay mycomfort
comfort zone
zone 13%
Interested in my current
Interested job function
in my current and and
job function maymay
notnot
bebe
easy
easytotofind
find aa similar one
similar one 10%
The company provides other support (e.g., WFH,
Current allowances,
company flexible
provides working(e.g.
other support. hrs.,WFH,
well-being activities,
additional andflexible
allowances, upskilling opportunities)
working hours, well-… 10%
Do not
Dothink thatthat
not think I deserve
I deservea ajob
jobwith
with higher pay
higher pay 10%
Have a sense
Have aof belonging
sense to the
of belonging tocurrent company
the current and
company anddo
donot
not want toquit
want to quit 9%
Current company did not implement
Current company didother policies that
not implement otherwould
policieslower my income.
that would lower my(e.g., compulsory
income. no-payno-pay…
(e.g. compulsory leave) 7%
Willing Willing
to staytowith
staythe
withcompany as as
the company it isit facing
is facingfinancial
financial difficulties
difficulties 2%
Others
Others 6%
*Top 4 reasons from the findings in 2022
Base : All working on full-time basis and consider their salary ‘below market average’ (n=1554)
Qn. 6a Why would you accept a salary that you think might be below market average? 41
SECTION 4
BONUS AND DOUBLE PAY
Bonus and Double Pay
• The situation has slightly improved from last year as the proportion of not receiving any of these benefits (24%) contracted (versus 28% in 2022). 57%
were given a bonus (versus 54% in 2022).
24% 24%
Bonus and double pay
Bonus only
Double pay only

19%
33% None
Last
Year Base : All working on full-time basis (n=3188)
Qn. 7a Which of the benefits did your company provide for 2022?
43
• The situation has not improved for those currently working on a part-time or freelance basis. However, the majority(78%) did not receive any bonus or
double pay as per the previous year.
7%
9%
Bonus and double pay
6%
Bonus only
Double pay only
78% None
Last
Year Base : All working on part-time or freelance basis (n=174)
Qn. 7a Which of the benefits did your company provide for 2022?
44
Bonus satisfaction
• Respondents seem to be more demanding this year. Among respondents who have received a bonus, only 4% felt very satisfied (versus 7% in 2022),
while 26% felt negative about their bonus size (versus 22% in 2022).
7% 4%
Very satisfied (Approx.2.6Mths)

19% 26%
Satisfied (Approx.1.9 Mths)
Neutral (Approx.1.2 Mths)
Dissatisfied (Approx. 1 Mth)
Very dissatisfied (Approx.0.7 Mths)

44%
Last Base: All working respondents who received a bonus (n=1760)

Year
Qn. 7c Are you satisfied with the bonus amount

45
Bonus received - by job function
• Top three job functions that reported a higher incidence of receipt are Banking (84%), Insurance (68%), and Engineering (67%).
• The average bonus size for these respondents was 1.4 months (consistent with 2022). Finance (2 months), Banking (1.8 months), Public Relations and
Corporate Affairs (1.8 months), and Legal/ Compliance (1.8 months) register relatively larger bonus sizes.
Received bonus Did not receive bonus Bonus size

100% 2.5
90% 43% 16% 32% 33% 35% 36% 36% 37% 37% 38% 38% 39% 40% 40% 41% 42% 43% 44% 45% 47% 49% 49% 55% 55% 55% 59% 59% 66% 72% 82%
2.0
80% 1.8 1.8 1.8 2.0
1.5 *
70% 1.6
1.5 1.5 1.5 1.5
1.3 1.4 1.4 1.4
60% 1.4 1.3 1.3 1.2 1.2
* 1.4 1.3 1.5
1.2 1.2 1.2
50% 1.1 1.1 1.0 *
40%
0.9 *
0.8 0.9 1.0
30%
20% 0.5
10% 57% 84% 68% 67% 65% 64% 64% 63% 63% 62% 62% 61% 60% 60% 59% 58% 57% 56% 55% 53% 51% 51% 45% 45% 45% 41% 41% 34% 28% 18%
0% 0.0
Job function with less than 20 respondents is not shown. # caution: small base * denotes figure derived from a small base of <20
46
Qn.7a, Which of the benefits did your company provide for 2022? Qn.7b How much bonus did you get for 2022?
Bonus received - by industry
• Several industries record a higher incidence of receipt: Banking (80%), Electronics/ Electrical Equipment (75%) Freight Forwarding/ Delivery/ Logistics
(75%), Mass Transportation (70%), Hospitality (68%), and Property Development & Management (68%). In terms of the bonus size, Freight Forwarding/
Delivery/ Logistics (1.9 months), Financial Services incl. Fintech (1.8 months), and Banking (1.8 months) reflected a more positive picture.

100% 2.5
90% 43% 20% 25% 25% 30% 32% 32% 34% 34% 38% 40% 41% 42% 42% 43% 43% 43% 43% 44% 46% 50% 51% 53% 53% 54% 54% 58% 65% 73%
1.9
80% 1.8
1.7
1.8 2.0
70% 1.6
1.4
*
1.4 1.4 1.4* 1.4
* 1.5
60% 1.4 *
1.3 1.3 1.3 1.5
1.1*
1.2 1.2 1.2 1.2
1.0*
50% 1.1 1.1 1.1
1.0 * 1.0 1.0
* 0.9
40% 0.8 1.0
30%
20% 0.5
10% 57% 80% 75% 75% 70% 68% 68% 66% 66% 62% 60% 59% 58% 58% 57% 57% 57% 57% 56% 54% 50% 49% 47% 47% 46% 46% 42% 35% 27%
0% 0.0
Industry with less than 30 respondents is not shown * denotes figure derived from a small base
47
Bonus received - by career level
• Both incidence of receipt and the bonus size increase with seniority but plateau when getting beyond the Manager level.

100% 2.5
90%
33% 32%
80% 43% 2.0
46%
51%
70% 61% 1.6 1.6
60% 1.4 1.5

1.3
1.2
50%
1.0
40% 1.0
67% 68%
30% 57% 54%
49%
20% 39% 0.5
10%
0% 0.0
(n=3188) (n=98) (n=710) (n=1439) (n=803) (n=137)

48
The overall average size of bonus received over the years
2.4
2.2
2.0
1.8 1.7
1.6
1.6 1.5 1.5
1.4 1.4 1.4
1.4 1.3
1.2 1.2
1.2
1.0 0.9
0.8
0.8
0.6 0.5
0.4 0.4
0.4
0.2
0.3
0.0
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
Base in 2023: All working on full-time basis and received bonus (n=1733)
Qn. 7b How much bonus did you get for 2022? (Please answer in terms of the number of extra months you are paid. 49
Double pay received - by job function
• In 2023, less than half of respondents (43%) received double pay (versus 43% in 2022). A higher incidence of double pay was recorded among three job
functions: Transportation & Logistics (76%). Merchandising & Purchasing (61%), Manufacturing (58%), and Sciences, Lab, R&D (57%).
Received double pay Did not receive double pay

100%
90% 57% 24% 39% 42% 43% 47% 48% 51% 52% 52% 53% 57% 57% 59% 59% 60% 60% 61% 62% 64% 65% 67% 68% 69% 70% 74% 78% 81% 81% 88%
80%
70%
60%
50%
40%
30%
20%
10%
43% 76% 61% 58% 57% 53% 52% 49% 48% 48% 47% 43% 43% 41% 41% 40% 40% 39% 38% 36% 35% 33% 32% 31% 30% 26% 22% 19% 19% 12%
0%
Job function with less than 20 respondents is not shown. # caution: small base
Base : All working on full time basis (n=3188)
50
Qn.7a, Which of the benefits did your company provide for 2022?
Double pay received - by industry
• Higher incidence of receiving double pay was recorded among respondents from a few industries: Freight Forwarding/ Delivery/ Logistics (80%),
Electronics/ Electrical Equipment (68%), Clothing/ Garment/ Textile (67%), and Mass Transportation (67%).

100%
57% 20% 32% 33% 33% 37% 43% 44% 50% 50% 50% 52% 53% 60% 61% 62% 67% 68% 72% 73% 73% 74% 75% 75% 77% 77% 78% 80% 87%
90%
80%
70%
60%
50%
40%
30%
20%
10%
43% 80% 68% 67% 67% 63% 57% 56% 50% 50% 50% 48% 47% 40% 39% 38% 33% 32% 28% 27% 27% 26% 25% 25% 23% 23% 22% 20% 13%
0%

Base : All working on full time basis (n=3188)
51
Qn.7a, Which of the benefits did your company provide for 2022?
Double pay received - by career level
• Junior levels (Fresh Graduates/ with less than 1 year of work experience: 38%, Junior Executives/ with 1-4 years of work experience: 36%) registered a
relatively lower incidence of receiving double pay.

100%
90%
80%
56% 53%
70% 57% 57%
62% 64%
60%
50%
40%
30%
44% 47%
20% 43% 43%
38% 36%
10%
0%
All working on full-time basis Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ >5 Yr Manager Director/ VP/ CEO
(n=3188) (n=98) (n=710) (n=1439) (n=803) (n=137)
Base : All working on full time basis

52
SECTION 5
JOB SWITCH DYNAMICS IN
THE PAST 12 MONTHS
Job Switch Dynamics in The Past 12 Months
Incidence of changing jobs – by employment mode
• Overall, 31% changed jobs in the past 12 months, with most only changing employers. Mobility was higher among those working on a part-time and
freelance basis as 42% made a move and had a higher incidence of changing both employers and job functions (19%).
Change employer & job function Change employer only Change job function only Both not change
100%
90%
80% 42%
70% 59% 60%
60%
50% 16%
40%
10% 9%
30% 23%
20% 21% 22% 42%

31% 31%
10% 19%
10% 9%
0%
Total All working on full time basis All working on part-time / freelance basis
Last Year (n=3362) (n=3188) (n=174)
Base: All working respondents

Qn. 8a Which of the following best describes your work status in the past 12 months? 54
Incidence of changing jobs – by age
• Younger segments revealed higher mobility in the past 12 months. 46% of those aged below 25 made a move. So did 37% of those aged 26-30.
• Changing job function while changing employer is more common among the youngest respondents aged below 25 (20%).
100%
90%
80%
44%
70% 59% 56%
61% 62% 62% 61% 62%
60%
50% 10%
40% 7%
10% 9% 8% 11% 9%
26% 13%
30%
46% 26%
20% 21% 37% 22% 22% 18%
20%
31% 30% 19% 30% 28% 29%
25%
10% 20%
10% 11% 8% 8% 8% 11%
6%
0%
All working Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50
(n=3362) (n=332) (n=558) (n=626) (n=688) (n=451) (n=369) (n=337)

Incidence of changing jobs – by career level
• Incidence of changing jobs declines with seniority.
• Re-echoing the findings by age, junior levels showed higher mobility. 47% of the Fresh Graduates/ with less than 1 year of work experience made a
change and 27% of them have changed both employer and job function. 40% of the Junior Executives/ with 1-4 years of work experience also switched.
100%
90%
80% 43%
53%
70% 59% 60% 64% 61%
60%
50% 10%
7%
40%
10% 20% 10%
30% 11% 15%
25%
47%
20% 21% 40% 22%
31% 30% 19% 20%
27% 25% 24%
10%
15%
10% 8% 6%
0% 4%
(n=3362) (n=127) (n=747) (n=1502) (n=830) (n=155)

Incidence of changing jobs – by work experience
• Incidence of changing jobs also declines with the length of work experience.
• Those with shorter work experience registered a higher incidence of changing jobs in the past 12 months (with 0-2 years of work experience: 47%, with
3-5 years of work experience: 38%). 22% of those with 0-2 years of work experience also changed their job functions when changing employers.
100%
90%
80%
44%
54%
70% 59% 59% 62%
60%
50% 9%
40% 8%
10% 8%
25% 11%
30%
47% 28%
20% 21% 38% 24%
31% 33% 19%
27%
10% 22%
10% 10% 9% 8%
0%
All working 0 - 2 years 3 - 5 years 6 - 10 years >10 years
(n=3362) (n=284) (n=408) (n=643) (n=2004)

Incidence of changing job – by job function
• Respondents from these 5 job functions showed more movement: Food & Beverage (54%), Hospitality/ Tourism (50%), Marketing & Branding (40%),
Analytics (40%), and Education (37%).
100%
59% 36% 34% 52% 56% 54% 63% 46% 53% 58% 54% 62% 63% 57% 52% 58% 62% 67% 59% 59% 62% 61% 66% 65% 66% 68% 60% 66% 67% 77%
90%
80%
70%
60% 10% 16%
50%
8% 4% 19%
40% 30% 17% 9% 12% 7% 12%
10% 16% 10%
10% 2% 4% 4% 6% 11% 11% 9% 12%
30% 2%
8% 10% 10% 8% 16%
23% 15% 15%
31% 26% 21% 25% 19%
20% 24% 19% 18%
20% 21% 31% 26% 26% 27% 26% 18% 16% 7%
25% 21% 20% 15% 16% 18% 10%
11% 14% 7%
10%
10% 24% 33% 9% 17% 12% 16% 4% 9% 14% 14% 10% 14% 7% 14% 6% 5% 5% 12% 5% 13% 6% 6% 10% 8% 6% 14% 8% 4% 9%
0%
Base: All working respondents (n=3362) 58
Qn. 8a Which of the following best describes your work status in the past 12 months?
Incidence of changing job – by industry
• Several industries reflect a higher incidence of job switches in the past 12 months: Food and Beverage (47%), Human Resources/ Recruitment (41%),
Security/ Fire/ Electronic Access Controls (41%), and Hospitality (40%).
100%
59% 44% 52% 47% 41% 48% 49% 45% 62% 56% 60% 60% 59% 59% 57% 63% 61% 60% 60% 59% 63% 61% 63% 63% 62% 61% 67% 72%
90%
80%
70%
60%
50% 9% 19%
7% 12% 13% 12% 17%
40% 6%
10% 4% 5% 7% 7% 10%
5% 7% 9% 9% 11% 8% 11% 10% 10% 12% 14%
30% 32% 24% 23% 13%
26% 23% 27% 26% 19% 11%
24% 18% 9%
20% 21% 29% 25% 26% 22% 22% 24% 21% 15% 18%
29% 19% 20% 22% 20%
15%
10% 17%
10% 15% 17% 18% 14% 16% 12% 12% 25% 19% 12% 6% 9% 8% 15% 3% 10% 9% 7% 9% 14% 10% 8% 7% 4% 5% 7% 2%
0%

Qn. 8a Which of the following best describes your work status in the past 12 months?
Reasons for changing jobs (Top 5 reasons) – among full-timers
• Full-time employees were largely pushed by “dissatisfied with salary/benefits”(33%), “discontent with company culture/management style” (31%), “low
advancement opportunity” (28%), “sought for higher pay (even at the same rank) in a new job” (26%), and “too much workload and pressure” (23%)
Dissatisfied with salary and benefits 33% 2

Discontent with company culture or management style 31% 1
Low advancement opportunity 28% 4
Sought for higher pay (even at the same rank) in a new job 26% 3
Too much workload and pressure 23%
Sought for career advancement / higher rank in a new job 19%
Company prospects are not good 18% 5
Bad relationship with colleagues 18%
Long working hours 16%
Did not attach enough importance to talent 15%
Chase for the Job Market trend to have career development 15%
The overall welfare policy in the new company is more satisfactory 14%
The promotion salary adjustment was less than my expectation 12%
Tried to switch to another company for better job security 12%
Unsuitable career path 10%
Change of organization leaders 9%
Company restructures 7%
Freedom and flexibility are offered in the new company 7%
Dissatisfied with work location 7%
Change in job nature 7%
Being laid off 6%
Not enough training & development 6%
Unable to take care of family 5%
Seeking a company or job running flexible working hours or hybrid working 5% *Top 5 reasons from the findings in 2022
Reasons with less than 5% mention are not shown

Base: All working on full-time basis and have changed job in P12M (n=981) 60
Qn. 8a Overall, what were your reasons for job switching? (You can choose up to 5 options)
Reasons for changing jobs (Top 5 reasons) – among part-timers/freelancers
• Part-timers and freelancers shared the top two reasons with full-timers: “discontent with company culture/ management style” (25%) and “dissatisfied
with salary/ benefits”(20%). In addition, they attributed to “employment contract expired” (18%), “long working hours” (17%), and “change in job nature”
(16%).

Dissatisfied with salary and benefits 20% 5
The employment contract expired 18%
Long working hours 17% 4
Seeking a company or job running flexible working hours or hybrid working 15%
Sought for higher pay (even at the same rank) in a new job 15%
Too much workload and pressure 15% 3
Low advancement opportunity 14%
Bad relationship with colleagues 14%
Being laid off 11%
Sought for career advancement / higher rank in a new job 10%
Unable to take care of family 10%
Freedom and flexibility are offered in the new company 9%
The overall welfare policy in the new company is more satisfactory 9%
The promotion salary adjustment was less than my expectation 8%
Others 20% *Top 5 reasons from the findings in 2022

Base: All working on full-time basis and have changed job in P12M (n=72) 61
Qn. 8a Overall, what were your reasons for job switching? (You can choose up to 5 options)
Circumstances of leaving the previous job – by employment mode
• 77% of the respondents who changed jobs in the past 12 months on their own initiatives. 26% resigned before securing a new job offer.
• 14% switched jobs in the past 12 months on passive grounds.
Own initiatives* : 77%

Passive factors* : 14%
9%
4%
Accepted a new job offer before resignation
7%
Resigned before getting a new job offer
3%
Previous company liquidated / closed down / withdrew from HK
51%
Previous company laid off employees
Forced to resign
26%
Other scenarios
Last
Year Base : All working respondents who changed job in P12M (n=1054)
*Own initiatives – ‘Accepted a new job offer before resignation’ / ‘Resigned before getting a new job offer’ Passive factors - ‘Previous company liquidated / closed down / withdrew from HK’ / ‘Previous company laid off employees’ / ‘Forced to resign’
Qn. 8a1 Which of the following can best describe your job switching status in the past 12 months? 62
Circumstances of leaving the previous job – by age
• Younger segments show a higher tendency of changing jobs of their own accord (83% - 87%). They are more likely to get a new job offer before
resignation (58% - 60%).
• On the contrary, those aged above 50 reflected a higher incidence of resigning before getting a new job offer (37%). They also registered the highest
incidence of being forced to resign (9%).
Own initiatives* : 77% 86% 87% 83% 77% 65% 66% 65%
Passive factors* : 14% 6% 9% 10% 16% 17% 22% 20%
100% 4%
9% 8% 3% 7% 7% 12%
2% 5% 2% 6% 18% 15%
4% 3% 1% 4%
7% 1% 4% 4%
80%
8% 2% 9%
3% 2% 11%
26% 29% 12% 7%
25% 7%
3% 4%
26% 28%
60%
17% 22%
37%
40%
60% 58% 58%

51% 49% 48%
20% 44%
28%
0%
(n=1054) (n=152) (n=206) (n=189) (n=173) (n=137) (n=101) (n=98)
Accepted a new job offer before resignation Resigned before getting a new job offer
Previous company liquidated / closed down / withdrew from HK Previous company laid off employees
Forced to resign Other scenarios
*Own initiatives – ‘Accepted a new job offer before resignationfer’ / ‘Resigned before getting a new job offer’ Passive factors - ‘Previous company liquidated / closed down / withdrew from HK’ / ‘Previous company laid off employees’ / ‘Forced to resign’
Base: All working respondents who changed job in P12M 63
Qn. 8a1 Which of the following can best describe your job switching status in the past 12 months?
Circumstances of leaving the previous job – by career level
• The pattern across different career levels is largely consistent except that a larger proportion of Junior Executives/ with 1-4 years of work experience
(32%) did resign before getting a new job offer.
Own initiatives* : 77% 80% 86% 73% 76% 69%

Passive factors* : 14% 7% 8% 15% 17% 20%
100%
9% 6% 7% 11%
13% 1% 12% 3%
4% 6%
2% 1% 6% 11% 5%
7% 5%
80% 3% 5% 10%
4% 3%
32% 5%
26% 31% 21% 28%
60% 22%
40%
51% 49% 54% 52% 48% 47%

20%
0%
(n=1054) (n=60) (n=298) (n=451) (n=207) (n=38)
Circumstances of leaving the previous job – by work experience
• Those with 3-5 years of work experience reported a higher incidence of accepting a new job offer before resignation (60%).
Own initiatives* : 77% 87% 91% 81% 70%

Passive factors* : 14% 4% 7% 12% 18%
100% 2%
9% 9% 7%
1% 4%2% 3% 12%
4% 1% 6%
7% 3% 5%
80% 3%
3% 9%
31%
30% 4%
24%
26%
60%
25%
40%
57% 60% 57%

51%
20% 45%
0%
(n=1054) (n=132) (n=156) (n=215) (n=541)
Work experience after changing jobs
• Around half of those having changed jobs in the past 12 months (52%) have found a better experience in the new role.
18%
More satisfied with my job
No change
52%
30%
Less satisfied with my job
Last Base : All working respondents who changed job in P12M (n=1054)
Year
Qn. 8c Overall, how would you describe our work experience after changing your job?
66
Dynamics of switching job functions while changing jobs – who are they?
51% are aged 35 or below (20% are aged below 25)

58% are female
33% are Junior Executives or those with 1 - 4 years of experience
90% are full-time employees, 8% are part-timers/ freelancers
17% experienced pay-cut (versus 6%)
Their average salary adjustment is 0.8% (versus 3.7%)
41% did not receive any bonus/ double pay (versus 26%)
61% are ACTIVE JobsDB users (versus 43%)
( ) denotes findings of overall sample

Base: All working respondents who changed job and job function in P12M (n=329) 67
Switching job functions – the propensity of shift
• Respondents working in a few job functions reflected a stronger tendency to switch job functions: Retail Sales, Food and Beverage and Public/ Civil/
Social Services.
All working Previous function of those changing job function Index of Switch Strength Current job function after change
Base 3362 261 261
Accounting 11% 2% -8.6 5%
Admin & HR 15% 7% -8.0 17%
Analytics 1% 1% 0.0 3%
Banking 3% 1% -1.4 3%
Finance 2% 2% 0.6 2%
Beauty Care / Health 0% 1% 0.6 0%
Building & Construction 4% 2% -2.1 2%
Engineering 6% 4% -2.8 5%
Customer Services 3% 6% 2.5 3%
Design 2% 2% -0.1 1%
Digital Marketing, E-Commerce & Social Media 2% 1% -0.2 2%
Media & Advertising 1% 4% 3.1 2%
Education 4% 5% 1.4 5%
Food and Beverage 2% 6% 3.2 5%
General Management 2% 1% -1.1 2%
Hospitality / Tourism 1% 2% 0.8 6%
Information Technology 9% 1% -7.9 6%
Insurance 1% 1% 0.3 1%
Legal / Compliance 2% 1% -0.3 1%
Manufacturing 2% 3% 1.6 1%
Marketing & Branding 4% 2% -1.9 4%
Public Relations & Corporate Affairs 1% 4% 2.4 0%
Medical Services 1% 3% 1.7 2%
Merchandising & Purchasing 3% 5% 1.9 2%
Property / Real Estate 4% 1% -2.4 3%
Public / Civil / Social Services 2% 6% 3.2 4%
Retail Sales 2% 7% 5.0 2%
Corporate Sales & Business Development 3% 1% -1.6 4%
Sciences, Lab, R&D 1% 2% 0.5 1%
Transportation & Logistics 6% 4% -2.0 2%
Others 1% 13% 11.5 4%
‘Index of Switch Strength’ : an index of the difference between the % under column ‘All working’ and ‘Previous job function of those changing job function ’
Base: All working who have changed to other job function in the past 12 months (n=261) 68
Qn. 8a4 From which job function or nature did you change to your current job function or nature?
Major reasons for switching job functions during the last job switch
• Respondents change job function primarily due to the pull of other job functions with better career prospects or higher pay (24%), followed by push
factors of “losing interest in original job function” (15%) and the pursuit of greater work-life balance or flexibility (12%).
Attracted by other job function nature which has better career prospect or higher pay 24% 1
No Longer interested in original job function or nature 15% 2
A new job allows greater work-life balance or flexibility 12%
Original job function or nature is a declining field, so my career prospect was declining 11%
I was invited by friends or prospective employer to switch job function 9%
Lack of job opportunities of my original job function or nature 6%
Change job function or nature and prepare for better career opportunities after migration 6%
It was a change upon getting a professional qualification in another field 3%
Advised or requested by family 1%
Others 13%
Base: All working who have changed job function in the past 12 months (n=329)
Qn. 8a3 What is the trigger point of your job function change in the past 12 months? (Single answer) 69
Success factors for changing to another job function
• Respondents mainly attribute success in changing job function to “good preparation for interview” (30%), “switch to job function/ occupation in high
demand” (29%), and “acquire new skills and equip via self-learning” (23%)
Well prepare for the interview 30% 1
Attempt to switch to another job function or occupation in high demand 29% 2
Acquire new skills and equipment via self-learning 23% 3
Referred by friends or family members 20%
The new supervisor or employer is willing to provide on-job training 16%
Enhance in digital tools capability 8%
Examinations to attain qualifications or licenses for other job functions or occupations 8%
Language enhancement or learn a new language 7%
Attend short training courses for upskilling 6%
Attend online training courses for upskilling 6%
Attend University training courses for better recognition 5% Training related factors
Others 13% *Top 3 factors from the findings in 2022
Base: All working who have changed job function in the past 12 months (n=329)
Qn. 8a4ii What are the success factors for you to change from other job functions or nature? (You can choose more than one answer) 70
Switching job functions – Decision-making time
• 57% indicated that they decided to change of job functions within 2 months. On average, they took 3.7 months to make up their mind.
Less than a month

14%
1 - 2 months
1%
3 - 6 months
4% 36%
7 - 12 months
6% Average:
3.7 months 1 - 2 years
2 - 3 years
17%
More than 3 years
21% Changing job function was a forced choice
Base : All who changed job function when changing job in P12M (n=329)
2022 findings
Average: 3.7 months
Qn. 8a6 How long did it take to make the decision to job switch?
71
Percentage of salary adjustment upon switching job functions in the past 12 months
• Respondents with 3-5 years of work experience reflected a more positive picture upon changing job functions. 72% had a pay rise.
• On the contrary, those with 10 years of work experience or more reported a reversed picture. 40% still suffered a pay cut.
Reduced 40%+ Reduced 21-40% Reduced13% - 20% Reduced 9% - 12% Reduced 5% - 8% Reduced <5% No salary adjustment
Increased <5% Increased 5% - 8% Increased 9% - 12% Increased 13% - 20% Increased 21-40% Increased 40%+ Average
adjustment
Total
8% 9% 7% 3% 2% 3% 14% 7% 10% 9% 12% 12% 4%
(n=329) +1%
< 2 years
6% 7% 4% 3% 4% 15% 6% 19% 6% 13% 11% 4% +2.9%
(n=62)
3 - 5 years
1% 10% 5% 4% 8% 8% 14% 9% 14% 20% 7% +12.2%
(n=41)
6 - 10 years
1% 14% 7% 3% 8% 11% 18% 13% 10% 10% 5% +4.8%
(n=61)
>10 years -4.7%

13% 10% 8% 3% 3% 3% 16% 7% 3% 9% 11% 12% 2%
(n=158)
Base: All who changed job function when changing job in P12M (n=329)
Qn. 8a5 What is the percentage of the salary adjustment as a result of job switching? 72
SECTION 6
JOB SWITCH PROPENSITY IN
THE COMING THREE MONTHS
Job Switch Propensity in The Coming Three Months
Propensity to change jobs in the coming three months – by employment mode
• 80% of the respondents, regardless of their current employment mode, are planning or open to the idea of changing jobs (a slight rise from 76% in 2022).
In comparison, the full-timers incline to change employers only whereas the part-timers/ freelancers (22%) show a high tendency of changing the job
function as well.
Plan to change employer & job function Plan to change employer only
No plan but will consider if better opportunities are available No plan to change
100%
20% 20% 20%

80%
60% 43% 43% 42%
40%
16%
27% 28%
20% 37% 38%
37%
22%
10% 9%
0%
Total All working on full time basis All working on part-time / freelance basis
(n=3362) (n=3188) (n=174)
Last Year

Qn. 9a Do you intend to change your employer now or in the coming three months? 74
Propensity to change jobs in the coming three months – by age
• Those aged 26-30 revealed the highest propensity to change jobs in the coming three months (43%) whilst the youngest segment stands out in terms of
planning to change both employers and job functions (16%).
• Among the mature respondents, those aged above 50 express a stronger tendency of “definite no” (28%) while those aged 41-45 are relatively more
open to the idea of changing jobs(49%).
100%
20% 18% 17% 18% 21% 21% 19%

28%
80%
40% 40%
60% 43% 44% 45% 41%
49% 40%
40%
22% 32% 31%

27% 43% 28% 28%
20% 37% 38% 38% 41% 23%
37% 25% 30% 32%
16% 11%
10% 9% 10% 5% 10% 9%
0%
(n=3362) (n=332) (n=558) (n=626) (n=688) (n=451) (n=369) (n=337)

Propensity to change jobs in the coming three months – by career level
• Align with the pattern by age, Fresh Graduates/ with less than 1 year of work experience (20%) and Junior Executives/ with 1-4 years of work experience
(13%) are more inclined to change both employer and job function in the coming switch.
• The overall job switch tendency declines for more senior levels (Manager: 33%, Director/ VP/ CEO: 29%).
100%
20% 18% 18% 20% 21% 26%

80%
60% 43% 43% 43% 41%

46%
45%
40%
19%
27% 26% 30%
20% 37% 39% 39% 39% 27%
33% 24% 29%
20%
10% 13% 9% 6% 5%
0%
(n=3362) (n=127) (n=747) (n=1502) (n=830) (n=155)

Propensity to change jobs in the coming three months – by work experience
• A consistent pattern in the propensity to change jobs in the future is recorded across different segments, with an exception for those with 0-2 years of
work experience. They express a stronger tendency to switch both employer and job functions (18%).
100%
20% 17% 19% 17% 22%

80%
60% 41% 40% 44%

43% 43%
40%
24%
27% 30% 29%
20% 37% 42% 41% 39%
27%
35%
18%
10% 11% 10% 8%
0%
(n=3362) (n=284) (n=408) (n=643) (n=2004)

Propensity to change jobs in the coming three months – by job function
• Overall, 37% of the respondents indicate planning to switch jobs in the coming three months. Respondents from Food and Beverage (48%), Retail Sales
(47%), Digital Marketing, E-Commerce & Social Media (47%), and Transportation & Logistics (45%) express the highest propensity to change jobs.
Plan to change employer & job function Plan to change employer only No plan but will consider if better opportunities are available No plan to change
100%
20% 14% 10% 13% 16% 18% 23% 21% 17% 21% 10% 27% 25% 21% 10% 17% 18% 21% 16% 17% 21% 19% 27% 22% 18% 24% 30% 21% 34% 31%
80%
38% 43% 40% 39% 50%

39% 53%
60% 43% 35% 38% 42% 39% 47% 46% 44% 49% 48%
34% 37% 41% 45% 47% 50%
40% 45% 47% 51%
41%
39% 49%
40%
30% 23%
40% 35% 25% 26% 18%
27% 38% 32% 29% 31% 29% 24% 19% 20% 18%
20% 33% 34% 32% 25% 30% 31%
24% 22% 16% 19% 19%
27% 13%
10% 18% 24% 7% 10% 5% 10% 12% 10% 11% 15% 13% 5% 4% 19% 12% 4% 10% 16% 5% 14% 16% 2% 9% 10% 13% 2% 9% 8% 7%
0%
Base: All working respondents 78
Qn. 9a Do you intend to change your employer now or in the coming three months?
Propensity to change jobs in the coming three months – by industry
• Respondents from three industries express a higher propensity to job switch: Design (45%), Banking (45%), and Food and Beverage (43%).
Plan to change employer & job function Plan to change employer only No plan but will consider if better opportunities are available No plan to change
100%
20% 19% 19% 12% 16% 17% 21% 33% 18% 19% 18% 22% 17% 18% 21% 23% 10% 24% 18% 28% 18% 25% 21% 31% 11% 27% 31% 28%
80%
60% 36% 36% 45% 42% 41% 37% 41% 41% 43% 53%
43% 40% 46% 44% 42% 40% 40% 47% 37% 49% 43% 49% 62%
26%
41% 46% 44% 48%
40%
31% 36% 33% 30% 23% 19%
27% 33% 34% 30% 34% 29% 26% 28% 28% 32% 28% 28% 27% 22% 21% 21%
20% 24% 24% 17% 18% 17% 18%
10% 14% 9% 10% 12% 9% 8% 11% 18% 6% 10% 12% 9% 19% 9% 5% 9% 8% 8% 13% 12% 11% 6% 4% 10% 9% 8% 6%
0%

Qn. 9a Do you intend to change your employer now or in the coming three months?
Reasons for NOT planning to change jobs in the coming three months
The top 2 reasons for not planning to change jobs in the coming three months. Hesitation due to social instability in 2022 is replaced by their satisfaction
with the current salary and other benefits.
Satisfied with current situation in terms of workload or working hours 42% 3
Enjoy a good relationship with current supervisors or co-workers 38% 2

Satisfied with the salary and other benefits 33%
The current company is well established and with a good reputation 30%
Do not want to be seen as a job hopper on the resume 23%
Simply out of inertia to go through the job seeking process 23%
Prefer staying with my current job during social instability 22% 1
Have a sense of belonging to the current company and do not want to quit 21%
Interested in my current job and may not be easy to find a similar one 21%
Do not have the ability to get a job with similar or higher pay elsewhere 17%
Good advancement prospect in the current company 16%
New job offers with better conditions are absent in the face of an economic downturn 15%
My company does not lay off, cut salaries, or implement no-pay leaves like other companies in the same industry 14%
Company arrangements during the pandemic are satisfactory (Such as providing special allowances or support) 9%
Others 11%
Base: All who do not plan to change job in N3M (n=674)

Qn. 9b2 What are the reasons for NOT changing your current job? (You can choose up to 5 options) 80
Reasons for changing jobs in the coming 3 months (Maximum 5 reasons) – among full-timers
• The full-timers are largely affected by “push factors” such as “dissatisfied with salary and benefits” (41%) and “discontent with company culture or
management style” (36%). They are also triggered to “seek for higher pay” in the new job (40%). The top three triggers remain the same as those in 2022.
Dissatisfied with salary or benefits 41% 2

Seek for higher pay (even at same rank) in new job 40% 3
Seek for career advancement or higher rank in a new job 25%
Too much workload or pressure 22%
Promotion salary adjustment is less than satisfactory 21%
Company prospects are not good 15%
Expect freedom and flexibility are offered in the new company 12%
Hope to switch to another company for better job security 11%
Bad relationship with co-workers or supervisors 10%
Hoping to take care of family 7%
Expect more support are provided in the new company (e.g.career coaching and mental consultation) 7%
Not enough training & development 7%
Change of organization leaders 7%

Base: All working on full-time basis and plan to change job in N3M (n=1181) 81
Qn. 8a Overall, what are the reasons for changing your current job? (You can choose up to 5 options)
Reasons for changing jobs in the coming 3 months (Maximum 5 reasons) – among part-timers/ freelancers
• Top two reasons are consistent with those reported last year. In this round, the part-timers/freelancers seem to be more progressive and “chase for the
Job Market trend to have career development” (25%)
Hope to switch to another company for better job security 35% 1

Dissatisfied with salary or benefits 34% 3
Seek for career advancement or higher rank in a new job 23%
Seek for higher pay (even at same rank) in new job 21%
Discontent with company culture or management style 14%
Expect more support are provided in the new company (such as career coaching and mental consultation) 13%
Too much workload or pressure 13%
Expect freedom and flexibility are offered in the new company 13%
Hoping to take care of family 11%
Promotion salary adjustment is less than satisfactory 8%
Company (may) implement pay cuts or compulsory no-pay leaves 7%
The employment contract expired 6%
Others 8% *Top 3 reasons from the findings in 2022

Base: All working on part-time or freelance basis and plan to change job in N3M (n=67) 82
Qn. 8a Overall, what are the reasons for changing your current job? (You can choose up to 5 options)
Major reasons for planning to change job functions
The top 2 reasons for wanting to change job functions are consistent with last year - “attracted by other job function/nature which has better prospect/
higher pay” (28%) and “lose interest in original job function” (19%). “New job function allows greater work-life balance or flexibility in scheduling daily
activities”(16%) comes up as the third key reason.
Is attracted by other job functions or nature which has better prospects or higher pay 28% 2
Lose interest in original job function or nature 19% 1
New job function allows greater work life balance or flexibility in scheduling daily activities 16%
Original job function or nature is a declining field, career prospect is getting worse 11% 3
Change upon getting professional qualification in another field 6%
Job opportunities of original job function or nature contracted sharply due to COVID-19 5%
Referred by friends or prospective employers to switch job function 4%
Change job function or nature for better career opportunities after migrating to another country 4%
Advice or request of the family 2%
Others 6%
Base: All who plan to change job function in N3M (n=325)

Qn. 9a1 Why do you plan to change your job function or job nature? (Single answer) 83
Expected time required for job hunting
• Compared to last year, those working on a full-time basis are more optimistic about job seeking as 30% (versus 24% in 2022) expect to find a job
successfully within two months. The overall average time frame is also shortened to 4.8 months (versus 5.6 months in 2022).
6%
Within 2 months
15%
30%
Within 3 - 6 months
Average:
4.8 months
Within 7 - 12 months
Even longer
49%
Average:
5.6 months
Base: All working on full-time basis and plan to change jobs in N3M (n=1181)
Last Year
Qn. 9c How long do you estimate it will take you to switch to a new job
84
Expected time required for job hunting
• The Part-timers or freelancers are more conservative than full-timers and expect to take 5.3 months to find a new job. Nevertheless, compared to last
year, part-timers’ or freelancers expected average time frame is also shortened (versus 6.5 months in 2022).
17%
Within 2 months
37%
7% Within 3 - 6 months
Average:
5.3 months
Within 7 - 12 months
Even longer
39%
Average:
6.5 months
Base: All working on part-time or freelance basis and plan to change jobs in N3M (n=67)
Last Year
Qn. 9c How long do you estimate it will take you to switch to a new job
85
Expected salary adjustment in the new job
• The full-time employees who plan to change jobs in the coming three months are more optimistic than last year. 79% expect an increased salary (versus
74% in 2022), with an average of 17% (same as 2022) increase. Only 4% (5% in 2022) are pessimistic that they will get a salary cut of 14% on average
(versus 16% in 2022).
Expected Salary Decrease (Average): 14%

4% Expected Salary Increase (Average): 17%
17% Increased
No Change
Decreased
79%
Last
Year Base: All working on full-time basis and plan to change jobs in N3M (n=1181)
Qn. 9d What would you expect the salary adjustment after changing your job?
86
Expected salary adjustment in the new job
• Those working on a part-time or freelance basis hold a more conservative outlook than full-timers, but they are more positive than last year (60% expect
an increase versus 41% in 2022). Only 7% prepare for a drop (versus 14% in 2022).
Expected Salary Decrease (Average): 20%#

7% Expected Salary Increase (Average): 18%
Increased
33% No Change
60%
Decreased
Last
Year Base: All working on part-time or freelance basis and plan to change jobs in N3M (n=67)
# caution: small base

Qn. 9d What would you expect the salary adjustment after changing your job? 87
SECTION 7
EMPLOYMENT OUTLOOK IN
2023
Overall employment outlook
• Compared to last year, the respondents are much more optimistic about the employment outlook in 2023. The proportion of holding positive views
surges from 13% in 2022 to 32% this year.
17% Positive
32%
Neutral
Negative
51%
Last
Year Base : All respondents (n=3797)
Qn.12. Thinking about Hong Kong’s overall employment outlook in 2023, do you feel …
89
Overall employment outlook – by employment status
• Zooming into respondents of different employment statuses, part-timers/freelancers, and unemployed job seekers reflect more polarized views.
• 43% of the part-timers/freelancers are positive whilst 24% are negative.
• 38% of unemployed job seekers hold positive views whilst 21% have negative views.
Positive Neutral Negative
100%
90% 17% 16% 21%
24%
80%
70%
60% 33% 41%
51% 54%
50%
40%
30%
20% 43% 38%
32% 30%
10%
0%
Total All working on full time basis All working on part-time / freelance All unemployed
(n=3797) (n=3188) basis but are job seeking (n=420)
(n=174)
Base : All respondents

Qn.12. Thinking about Hong Kong’s overall employment outlook in 2023, do you feel … 90
Overall employment outlook – by age
• The outlook for 2023 is similar across people of different age segments.

100%
17% 18% 14% 15% 17% 18%

90% 19% 19%
80%
70%
60% 54% 53%

51% 52% 51% 47% 48%
51%
50%
40%
30%
20%
32% 30% 32% 32% 30% 32% 34% 34%
10%
0%
(n=3797) (n=394) (n=614) (n=670) (n=742) (n=506) (n=423) (n=442)

Overall employment outlook – by career level
• Directors/ VPs/ CEOs show the highest proportion of being positive (39% versus 32% among total)
• Junior Executives/ 1-4 years are more prudent, as 53% hold a neutral view and only 27% have a positive view.

100%
17% 19% 15% 18% 19%

90% 20%
80%
70%
60% 53% 42%

51% 45% 50%
53%
50%
40%
30%
20% 39%
32% 36% 32% 32%
27%
10%
0%
(n=3797) (n=188) (n=825) (n=1662) (n=928) (n=178)
Overall employment outlook – by work experience
• The outlook for 2023 is consistent across respondents with different work experiences.

100%
17% 14% 15% 18%

90% 20%
80%
70%
60% 55% 53%

51% 50%
52%
50%
40%
30%
20%
32% 28% 31% 32% 32%
10%
0%
Total 0 - 2 years 3 - 5 years 6 - 10 years More than 10 years
(n=3797) (n=347) (n=447) (n=689) (n=2261)
Perception of personal situation
• Respondents maintain a consistent perception with last year, be it current or after 6 months. 59% feel secure about their personal employment situation
now and 55% maintain the same view 6 months later.
Top-2-Box Score 59% Top-2-Box Score 55%

Bottom-2-Box Score 8% Bottom-2-Box Score 9%
6% 2% 2%
14% 7% 12%
Very secure
Quite secure
Current Job Security

33% Average
Job After 6
36%
Security Months
Quite insecure
43%
45% Very insecure
Last Last
Year Base: All working respondents (n=3362) Year
Top-2-box: % of rating “very secure” and “quite secure” Bottom-2-box: % of rating of “very insecure” and “quite insecure”
Qn.12a. On a personal level, how do you feel about your job security currently? 94
Qn. 12b. How do you feel about your job security after 6 months?
Perception of the personal situation– by employment status
• The part–timers/freelancers feel less secure than the full-timers, be it current (only 41% feel secure) or after 6 months (only 38% feel secure).
All working All working on full time basis All working on part-time/freelance basis
(n=3362) (n=3188) (n=174)
Top-2-Box Score: 59% 61% 41%
Bottom-2-Box Score: 8% 7% 19%
Percentage of Respondents (%)
14% 14% Very secure (5)

15%
CURRENT
45% 47% 26%

Quite secure (4)
33% 32% 40%
6% Average (3)
All working
2% All working on5%
full time basis
2%
12%
All working on part-time/freelance basis
(n=3362) (n=3188) 7%
(n=174)
Quite insecure (2)
Top-2-Box Score: 55% 56% 38%
Bottom-2-Box Score: 9% 9% 20% Very insecure (1)
6 MONTHS LATER
12% 13%
12%
43% 43% 26%
36% 35% 42%

7% 7% 11%
2% 2%
9%
Qn.12a. On a personal level, how do you feel about your job security currently? 12b. How do you feel about your job security after 6 months?
Perception of the personal situation – by age
• Those aged below 35 are relatively more positive about their job security currently and 6 months later.
• Decreasing job security is noted among respondents aged above 40. The same applies to both the current situation and 6 months later.
All working Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50

(n=3362) (n=332) (n=558) (n=626) (n=688) (n=451) (n=369) (n=337)
Top-2-Box Score: 59% 63% 68% 66% 61% 53% 49% 47%
Bottom-2-Box Score: 8% 9% 5% 5% 9% 9% 9% 12%
14% 13% 18% 16% 13% 13% 11% 10% Very secure (5)
CURRENT
45% 40% 38% 37%

50% 50% 50% 48%
Quite secure (4)
33% 30% 38% 42% 41%
28% 27% 29%
All working
6% Below 25 26
4%- 30 315%
- 35 367%
- 40 416%
- 45 465%
- 50 Above
8% 50 Average (3)
8%
(n=3362)
2% (n=332)
1% (n=558)
1% (n=626)
* (n=688)
2% (n=451)
3% (n=369)
4% (n=337)
4%
Top-2-Box Score: 55% 52% 63% 63% 57% 49% 46% 43% Quite insecure (2)
Bottom-2-Box Score: 9% 10% 6% 6% 8% 9% 14% 16%
Very insecure (1)
12% 12% 15% 14% 12% 10%

6 MONTHS LATER
12% 10%
43% 40% 49% 45% 39% 34% 33%
48%
36% 38% 31% 31% 35% 42% 40% 41%

7% 8% 5% 5% 6% 6% 9% 13%
2% 2% 1% 1% 2% 3% 5% 3%
Top-2-box: % of rating “very secure” and “quite secure” Bottom-2-box: % of rating of “very insecure” and “quite insecure” *denotes less than 0.5%
Perception of the personal situation – by career level
• Following the relatively insecure feeling among those over 40 years old, the Directors/ VPs/ CEOs also demonstrate a lower sense of security compared
to the other levels, applicable to both the current situation and 6 months later.
All working Fresh Graduate/<1 Yr Junior Exec/ 1-4 Yr Supervisor/ >5 Yr Manager Director / VP/ CEO
(n=3362) (n=127) (n=747) (n=1502) (n=830) (n=155)
Top-2-Box Score: 59% 62% 61% 62% 57% 48%
Bottom-2-Box Score: 8% 10% 6% 7% 8% 11%
14% 15% 14% 15% 14% 10% Very secure (5)

CURRENT
45% 47% 47% 43% 38%

47% Quite secure (4)
33% 33% 31% 35% 41%

28%
Average (3)
6% 9% 5% 1-4 Yr 5% 7% 4%
All working
2% Fresh Graduate/<1 Yr Junior Exec/
1% Supervisor/ 5 Yr+ Manager Director/
7%VP/ CEO
1% 2% 1%
(n=3362) (n=127) (n=747) (n=1502) (n=830) (n=155)
Quite insecure (2)
Top-2-Box Score: 55% 52% 55% 57% 54% 47%
Bottom-2-Box Score: 9% 8% 9% 8% 10% 13%
Very insecure (1)
6 MONTHS LATER
12% 13% 12% 13% 13% 9%

43% 39% 43% 44% 41% 38%
36% 40% 36% 35% 36% 40%

7% 4% 7% 6% 9% 5%
2% 4% 2% 2% 1% 8%
Perception of the personal situation – by work experience
• The job security level peaks among respondents with 6-10 years of work experience (67%). It drops when work experience gets beyond 10 years. The
same pattern applies to both the current situation and 6 months later.
All working
(n=3362) 0 - 2 years (n=284) 3 - 5 years (n=408) 6 - 10 years (n=643) >10 years (n=2004)
>20 years:
Top-2-Box Score: 59% 64% 64% 67% 56% 49%
Bottom-2-Box Score: 8% 10% 5% 7% 8%
14% 12% 18% 17% 13%

Very secure (5)
CURRENT
45% 52% 46% 43%

50%
Quite secure (4)
33% 26% 31% 26% 36%
All working 5% Average (3)
6% 9% (n=284) 4% 6%
(n=3362)
2% 0 - 2 years 3 - 5 years
1% (n=408) 6 - 10 years
2% (n=643) >10 years
2%(n=2004)
1%
Quite insecure (2)
Top-2-Box Score: 55% 53% 60% 62% 53% >20 years:
Bottom-2-Box Score: 9% 9% 7% 7% 10% 44%
Very insecure (1)
12% 10% 15% 15% 12%
6 MONTHS LATER
43% 43% 45% 47% 41%
36% 38% 33% 31% 37%

7% 6% 6% 5% 8%
2% 3% 1% 2% 2%
Specific job security concerns (to cope with post-pandemic transformation in the job market)
• 56% indicate concerns about job security when coping with post-pandemic transformation.
• The prime concern is the “need to acquire a new skill to adapt to digital transformation/ technological advancement of own industry” (24%).
Have any concern about job security (net) 56%
Need to acquire a new skill to adapt to digital transformation or technological advancement in our industry 24%
Company restructuring may make my department or my post redundant 17%
My role can be replaced under digital transformation or technological advancement 13%
The company shifts my duties to other low-cost markets 12%
My company is in a sunset industry and will be replaced by technology 10%
The company hires non-Hong Kong employees to take up my post 9%
Parent company stops operation in Hong Kong 8%
Others 8%
Have no concern about job security at all 44%
Base : All respondents (n=3797)

Qn.13c. To cope with post-pandemic transformation in the job market, do you have any concerns about your job? What are your concerns? (You can choose more than one answer) 99
Specific job security concerns (to cope with post-pandemic transformation in the job market) – by employment mode
• Those unemployed but are seeking a job show the highest concern about job security (78%) and their concerns spread across different dimensions.
Total All working on a full- All working on part- All unemployed but
time basis time / freelance basis are job seeking
n=3797 n=3188 n=174 n=420

Have any concern about job security (net) 56% 53% 63% 78%
Need to acquire a new skill to adapt to digital transformation or

24% 1 23% 1 29% 1 30%
technological advancement in our industry
Company restructuring may make my department or my post
17% 2 16% 2 11% 24%
redundant
My role can be replaced under digital transformation /
13% 13% 15% 16%
technological advancement
The company shifts my duties to other low-cost markets 12% 11% 13% 19%
My company is in a sunset industry and will be replaced by

10% 9% 17% 2 15%
technology
The company hires non-Hong Kong employees to take up my
9% 8% 9% 11%
post
Parent company stops operation in Hong Kong 8% 7% 10% 13%
Others 8% 6% 14% 17%
Have no concern about job security at all 44% 47% 37% 22%
Base: All respondents

Specific job security concerns (to cope with post-pandemic transformation in the job market) – by age
• Like the situation of job security in general, the younger segments especially those aged below 30 appear to be less worried (51% - 52%).
• Among people with any concerns, the “need to acquire a new skill to adapt to digital transformation/ technological advancement of own industry” is the
top concern across different age segments.
Total Aged Aged Aged Aged Aged Aged Above
below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
n=3797 n=394 n=614 n=670 n=742 n=506 n=423 n=442
Have any concern about job security (net) 56% 51% 52% 55% 55% 58% 65% 59%

24% 1 26% 1 25% 1 25% 1 23% 1 22% 1 28% 1 22% 1
17% 2 10% 12% 16% 2 18% 2 20% 2 22% 2 21% 2
redundant
My role can be replaced under digital transformation/ technological
13% 20% 2 15% 2 15% 11% 11% 11% 8%
advancement
The company shifts my duties to other low-cost markets 12% 8% 9% 11% 13% 15% 11% 14%

10% 10% 8% 10% 10% 10% 12% 9%
technology
The company hires non-Hong Kong employees to take up my post 9% 9% 8% 10% 9% 8% 10% 7%
Parent company stops operation in Hong Kong 8% 4% 5% 6% 10% 11% 9% 8%
Others 8% 5% 5% 6% 7% 9% 12% 11%
Have no concern about job security at all 44% 49% 48% 45% 45% 42% 35% 41%

Specific job security concerns (to cope with post-pandemic transformation in the job market) – by career level
• Similarly, the “need to acquire a new skill to adapt to digital transformation/ technological advancement of own industry” is the key concern across all
career levels. In addition, the junior levels are more worried about “being replaced under digital transformation/ technological advancement” while more
senior levels are concerned about “redundancy caused by company restructuring”.
Fresh Graduate/ Junior Exec/ Supervisor/ Director/ VP/
Total Manager
<1 Year 1-4 Year >5 Year CEO
n=3797 n=188 n=825 n=1662 n=928 n=178
Have any concern about job security (net) 56% 60% 54% 55% 59% 59%

24% 1 26% 1 24% 1 25% 1 23% 1 20% 2
17% 2 11% 15% 16% 2 20% 2 22% 1
redundant
13% 20% 2 18% 2 11% 11% 6%
The company shifts my duties to other low-cost markets 12% 9% 13% 12% 12% 11%

10% 13% 10% 9% 9% 12%
technology
9% 12% 8% 8% 10% 10%
post
Parent company stops operation in Hong Kong 8% 6% 6% 7% 10% 9%
Others 8% 9% 5% 8% 8% 9%
Have no concern about job security at all 44% 40% 46% 45% 41% 41%

Specific job security concerns (to cope with post-pandemic transformation in the job market) – by work experience
• Other than having a common top concern, respondents with shorter work experience (0-5 years) are more concerned about “being replaced under
digital transformation/ technological advancement” while those with longer work experience (6 years or more) are worried about “redundancy caused
by company restructuring”.
Total 0-2 Years 3-5 Years 6-10 Years More than 10 Years
n=3797 n=346 n=447 n=689 n=2261
Have any concern about job security (net) 56% 54% 52% 55% 58%

24% 1 27% 1 25% 1 24% 1 24% 1
17% 2 10% 12% 14% 2 20% 2
redundant
13% 21% 2 17% 2 13% 11%
The company shifts my duties to other low-cost markets 12% 10% 9% 11% 13%

10% 11% 9% 9% 10%
technology
9% 11% 7% 8% 9%
post
Parent company stops operation in Hong Kong 8% 5% 4% 6% 9%
Others 8% 5% 4% 6% 9%
Have no concern about job security at all 44% 46% 48% 45% 42%

Solutions ever considered to seek career advancement in the post-pandemic job market
• Close to nine out of ten have considered some solutions to cope with post-pandemic transformation in the job market.
• The top ones are related to self-advancement, including “acquire new skills and be equipped for different roles” (33%) and “attend training/ examinations
to attain qualifications/licenses for other job functions/ occupations” (29%). The third key solution is related to job switch “attempt to switch to a
company with better job security and development” (28%).
Consider any solution (net) 87%

Acquire new skills and equip me for different roles 33%
Attend training courses / examinations to attain qualifications or licenses for other job functions / occupations 29%
Attempt to switch to a company with better job security and development 28%
Continue study in Hong Kong 23%
Language enhancement or learn a new language 22%
Attempt to switch to a company / industry that is profitable 22%
Enhance in digital tools capability to cope with hybrid working 20%
Take up part-time/freelance jobs 16%
Seek overseas employment opportunities 16%
Attempt to establish on my own business 12%
Attempt to switch to another job function or occupation in high demand 10%
Discuss with supervisor/employer to have on-job training 9%
Pursue further studies abroad 6%
Others 2%
Have not considered any possible solution 13%
‘Job switch’ related solution (net) 54%

Base : All respondents (n=3797)
Qn.13d. To cope with post-pandemic transformation in the job market, have you considered any of these solutions for career advancement?(You can choose more than one answer) 104
Solutions ever considered to seek career advancement in the post-pandemic job market – by employment mode
• The part-timers/ freelancers and the unemployed job-seekers are more enthusiastic than the full-timers and they adopt more diverse strategies. The
part-timers/ freelancers reflect their focus on “taking up part-time/ freelance jobs”(35%) whilst the unemployed job-seekers “enhance their digital tools
capability to cope with hybrid working” (27%).
Total All working on a full- All working on part- All unemployed but
n=3797 n=3188 n=174 n=420
Consider any solution (net) 87% 86% 92% 91%
Acquire new skills and equip myself for different roles 33% 1 33% 1 23% 35% 1
Attend training courses / examinations to attain qualifications or
29% 2 28% 2 32% 2 35% 2
licenses for other job functions / occupations
Attempt to switch to a company with better job security &
28% 3 28% 2 24% 3 26%
development
Continue study in Hong Kong 23% 24% 21% 23%
Language enhancement or learn a new language 22% 22% 18% 24%
Attempt to switch to a company / industry that is profitable 22% 22% 19% 20%
Enhance in digital tools capability to cope with hybrid working 20% 19% 15% 27% 3
Take up part-time/freelance jobs 16% 13% 35% 1 24%
Seek overseas employment opportunities 16% 15% 22% 20%
Attempt to establish on my own business 12% 11% 23% 16%
Attempt to switch to another job function or occupation in high
10% 9% 10% 14%
demand
Discuss with supervisor/employer to have on-job training 9% 9% 7% 7%
Pursue further studies abroad 6% 6% 8% 7%
Others 2% 2% 5% 3%
Have not considered any possible solution 13% 14% 8% 9%

Solutions ever considered to seek career advancement in the post-pandemic job market – by age
• The top solutions considered by the various age groups are similar.
• The young segments aged between 26–35 are also keen to “continue study in Hong Kong” (27% - 30%).
below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
n=3797 n=394 n=614 n=670 n=742 n=506 n=423 n=442
Consider any solution (net) 87% 89% 90% 90% 87% 84% 88% 79%
Acquire new skills and equip myself for different roles 33% 1 34% 2 38% 1 36% 1 33% 1 31% 1 31% 1 25% 1
29% 2 37% 1 32% 2 32% 2 26% 3 30% 2 26% 3 21%
Attempt to switch to a company with better job security & development 28% 3 29% 3 27% 3 30% 3 27% 2 28% 3 30% 2 22% 2
Continue study in Hong Kong 23% 24% 27% 3 30% 3 22% 23% 23% 13%
Language enhancement or learn a new language 22% 24% 25% 26% 23% 20% 21% 13%
Attempt to switch to a company / industry that is profitable 22% 22% 25% 26% 20% 21% 21% 13%
Enhance in digital tools capability to cope with hybrid working 20% 16% 18% 23% 19% 20% 22% 22% 2
Take up part-time/freelance jobs 16% 12% 17% 17% 14% 14% 15% 21%
Seek overseas employment opportunities 16% 14% 16% 13% 17% 18% 14% 16%
Attempt to establish on my own business 12% 16% 12% 15% 11% 11% 14% 8%
Attempt to switch to another job function or occupation in high demand 10% 10% 10% 11% 9% 9% 10% 9%
Discuss with supervisor/employer to have on-job training 9% 8% 12% 11% 9% 6% 6% 5%
Pursue further studies abroad 6% 12% 11% 6% 5% 4% 3% 4%
Others 2% 1% 2% 1% 3% 3% 4% 3%
Have not considered any possible solution 13% 11% 10% 10% 13% 16% 12% 21%

Solutions ever considered to seek career advancement in the post-pandemic job market – by career level
• “Acquire new skills and equip myself for different roles” and “Attend training courses/examinations to attain qualifications or licenses for other job
functions/occupations” are consistent key solutions considered by different career levels.
• Directors / VPs / CEOs also focus on “seeking overseas employment opportunities” (27%) and “enhance in digital tools capability” (23%).
Total Manager
<1 Year 1-4 Year >5 Year CEO
n=3797 n=188 n=825 n=1662 n=928 n=178
Consider any solution (net) 87% 89% 85% 88% 86% 87%
Acquire new skills and equip myself for different roles 33% 1 33% 2 34% 1 32% 1 35% 1 29% 1
Attend training courses/ examinations to attain qualifications or 2
29% 39% 1 33% 2 29% 2 27% 3 16%
licenses for other job functions/ occupations
Attempt to switch to a company with better job security & 3
28% 22% 3 28% 3 28% 3 29% 2 23% 3
development
Continue study in Hong Kong 23% 25% 23% 27% 19% 14%
Language enhancement or learn a new language 22% 23% 24% 24% 19% 12%
Attempt to switch to a company/ industry that is profitable 22% 19% 22% 21% 23% 21%
Enhance in digital tools capability to cope with hybrid working 20% 17% 18% 20% 21% 23% 3
Take up part-time/ freelance jobs 16% 17% 15% 17% 13% 16%
Seek overseas employment opportunities 16% 17% 14% 14% 18% 27% 2
Attempt to establish on my own business 12% 16% 12% 12% 11% 19%
10% 6% 11% 10% 10% 8%
demand
Discuss with supervisor/ employer to have on-job training 9% 9% 7% 9% 10% 3%
Pursue further studies abroad 6% 10% 9% 6% 5% 2%
Others 2% 2% 2% 3% 1% 5%
Have not considered any possible solution 13% 11% 15% 12% 14% 13%

Solutions ever considered to seek career advancement in the post-pandemic job market – by work experience
• Respondents with different work experiences share the top three solutions.
• Those with work experience of 0-2 years (24%) or 6-10 years (30%) also resort to “continue study in Hong Kong”.
n=3797 n=346 n=447 n=689 n=2261
Consider any solution (net) 87% 88% 89% 91% 85%
Acquire new skills and equip myself for different roles 33% 1 35% 1 38% 1 37% 1 31% 1
29% 2 39% 2 32% 2 33% 2 26% 3
Attempt to switch to a company with better job security &
28% 3 24% 3 28% 3 30% 3 27% 2
development
Continue study in Hong Kong 23% 24% 3 26% 30% 3 21%
Language enhancement or learn a new language 22% 23% 26% 27% 20%
Attempt to switch to a company / industry that is profitable 22% 22% 25% 25% 20%
Enhance in digital tools capability to cope with hybrid working 20% 16% 19% 20% 21%
Take up part-time/freelance jobs 16% 14% 13% 18% 16%
Seek overseas employment opportunities 16% 16% 14% 14% 16%
Attempt to establish on my own business 12% 15% 12% 14% 11%
10% 10% 8% 12% 9%
demand
Discuss with supervisor/employer to have on-job training 9% 9% 10% 13% 7%
Pursue further studies abroad 6% 14% 10% 7% 4%
Others 2% 2% 2% 1% 3%
Have not considered any possible solution 13% 12% 11% 9% 15%

SECTION 8
WORKING OUTSIDE OF
HONG KONG
Working Outside of Hong Kong
Attitudes towards working outside Hong Kong for a long term within two years
• Overall, 43% are open to working outside Hong Kong for the long term (one year or more), with 21% targeting moving out of Hong Kong.
Will consider
22%
Will consider to pave way for migration
57% Will move abroad in near future and have begun job searching
18%
3% Not consider
Last
Year Base: All respondents (n=3797)
Qn.16. Would you consider working outside Hong Kong in a long term within 2 years? Which of the following best describes your situation? (“Long term” means staying in a job or position for 1 year or more.)
110
Attitudes towards working outside Hong Kong for a long period within two years – by age
• Attitudes towards working outside Hong Kong are generally similar among respondents aged below 45.
• The interest level is much lower among respondents aged 46 or above (36% - 37%). In addition, fewer of these segments consider this to pave the way
for emigration (7% - 11%).
Will consider Will consider to pave way for migration Will move abroad in near future, have already begun job searching Not consider
Will consider (net): 43% 47% 47% 43% 43% 46% 36% 37%
100%
90%
80%
57% 53% 53% 57% 57% 54%

70% 63%
64%
60%
50%
3% 4% 4%
40% 3% 3% 2%
1% 2%
18% 22% 21% 18% 20% 7%
30% 22% 11%
20%
24% 28%
10% 22% 22% 22% 22% 19% 22%
0%
(n=3797) (n=394) (n=614) (n=670) (n=742) (n=506) (n=423) (n=442)

Qn.16. Would you consider working outside Hong Kong in a long term within 2 years? Which of the following best describes your situation? (“Long term” means staying in a job or position for 1 year or more.) 111
Attitudes towards working outside Hong Kong for a long term within two years – by career level
• The most junior and the most senior segments are the most open to the idea of working outside Hong Kong.
• Except for Directors/ VPs/ CEOs, all other careers had a substantial proportion (20% - 25%) hinting at their plan to migrate.
Will consider (net): 43% 52% 42% 39% 48% 50%
100%
90%
80%
48% 52% 50%
70% 57% 58% 61%
60%
50% 6%
3% 4%
40% 3% 25% 2% 12%
19% 2% 18% 21%
30% 18% 20% 22%
18% 20%
20%
34%
27% 27%
10% 22% 20% 19%
0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3797) (n=188) (n=825) (n=1662) (n=928) (n=178)

Attitudes towards working outside Hong Kong for a long term within two years – by work experience
• Those with 0-2 years of work experience are more enthusiastic about working outside Hong Kong for a long period (53%). Specifically, this segment
reflects a higher tendency (23%) to consider seeking job vacancies outside Hong Kong to pave the way for migration.
Will consider (net): 43% 53% 44% 44% 41%

100%
90%
80%
47%
70% 57% 56% 56% 59%
60%
50% 4%
40% 3% 3% 3%
2%
23%
30% 18% 22% 20% 16%
20%
22% 26% 23%

10% 19% 21%
0%
(n=3797) (n=346) (n=447) (n=689) (n=2261)

Consider working outside of Hong Kong
• The most important trigger point is non-work related - “gain greater exposure and broaden horizon” (57%).
• Work-related elements are second-tier drivers, and the key ones are “overseas work experience is valuable for personal development with more career
opportunities” (41%) and “get a higher salary (even for the same position)”(40%).
WORK RELATED TRIGGERS (net) 74%
Overseas working experience is valuable for personal development, more career opportunities 41% 2
Get a higher salary(even for the same position) 40% 3
Overseas working experience offers a better self-fulfillment 26%
To work in a place with a thriving economy with a greater market demand for my job function 18%
Better job security 10%
NON WORK RELATED TRIGGERS (net) 82%
To gain greater exposure and broaden horizon 57% 1
Aspire to live in other countries 31%
Lack of confidence in Hong Kong’s economy 27%
Take this chance to check if I can emigrate and adapt to living in another country 22%
For children to grow up in a better environment 14%
Others 5%
Base : All who will consider working outside Hong Kong (n=847)
Do NOT consider working outside of Hong Kong
• The biggest hurdle that keeps these people from working outside Hong Kong is the “need to live apart from family and friends” (58%).
• The second-tier hurdles cover both work and non-work-related reasons: “need to adapt to different work cultures and lifestyles” (42%) and “need to build
a new social network from scratch” (41%).
WORK RELATED CONCERNS (net) 73%
Need to adapt to different work cultures and lifestyles 42% 2
Lower salary (even for the same position) than in Hong Kong 34%
May need to accept lower rank positions or switch to another job function with a lower pay 30%
Academic qualifications and experience may not be recognized in other regions 28%
It is difficult to find another job if the first job does not work out 17%
NON WORK RELATED CONCERNS (net) 87%
Need to live apart from family and friends 58% 1
Need to build a new social network from scratch 41% 3
Higher cost of living and taxes when working outside Hong Kong 31%
Worry about ethnic discrimination 28%
Not used to living alone in a new place 24%
The children need to re-adjust to a new culture and build a new social network 12%
Others 6%
Base : All who will not consider working outside Hong Kong (n=847)
Qn.17. Thinking about working outside Hong Kong, what is/are your key concern(s)? (You can choose more than one answer) 115
Top three preferred places for working outside of Hong Kong
• Australia (45%) and the United Kingdom (43%) are the top two preferred places, followed by Singapore (34%), Canada (27%), and China (24%).
Asia Pacific (net) 94% European Countries 52% Americas (net) 38% Middle East (net) 4%
➢ Australia 45% ➢ United Kingdom 43% ➢ Canada 27% ➢ Dubai 3%
➢ Singapore cv 34% ➢ Germany 4% ➢ United States of America 15%
➢ China 24% ➢ France 3%
➢ Taiwan 22% ➢ Netherlands 2%
➢ Japan 20% ➢ Switzerland 2%
➢ Macau 10% ➢ Denmark 1%
➢ New Zealand 9%
➢ Malaysia 6%
➢ Thailand 5%
➢ South Korea 3%
➢ Vietnam 3%
➢ Brunei 1%
➢ Bangladesh 1%
➢ Indonesia 1%
➢ Other Districts 2%
Base: All who will consider working outside Hong Kong (n=1631)
Answer with less than 1% mention is not shown 116
Qn.20. Apart from Hong Kong, where do you want to work in the future? Please select your top 3 options from the list.
Top three preferred places for working outside of Hong Kong – by age
• The preferred places selected by more than 20% of the respondents from each segment are summarized below.
• Australia and the United Kingdom are the top two preferred places among respondents aged 45 or below. For those aged above 45, Singapore and
China outweigh the United Kingdom as prime target places.
TOTAL (n=1631)
➢ Australia 45%
➢ United Kingdom 43%
➢ Singapore 34%
➢ Canada 27%
➢ China 24%
➢ Taiwan 22%
➢ Japan 20%
Aged below 25 Aged 26 – 30 Aged 31 – 35 Aged 36 – 40 Aged 41 – 45 Aged 46 – 50 Aged above

(n=185) (n=290) (n=286) (n=318) (n=233) (n=154) 50 (n=162)
United Kingdom 47% United Kingdom 52% Australia 47% Australia 56% Australia 47% Singapore 44% China 42%
Australia 43% Australia 44% United Kingdom 45% United Kingdom 52% United Kingdom 37% Australia 38% Australia 28%
Canada 38% Singapore 36% Singapore 36% Singapore 38% Singapore 31% China 36% United Kingdom 27%
Singapore 25% Canada 36% Canada 25% Canada 26% China 23% United Kingdom 25% Singapore 27%
United States of Taiwan 24% Japan 23% Japan 24% Taiwan 25%
24%
America
Taiwan 22% Japan 23% Taiwan 22% Taiwan 23% Macau 21%
Japan 22% China 23% Canada 21% Canada 20%
Base: All who will consider working outside Hong Kong

Qn.20. Apart from Hong Kong, where do you want to work in the future? Please select your top 3 options from the list. 117
Top three preferred places for working outside of Hong Kong – by career level
• Directors/ VPs/ CEOs select Australia (41%) and Singapore (39%) as the top two preferred places whilst all other levels preferred Australia and the
United Kingdom.
TOTAL (n=1631)
➢ Australia 45%
➢ Singapore 34%
➢ Canada 27%
➢ China 24%
➢ Taiwan 22%
➢ Japan 20%
Fresh Graduate / <1 year Junior Executive / 1 - 4 Supervisor / >5 years Manager Director/ VP/ CEO
(n=97)B years(n=350) (n=645) (n=442) (n=89)
Australia 43% United Kingdom 50% Australia 47% Australia 47% Australia 41%
United Kingdom 40% Australia 40% United Kingdom 43% United Kingdom 41% Singapore 39%
Canada 30% Canada 35% Singapore 37% Singapore 37% United Kingdom 34%
United States of America 26% Singapore 29% Canada 27% China 27% China 29%
China 23% Japan 26% Taiwan 26% Canada 22% Taiwan 20%
Taiwan 22% Taiwan 22% China 24%

Top three preferred places for working outside of Hong Kong – by work experience
• Those with 3-5 years of work experience preferred the United Kingdom and Canada. All other segments consistently preferred Australia and the United
Kingdom.
TOTAL (n=1631)
➢ Australia 45%
➢ Singapore 34%
➢ Canada 27%
➢ China 24%
➢ Taiwan 22%
➢ Japan 20%
0 – 2 years 3 – 5 years 6 – 10 years > 10 years

(n=184) (n=195) (n=304) (n=925)
Australia 45% United Kingdom 53% Australia 47% Australia 46%
United Kingdom 43% Canada 41% United Kingdom 47% United Kingdom 40%
Canada 37% Australia 39% Singapore 33% Singapore 37%
Singapore 24% Singapore 34% Canada 28% China 27%
United States of America 23% Japan 21% Taiwan 24% Taiwan 22%
Taiwan 20% China 22% Canada 22%
Japan 20%

SECTION 9
EMPLOYERS’ COPING POLICIES
Employer’s Coping Policies
Implementation of short to midterm cost-saving policies due to COVID-19 and economic downturn
• Only 20% report that their company has adopted any short- to mid-term cost-saving policies (versus 22% in 2022).
20%
Yes No
80%
Last
Year Base : All working on full time basis (n=3188)
Qn.5d. Due to COVID-19 and the economic downturn, has your company implemented any short to midterm cost-saving policies (e.g. salary reduction or no pay leaves) that affect you?
121
Employer’s Coping Policies
Implementation of short to midterm cost-saving policies due to COVID-19 and economic downturn
• In this round, the top three industries that implement short to midterm cost-saving policies are Travel & Tourism (62%), Mass Transportation (59%), and
Hospitality (53%).
Yes No
100%
80% 38% 41%

47%
65% 68%
73% 78% 78%
60% 80% 80% 81% 83% 83% 85% 85% 85% 86% 86% 86%
87% 87% 88% 89% 90% 90% 91% 93% 82%
100%
40%
62% 59%
53%
20% 35% 32%
27% 22% 22%
20% 20% 19% 17% 17% 15% 15% 15% 14% 14% 14% 18%
13% 13% 12% 11% 10% 10% 9% 7%
0%

Qn.5d. Due to COVID-19 and the economic downturn, has your company implemented any short to midterm cost-saving policies (e.g. salary reduction or no pay leaves) that affect you?
SECTION 10
HYBRID OR REMOTE WORKING
Hybrid or Remote Working
Company’s implementation of hybrid or remote working
• Post-pandemic, companies are moving away from hybrid and remote work models. Recent stats show that only 32% of businesses maintain these
practices, down from 69% in 2022. As organizations adapt to changes in the work landscape, it's crucial to consider employee needs when making
operational decisions.
1%
24% Remote working on a permanent basis
Hybrid or remote working since COVID 19
7%
Hybrid or remote working due to other reasons
68%
No special arrangement, staff goes to their usual

workplace
Last
Year Base : All working on full-time or part-time basis (n=3188)
Qn.11c. Which of the following best describes the working mode of your company?
124
Company’s implementation of hybrid or remote working– by company size
• In comparison, SMEs are more prone to maintain the conventional working mode with staff going to their usual workplace (72%).
• Non-SMEs reflect a higher incidence of implementing hybrid or remote working since COVID-19 (25% versus 19% among SMEs)
Remote working on a permanent basis

Hybrid or remote working since COVID-19
Hybrid or remote working due to other reasons
No special arrangement, staff goes to their usual workplace
100%
90%
80%
70%
68% 66%
72%
60%
50%
40%
30% 7% 8%
7%
20%
24% 19% 25%
10%
1% 2% 1%
0%
Total (n=3295) SME (n=951) Non-SME (n=2337)
Base: All working on a full-time or part-time basis

Qn.11c. Which of the following best describes the working mode of your company? 125
Company’s implementation of hybrid or remote working – by industry
• Several industries have a higher incidence of implementing hybrid or remote working: Management Consultancy/ Service (62%), Banking (54%),
Information & Communications Technology (50%), and Insurance (50%).
Remote working on a permanent basis Hybrid or remote working since COVID-19

Hybrid or remote working due to other reasons No special arrangement, staff goes to their usual workplace
100%
90%
80% 38%
46% 50% 50%
53% 55% 57% 57%
70% 61% 61% 62% 63% 65% 64%
68% 67% 67% 67% 72% 72% 72%
60% 75% 75% 76% 79%
81% 83% 85% 86%
50% 24% 9%
10%
40% 16% 10% 10% 6%
11%
12% 7% 8% 10% 4% 3% 10%
30% 7% 14% 9% 2% 3%
8% 6% 3% 7%
20% 35% 45% 32% 36% 35% 33% 35% 28% 24% 5%
24% 30% 29% 25% 29% 2%
24% 24% 24% 22% 21% 4% 5% 25%
10% 20% 19% 19% 17% 15% 19% 15% 10%
6% 2% 1% 3% 9%
0% 1% 3% 2% 4% 2% 2% 2% 4% 3% 2% 1% 2% 1% 1% 1% 1% 1%

Base : All working on a full-time or part-time basis (n=3295) 126
Qn.11c. Which of the following best describes the working mode of your company?
Personal experience of remote working – by industry
• Among respondents whose company has adopted the hybrid mode, more than three-quarters have experienced this mode personally. In comparison,
respondents from Government & Public Organizations report a lower incidence (69%).
Yes No
100%
8% 9% 9% 12% 13% 14% 14%
90% 15% 15% 16% 16% 17% 18%
23% 24%
31%
80%
70%
60%
50%
92% 91% 91% 88% 87% 86% 86%
40% 85% 85% 84% 84% 83% 82%
77% 76%
69%
30%
20%
10%
0%

Base : All working on a full-time or part-time basis company has adopted hybrid mode or complete remote working mode out of COVID 19 or other reasons (n=1008) 127
Qn.11d. Have you ever encountered any hybrid or remote working?
Employees’ preference for working mode
• In general, employees’ preference for working mode remains the same as last year – 68% prefer hybrid or remote working mode to ‘work at office’
mode.
Prefer hybrid working mode

32%
Prefer working at office
68%
Last
Year Base: All respondents (n=3797)
Qn.11e. Do you like or prefer hybrid working? Please answer the questions about the hybrid or remote working situation in your current company or share your own opinion if you never experienced that.
128
Employees’ preference for working mode– by employment status
• The preference level is similar across different employment statuses.
Prefer hybrid working Prefer working at office
100%
90%
32% 33% 29%
80% 35%
70%
60% Base: All respondents
50%
40%
68% 67% 71%
30% 65%
20%
10%
0%
Total All working on All working on All unemployed
(n=3797) full-time basis part-time / freelance basis but are job seeking
(n=3188) (n=174) (n=420)

Qn.11e. Do you like or prefer hybrid working? Please answer the questions about the hybrid or remote working situation in your current company or share your own opinion if you never experienced that. 129
Employees’ preference for working mode – by age
• Employees aged below 40 indicate a stronger preference for hybrid working (72% - 76%) than the older segments.
100%
90% 24%
25% 28% 28%
32%
80% 39%
45% 46%
70%
60%
50%
40% 76% cv
75% 72% 72%
68%
30% 61%
55% 54%
20%
10%
0%
(n=3797) (n=394) (n=614) (n=670) (n=742) (n=506) (n=423) (n=442)

Employees’ preference for working mode – by career level
• Fresh graduates/ with less than 1 year of work experience (74%) and Junior Executives/ with 1-4 years of work experience (71%) are relatively more in
favor of hybrid working.
• The preference for hybrid working slightly declines with career levels.
100%
90%
26% 29%
32% 34% 34% 33%
80%
70%
60%
50%
40%
74% 71%
68% 66% 66% 67%
30%
20%
10%
0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3797) (n=188) (n=825) (n=1662) (n=928) (n=178)

Employees’ preference for working mode – by work experience
• Employees with shorter work experience show a stronger preference for hybrid working mode (75% - 76%).
100%
90% 24%
25% 30%
32% 36%
80%
70%
60%
50%
40% cv 76%
75% 70%
68% 64%
30%
20%
10%
0%
(n=3797) (n=346) (n=447) (n=689) (n=2261)

Perceived benefits of a hybrid working implementation
• Two biggest benefits of hybrid working are “reduced transportation time” (78%) and “better time management at my own place” (50%).
Reduced transportation time 78%
Have better time management at my own place 50%
A less stressful environment would improve working performance 32%
Improve efficiency and productivity 32%
Hybrid working is a part of the company’s benefit 29%
Reduce social contact during the pandemic 20%
More flexible in scheduling meeting dates and times 19%
Prevent over-time work 13%
Others 3%
Base : All who prefer “hybrid working mode” (n=2566)

Qn.11f. What are the benefits of hybrid working? (You can choose up to 3 options) 133
Perceived benefits of hybrid working implementation – by employment status
• “Reduced transportation time” and “better time management at my own place” are key perceived benefits regardless of employment status.
All working on a full- All working on part- All unemployed but

Total
n=2566 n=2142 n=113 n=299
Reduced transportation time 78% 1 81% 1 68% 1 64% 1
Have better time management at my own place 50% 2 50% 2 57% 2 46% 2
A less stressful environment would improve working

32% 31% 29% 44%
performance
Improve efficiency and productivity 32% 30% 40% 38%
Hybrid working is a part of the company’s benefit 29% 30% 23% 29%
Reduce social contact during the pandemic 20% 21% 19% 17%
More flexible in scheduling meeting dates and times 19% 17% 23% 25%
Prevent over-time work 13% 13% 11% 14%
Others 3% 2% 4% 2%
Base: All who prefer “hybrid working mode”

Perceived benefits of hybrid working implementation - by age
• The same top two benefits apply to different age segments. Those aged below 25 and aged 41–45 feel more positive about better work performance in
a less stressful environment (40%)

below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
n=2566 n=295 n=470 n=481 n=536 n=310 n=234 n=238
Reduce transportation time 78% 21 75% 1 78% 1 80% 1 83% 1 80% 1 73% 1 74% 1
Have better time management at my own place 50% 2 57% 2 50% 2 52% 2 48% 2 45% 2 51% 2 45% 2
A less stressful environment would improve working performance 32% 40% 36% 30% 26% 30% 39% 30%
Improve efficiency and productivity 32% 31% 30% 37% 29% 28% 33% 32%
Hybrid working is a part of the company’s benefit 29% 29% 33% 34% 32% 24% 20% 24%
Reduce social contact during the pandemic 20% 10% 13% 16% 23% 32% 26% 29%
More flexible in scheduling meeting dates and times 19% 21% 17% 15% 17% 23% 21% 22%
Prevent over-time work 13% 21% 16% 12% 9% 14% 11% 11%
Others 3% 1% 2% 4% 3% 2% 3% 1%

Perceived benefits of hybrid working implementation – by career level
• All career levels perceive the same prime benefit “reduce transportation time”.
• The second perceived benefit “better time management at my own place” is consistent across most segments but the Directors/ VPs/ CEOs value more about
improving efficiency and productivity (42%). The fresh graduates/ with less than 1 year of work experience also treasure that “a less stressful environment would
improve working performance” (42%).

Total Manager
<1 Year 1-4 Year 5 Year+ CEO
n=2566 n=139 n=589 n=1095 n=612 n=119
Reduce transportation time 78% 1 74% 1 76% 1 80% 1 79% 1 80% 1
Have better time management at my own place 50% 2 52% 2 51% 2 49% 2 52% 2 37%

32% 42% 33% 35% 26% 17%
performance
Improve efficiency and productivity 32% 30% 31% 30% 33% 42% 2
Hybrid working is a part of the company’s benefit 29% 31% 30% 27% 33% 26%
Reduce social contact during the pandemic 20% 10% 16% 24% 20% 17%
More flexible in scheduling meeting dates and times 19% 24% 16% 15% 23% 31%
Prevent over-time work 13% 21% 17% 12% 10% 9%
Others 3% 2% 2% 3% 2% 1%

Perceived benefits of hybrid working implementation– by work experience
• Respondents of different work experiences share the same top two benefits.
• Those with 0-2 years of work experience also value that “a less stressful environment would improve working performance” (39%).
n=2566 n=260 n=339 n=480 n=1447
Reduce transportation time 78% 1 78% 1 77% 1 78% 1 80% 1
Have better time management at my own place 50% 2 56% 2 47% 2 50% 2 50% 2

32% 39% 35% 33% 30%
performance
Improve efficiency and productivity 32% 30% 32% 34% 31%
Hybrid working is a part of the company’s benefit 29% 28% 33% 34% 27%
Reduce social contact during the pandemic 20% 12% 11% 18% 25%
More flexible in scheduling meeting dates and times 19% 21% 17% 15% 20%
Prevent over-time work 13% 21% 18% 13% 10%
Others 3% 1% 2% 3% 3%

The reason for preferring work at the office
• Respondents who prefer “working at the office” are pushed by three shortcomings of the hybrid working mode: “affect efficiency and productivity”
(58%), “hard to find a suitable environment that allows concentration to work” (50%) and “less time to build better teamwork” (43%).
Affect efficiency and productivity 58%
Hard to find a suitable environment that allows concentration to work 50%
Reduce the time to build better teamwork 43%
Overtime working 31%
Internet unstable and lack of support with digital tools 19%
Burden the workload due to extra materials needed to facilitate the virtual meeting 17%
It's just a norm after a pandemic, with no big impact on me 14%
Digital Burnout 13%
Others 6%
Base : All who prefer “working at the office” (n=1231)

Qn.11g. Why do you prefer “working at the office” instead of “hybrid working”? (You can choose up to 3 options) 138
The reason for preferring work at the office – by employment status
• Rationales behind the preference for “working at the office” are consistent across different employment statuses.
All working on a full- All working on part- All unemployed but

Total
n=1231 n=1046 n=61 n=121
Affect efficiency and productivity 58% 1 60% 1 49% 1 53% 1
Hard to find a suitable environment that allows concentration to work 50% 2 50% 2 50% 2 48% 2
Reduce the time to build better teamwork 43% 3 43% 3 39% 3 44% 3
Overtime working 31% 32% 23% 23%
Internet unstable and lack of support with digital tools 19% 18% 18% 21%
Burden the workload due to extra materials needed to facilitate the

17% 16% 24% 23%
virtual meeting
It's just a norm after a pandemic, with no big impact on me 14% 14% 15% 14%
Digital Burnout 13% 14% 9% 10%
Others 6% 5% 12% 12%
Base: All who prefer “working at the office”

The reason for preferring work at the office – by age
• Different age segments share the same three key rationales behind their preferred working mode.
Aged Aged Aged Aged Aged Aged Above

Total
below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
n=1231 n=99 n=144 n=189 n=206 n=196 n=189 n=204
Affect efficiency and productivity 58% 1 57% 1 58% 1 56% 1 51% 2 64% 1 64% 1 59% 1
Hard to find a suitable environment that allows concentration to

50% 2 50% 2 48% 2 48% 2 63% 1 52% 2 41% 3 44% 3
work
Reduce the time to build better teamwork 43% 3 39% 3 43% 3 38% 3 41% 3 43% 3 43% 2 51% 2
Overtime working 31% 26% 33% 31% 37% 31% 30% 25%
Internet unstable and lack of support with digital tools 19% 21% 24% 19% 15% 15% 23% 15%
Burden the workload due to extra materials needed to facilitate the

17% 18% 13% 12% 19% 17% 18% 18%
virtual meeting
It's just a norm after a pandemic, with no big impact on me 14% 20% 13% 14% 14% 12% 15% 15%
Digital Burnout 13% 14% 19% 18% 14% 7% 11% 11%
Others 6% 8% 6% 8% 6% 8% 6% 4%

The reason for preferring work at the office – by career level
• While the same top three reasons apply to all career levels, the Directors/ VPs/ CEOs feel stronger impacts on efficiency and productivity (83%) and the
reduced time in building teamwork (75%).

Total Manager
<1 Year 1-4 Year 5 Year+ CEO
n=1231 n=49 n=236 n=567 n=316 n=59
Affect efficiency and productivity 58% 1 50% 2 56% 1 55% 1 63% 1 83% 1
Hard to find a suitable environment that allows concentration

50% 2 63% 1 44% 2 49% 2 52% 3 53% 3
to work
Reduce the time to build better teamwork 43% 3 43% 3 35% 3 37% 3 54% 2 75% 2
Overtime working 31% 26% 30% 35% 27% 17%
Internet unstable and lack of support with digital tools 19% 29% 20% 19% 16% 8%
Burden the workload due to extra materials needed to facilitate

17% 22% 12% 19% 16% 13%
the virtual meeting
It's just a norm after a pandemic, with no big impact on me 14% 21% 16% 15% 13% 6%
Digital Burnout 13% 11% 14% 13% 13% 11%
Others 6% 3% 11% 6% 5% 6%

The reason for preferring work at the office – by work experience
• The reasons behind preference for “working at the office” are consistent across respondents of different work experiences.
n=1231 n=86 n=108 n=209 n=814
Affect efficiency and productivity 58% 1 61% 1 56% 1 52% 1 60% 1
Hard to find a suitable environment that allows concentration

50% 2 49% 2 49% 2 48% 2 50% 2
to work
Reduce the time to build better teamwork 43% 3 36% 3 33% 3 42% 3 45% 3
Overtime working 31% 28% 26% 33% 31%
Internet unstable and lack of support with digital tools 19% 23% 18% 24% 17%
Burden the workload due to extra materials needed to facilitate

17% 17% 19% 13% 17%
the virtual meeting
It's just a norm after a pandemic, with no big impact on me 14% 26% 13% 13% 14%
Digital Burnout 13% 16% 15% 18% 11%
Others 6% 5% 13% 7% 6%

SECTION 11
BASIC MONTHLY CHANGE IN
2023 – BY JOB TITLES
Basic Salary Change in 2023
Percentage of Monthly Salary Adjustment in 2023

Accounting – by Job Position
Overall adjustment in Accounting: 3.7%
10.6%
10%
8%
6.9%
6% 5.7%
5.3%
5.0%
4.3% 4.1%
4% 3.4% 3.4%
2.9% 3.0% 3.0% 2.9% 3.1%
2.8% 2.8%
1.9% 1.8%
2% 1.6% 1.6%
0%
Account Senior Accounts Assistant Accountant Senior Account Senior Assistant Account Senior Account & Assistant Finance Senior Audit Auditor Senior Audit Financial
Clerk / Account Supervisor Accountant Accountant Officer Account Account Manager Account Finance Finance Manager Finance Junior Auditor Manager Controller
Assistant Clerk Officer Manager Manager Manager Manager Manager
Job position with < 4 respondents is not shown

Base: All working on full-time basis currently (unweighted) 144
Question : Q5b1/5b2
Average Monthly Salary 2023

Accounting – by Job Position
$90K
81K
$80K
71K
$70K
$60K 56K
53K
50K 51K
$50K
44K
41K
$40K 36K 36K 34K
29K 29K
$30K 26K 25K
25K 23K
19K
$20K 17K 16K
$10K
$0K Account Senior Senior Assistant Senior Account & Assistant Senior
Job Accounts Assistant Senior Account Account Finance Senior Audit Financial
Function Clerk / Account Accountant Account Account Account Finance Finance Finance Audit Junior Auditor
Supervisor Accountant Accountant Officer Manager Manager Auditor Manager Controller
Average Assistant Clerk Officer Manager Manager Manager Manager Manager
36336 17097 19440 25558 24710 29063 35768 23228 28889 35897 43513 50125 51000 41420 52756 70587 16250 25450 34303 55597 81213

Question : Q4/4a

Admin & HR – by Job Position
Overall adjustment in Admin & HR : 4.1%
8%
7.4%
7% 6.7%
6.1%
5.9%
6% 5.6%
5.3% 5.4%
5.2%
4.9%
5% 4.6%
4.2%
4.0%
4% 3.8%
3.2%
3%
2.5%
1.9%
2%
1.3%
1.1%
0.9% 0.9%
1%
0.5%
0.0%
0% Secretary / Personal Senior Executive Receptionist Office Assistant HR / Admin HR / Admin Executive Assistant HR HR / Admin Senior HR / Assistant HR Assistant HR Admin & HR Administrator Assistant Admin HR Manager HR Director Training
Admin Assistant / Secretary Secretary Assistant Clerk Clerk Assistant Officer / Admin Officer Admin Officer Manager & Admin Manager Admin Manager Officer
Secretary Executive officer Manager Manager
Assistant

Question : Q5b1/5b2

Admin & HR – by Job Position
$90K
82K
$80K
69K
$70K
$60K 57K
$50K
45K
40K 42K
$40K 37K 38K
34K 33K
30K 31K 31K
$30K 28K
25K
23K 21K 23K 22K
17K 19K
$20K 16K 16K
15K
$10K
$0KJob
Function Personal
Secretary / Assistant HR Assistant HR Senior HR & Assistant
Average Assistant / Senior Executive Office Assistant HR / Admin HR / Admin Executive HR / Admin Senior HR / Assistant HR Admin & HR Admin Senior HR Training
Admin Receptionist / Admin & Admin Admin Administrator Admin HR Manager HR Director
Executive Secretary Secretary Assistant Clerk Clerk Assistant Officer Officer Admin Officer Manager Manager Manager Manager Officer
Secretary officer Manager Manager Manager
Assistant
29287 22666 29932 31301 33756 17279 15042 15629 15685 18997 36779 21389 23065 27785 38483 32923 40227 56685 25220 30911 41737 45379 69475 81750 21833

Question : Q4/4a

Analytics – by Job Position
Overall adjustment in Analytics: 9.5%
18%
16.5%
15.8%
16%
14%
12%
10.4%
10%
8%
6%
4.1%
4%
2%
0%
Business / Data Analyst Senior Business / Data Analyst Business Analysis Manager Financial Analyst

Question : Q5b1/5b2

Analytics – by Job Position
$90K
$80K
$70K
$60K
58K
$50K
$40K
33K
30K 31K
$30K
$20K
$10K
$0K
Job
Function
Business / Data Analyst Senior Business / Data Analyst Business Analysis Manager Financial Analyst
Average
38308 29880 32850 58383 30875

Question : Q4/4a

Banking – by Job Position
Overall adjustment in Banking: 6.1%
18%
16%
14%
12% 11.0%
10% 9.0%
8.0% 8.0% 8.3%
8% 7.4%
5.8% 5.6%
6% 5.0%
3.9% 3.8%
4% 3.4%
2.8%
2% 1.2%
0%
Bank Teller / Operations Assistant Operations Risk Credit / Loan RM Client Relationship Product Senior Project Project AML
Clerk Officer Operations Manager Manager Officer Assistant Service Manager Manager Product Officer Manager Manager
Manager Officer Manager

Question : Q5b1/5b2

Banking – by Job Position
$90K 86K
$80K
$70K
60K
$60K
55K
50K
$50K 46K
44K
39K 39K 38K
$40K
34K
$30K
24K
22K
20K
$20K
$10K
$0K
Assistant Senior
Bank Teller / Operations Operations Credit / Loan Client Service Relationship Product Project Project
Job Function Operations Risk Manager Product AML Manager
Average Clerk Officer Manager Manager Officer Manager Manager Officer Manager
Manager Manager
41129 20200 23998 34333 38644 50075 43560 22031 45800 38892 85600 37750 59833 55152

Question : Q4/4a

Finance – by Job Position
Overall adjustment in Finance: 1.9%
5%
4%
3.5%
3%
2.2%
2.0%
2%
1%
0.5%
0%
-1%
-1.3%
-2%
Operations Officer Operations Manager Credit / Loan Manager Client Service Officer Responsible Officer

Question : Q5b1/5b2

Finance – by Job Position
$90K
81K
$80K
$70K
60K
$60K
55K
$50K 48K
$40K
35K 35K
32K
$30K
$20K
$10K
$0K
Job Corporate Finance
Operations Officer Operations Manager Credit / Loan Manager Client Service Officer Asset Manager Responsible Officer
Function Manager
Average
44486 35167 47571 34638 31693 54500 81000 60000

Question : Q4/4a

Insurance – by Job Position
Overall adjustment in Insurance: 4.9%
10%
9% 8.7%
8%
7%
6%
5.0%
5%
4%
3% 2.5%
2%
1%
0%
Insurance Clerk Underwriter Policy Servicing Officer

Question : Q5b1/5b2

Insurance – by Job Position
$90K
$80K
$70K
$60K
$50K
42K
$40K 37K
$30K 27K
23K
$20K
$10K
$0K
Job Insurance Agent / Sales / Financial Planner /
Insurance Clerk Underwriter Policy Servicing Officer
Function Wealth Management Manager
Average
36430 22737 36940 41700 26571

Question : Q4/4a

Building & Construction – by Job Position
Overall adjustment in Building & Construction: 5.5%
12% 11.7%
10.5%
10% 9.7%
8.1%
8%
6% 5.5%
5.0% 5.1%
4.0% 4.0%
4%
2.9% 2.7%
2%
0%
Draftsman Project Assistant Project Project Manager Senior Project Assistant Quantity Senior Quantity Assistant Safety Officer Site Coordinator
Coordinator / Manager Manager Quantity Surveyor Surveyor Quantity
Officer Surveyor Surveying
Manager

Question : Q5b1/5b2

Building & Construction – by Job Position
$90K
80K
$80K 77K
$70K 67K
$60K 56K
53K 53K 52K
$50K 48K
38K 39K
$40K
35K
$30K
20K 22K
$20K
$10K
$0K
Assistant
Project Assistant Assistant Senior Quantity
Project Senior Project Quantity Quantity Site Senior Clerk
Job Coordinator / Project Quantity Quantity Surveying Safety Officer Site Clerk
Manager Manager Surveyor Surveying Coordinator of Works
Function Officer Manager Surveyor Surveyor Manager
Average Manager
44778 34775 52733 53044 80300 20365 38250 55600 52000 77125 39291 21700 47500 67000

Question : Q4/4a

Engineering – by Job Position
Overall adjustment in Engineering: 5.0%
10%
9%
8%
7.0%
7%
6.3%
6.0% 6.0%
6% 5.4%
5.0%
5% 4.5% 4.4%
4% 3.8%
2.9% 2.9% 2.9%
3% 2.4%
2%
1% 0.8%
0%
Management Draftsman Technical Technician Technical Inspector Technical Assistant Project Engineer Senior Assistant Engineering Project
Trainee / Assistant Officer Manager Engineer Engineer Engineer Engineering Manager Manager
Graduate Manager
Trainee

Question : Q5b1/5b2

Engineering – by Job Position
$60K 58K
55K
53K 52K
$50K
43K
40K
$40K 37K
35K
$30K
24K 24K
21K 20K 20K 20K
$20K
$10K
$0K
Management
Assistant
Trainee / Technical Technical Technical Assistant Project Senior Engineering Project
Job Draftsman Technician Inspector Engineer Engineering
Function Graduate Assistant Officer Manager Engineer Engineer Engineer Manager Manager
Manager
Average Trainee
37202 20791 20350 20033 20318 24349 39625 58250 24322 37075 34670 42899 52913 54533 52078

Question : Q4/4a

Customer Services – by Job Position
Overall adjustment in Customer Services: 4.2%

9.7%
9%
7.3%
7%
5.6%
5%
3%
1.8%
1.5%
1%
-1%
-3%
-3.7%
-5%
Customer Service Assistant Customer Service Officer / Customer Service Supervisor Senior Customer Service Assistant Customer Customer Relationship
Executive / Representative Officer / Executive / Relationship Manager / Manager / Customer
Representative Assistant Customer Experience Experience Manager
Manager

Question : Q5b1/5b2

Customer Services – by Job Position
$60K
$50K 48K
$40K
31K
$30K 27K
26K
21K
$20K
17K
$10K
$0K
Assistant Customer
Senior Customer Service Customer Relationship
Customer Service Officer / Relationship Manager /
Job Customer Service Assistant Customer Service Supervisor Officer / Executive / Manager / Customer
Executive / Representative Assistant Customer
Function Representative Experience Manager
Average Experience Manager
24706 16619 20577 26079 27209 30658 47505

Question : Q4/4a

Corporate Sales and Business Development – by Job Position
Overall adjustment in Corporate Sales and Business Development: 2.8%
9% 8.5%
7%
5%
3.9% 4.1%
3.1%
3% 2.5%
1.6% 1.5%
1%
-1% -0.4%
Sales Executive / Sales Senior Sales Executive Assistant Sales Sales Manager / Senior Sales Manager / Sales Director / Business Development Senior Business
Officer / Sales / Senior Account Manager / Assistant Account Manager Senior Account Account Director Manager Development Manager
Coordinator / Account Executive / Senior Account Manager Manager
Executive / Account Account Officer
Officer

Question : Q5b1/5b2

Corporate Sales and Business Development – by Job Position
$110K 104K
$100K
$90K
$80K
73K
$70K
$60K 54K
$50K
41K
$40K
38K
30K 29K
$30K 24K
$20K
$10K
$0K
Sales Executive /
Senior Sales Executive
Sales Officer / Sales Assistant Sales Senior Sales Manager
/ Senior Account Sales Manager / Sales Director / Business Development Senior Business
Coordinator / Account Manager / Assistant / Senior Account
Job Executive / Senior Account Manager Account Director Manager Development Manager
Executive / Account Account Manager Manager
Function Account Officer
Average Officer
41873 24195 30290 28624 37961 73400 103850 40843 54260

Question : Q4/4a

Retail Sales – by Job Position
Overall adjustment in Retail Sales: 1.1%
5% 4.5%
3.3% 3.5%
3%
1% 0.5%
-1%
-3%
-2.9%
-3.5%
-5%
Retail Sales Assistant Retail Sales Associate / Shop Senior Retail Sales Associate Assistant Store Manager Store Manager Retail Operations Manager
Sales

Question : Q5b1/5b2

Retail Sales – by Job Position
$60K
$50K
40K
$40K
29K
$30K
21K 22K
$20K 18K
15K
$10K
$0K
Job Retail Sales Associate / Shop
Retail Sales Assistant Senior Retail Sales Associate Assistant Store Manager Store Manager Retail Operations Manager
Function Sales
Average
23919 14860 18103 21375 21688 29229 40411

Question : Q4/4a

Medical Services – by Job Position
Overall adjustment in Medical Services: 2.0%
6%
5%
4.4%
4%
3% 2.8%
2%
1% 0.8%
0%
Clinical Nurse / Assistant, Physician Assistant Enrolled Nurse Registered Nurse

Question : Q5b1/5b2

Medical Services – by Job Position
$60K
$50K
41K
$40K
$30K
$20K 18K 18K
$10K
$0K
Job
Function
Clinical Nurse / Assistant, Physician Assistant Enrolled Nurse Registered Nurse
Average
33336 18333 18200 40500

Question : Q4/4a

Design – by Job Position
Overall adjustment in Design: 3.3%
6%
5.3%
5%
4.5%
4% 3.9%
3.3%
3% 2.8%
2.5%
2%
1.4%
1%
0%
Graphic / Web / Senior Graphic Designer Designer Senior Designer Senior Product Designer Interior Designer Design Manager
Multimedia Designer

Question : Q5b1/5b2

Design – by Job Position
$60K
$50K
$40K 38K 39K

36K
33K
$30K
24K
23K
20K
$20K
$10K
$0K
Graphic / Web /
Job Senior Graphic Designer Designer Senior Designer Senior Product Designer Interior Designer Design Manager
Function
Multimedia Designer
Average
29916 20411 24417 22600 33129 35750 38188 38917

Question : Q4/4a

Digital Marketing, E-commerce & Social Media – by Job Position
Overall adjustment in Digital Marketing, E-commerce & Social Media: 6.3%
10%
9.3%
9%
8.1%
8% 7.5%
7%
6% 5.7%
5%
4%
3%
2%
1.1%
1%
0%
Digital Marketing Officer Senior Digital Marketing Officer Digital Marketing Manager E-commerce Executive / Officer E-commerce Manager

Question : Q5b1/5b2

Digital Marketing, E-commerce & Social Media – by Job Position
$60K
$50K
44K
40K
$40K
$30K 27K
26K
20K
$20K 17K 18K
$10K
$0K
Job Senior Digital Marketing Assistant Digital E-commerce Executive /
Digital Marketing Officer Digital Marketing Manager E-commerce Assistant E-commerce Manager
Function Officer Marketing Manager Officer
Average
29489 20450 26275 26900 39620 17188 17900 44292

Question : Q4/4a

Marketing & Branding – by Job Position
Overall adjustment in Marketing & Branding: 6.3%
10% 9.7%
9% 8.6%
8%
7.3%
7%
6% 5.6%
5% 4.4% 4.3%
4%
2.8%
3%
2%
1%
0%
Marketing Executive / Senior Marketing Executive Assistant Marketing Marketing Manager Senior Marketing Manager Brand Manager Marketing Director
Officer / Officer Manager

Question : Q5b1/5b2

Marketing & Branding – by Job Position
$100K
93K
$90K
$80K
$70K
$60K
50K
$50K 46K
43K
$40K
34K
$30K 25K
23K
$20K 16K
$10K
$0K
Job Marketing Executive / Senior Marketing Assistant Marketing Senior Marketing
Marketing Coordinator Marketing Manager Brand Manager Marketing Director
Function Officer Executive / Officer Manager Manager
Average
37846 15895 23015 24960 33507 42773 50375 46200 93167

Question : Q4/4a

Public Relations & Corporate Affairs – by Job Position
Overall adjustment in Public Relations & Corporate Affairs: 5.7%
10%
9% 8.6%
8%
7%
6%
5% 4.4%
4%
3.3%
3%
1.8%
2%
1%
0%
Public Relations Executive / Officer Corporate Communications Officer Assistant Corporate Communication Manager Corporate Communication Manager

Question : Q5b1/5b2

Public Relations & Corporate Affairs – by Job Position
$60K
52K
$50K
41K
$40K
$30K 28K
23K
$20K
$10K
$0K
Job
Function
Public Relations Executive / Officer Corporate Communications Officer Assistant Corporate Communication Manager Corporate Communication Manager
Average
34043 23286 27548 40650 52020

Question : Q4/4a

Media & Advertising – by Job Position
Overall adjustment in Media & Advertising: 2.8%
5%
4%
3%
2.6%
2%
1%
0%
Account Manager

Question : Q5b1/5b2

Media & Advertising – by Job Position
$40K
34K
$30K
20K
$20K
$10K
$0K
Job
Function
Editor Account Manager
Average
24396 20000 34300

Question : Q4/4a

Education – by Job Position
Overall adjustment in Education: 3.7%
13%
11.0%
11%
9%
7%
5.8% 5.8%
5% 4.6%
3.5%
2.7% 2.9%
3%
1%
-1%
-3%
-2.7%
-5%
Teaching Assistant / Teacher Lecturer Tutor at Student Affairs Program Project / Program Education
Vice Teacher Tutorial School Officer Coordinator Officer Consultant

Question : Q5b1/5b2

Education – by Job Position
$60K
50K
$50K
42K
$40K
34K
$30K
26K 25K
24K
21K 21K
$20K
$10K
$0K
Teaching Assistant / Tutor at Tutorial Project / Program

Job Teacher Lecturer Student Affairs Officer Program Coordinator Education Consultant
Function
Vice Teacher School Officer
Average
33545 21386 41746 50310 23750 25700 25200 34143 20500

Question : Q4/4a

Food and Beverage – by Job Position
Overall adjustment in Food and Beverage: 0.7%
10%
8%
6%
4%
2.6%
2%
0%
-2%
-4%
-6%
-6.8%
-8%
Waiter / Server Chef

Question : Q5b1/5b2

Food and Beverage – by Job Position
$40K
$30K
22K
20K
$20K
$10K
$0K
Job
Function
Waiter / Server Chef
Average
23346 19544 22375

Question : Q4/4a

Information Technology – by Job Position
20% Overall adjustment in Information Technology: 7.3%
18% 17.3%
16% 15.5%
13.7%
14%
12% 11.2% 11.5%

10.5%
9.5% 9.9%
10% 9.3% 9.4%
8.2% 8.5%
8% 7.4%
6.7% 6.8%
6.1% 6.1%
6% 5.0% 4.7%
4% 3.4% 3.5%
2.2%
1.4% 1.7%
2%
0.6%
0% Technical IT Security System Network Senior IT Developer UI / UX Programmer Analyst Senior Quality System Senior System Project Senior Project IT Officer Senior IT Assistant IT IT Manager IT Specialist IT Architect IT IT Director
Supp / IT Manager Engineer Engineer Engineer Designer Programmer Analyst Assurance Analyst System Architect Executive Project Manager Officer Manager Consultant
Supp / Programmer Analyst Analyst Officer
System
Admin / IT
Admin /
Systems
Supp

Question : Q5b1/5b2

Information Technology – by Job Position
$90K 89K
$80K
$70K
63K
$60K 57K 58K 58K 58K
52K
50K 49K
$50K 46K
41K
39K
$40K 36K 35K
31K 32K 32K 32K 32K
30K
$30K 28K 27K
24K 23K
$20K 17K
$10K
$0K
Technical
Support / IT
Support /
Senior Quality Senior
IT System IT Security System Network Senior IT UI / UX Analyst System System Project Project Senior IT Assistant IT
Developer Programmer Analyst Assurance Project IT Officer IT Manager IT Specialist IT Architect IT Consultant IT Director
Job Assistant Admin / IT Manager Engineer Engineer Engineer Designer Programmer
Programmer Analyst
Analyst Architect Executive
Officer
Manager Officer Manager
Function Admin /
Systems
Average
Support
43296 17175 29524 57250 30912 39100 50000 27600 31500 24028 32156 45750 35786 52481 63497 22900 31768 57513 26750 34700 49154 58279 32417 57675 41250 89417

Question : Q4/4a

General Management – by Job Position
Overall adjustment in General Management: 2.1%
5.5%
4.8%
5%
3%
2.1% 1.9%
1%
0.2%
-1%
-2.1%
-3%
-5%
Assistant Manager Manager Operation Manager Senior Manager General Manager Director

Question : Q5b1/5b2

General Management – by Job Position
$90K
$80K
$70K 66K 68K
59K
$60K
$50K
41K 40K
$40K
34K
$30K
$20K
$10K
$0K
Job
Function
Assistant Manager Manager Operation Manager Senior Manager General Manager Director
Average
59175 33800 41250 39644 58600 66394 68104

Question : Q4/4a

Legal/ Compliance – by Job Position
Overall adjustment in Legal/ Compliance: 5.6%
12%
11.0%
10%
8.0% 8.1%
8%
6%
4.0%
4%
2%
1.0%
0%
Company Secretarial Officer Company Secretarial Manager Legal Assistant Legal Executive / Paralegal Legal Secretary

Question : Q5b1/5b2

Legal/ Compliance – by Job Position
$60K
$50K
43K
$40K
35K 34K
$30K 27K 27K
19K
$20K
$10K
$0K
Job Senior Company Secretarial
Company Secretarial Officer Company Secretarial Manager Legal Assistant Legal Executive / Paralegal Legal Secretary
Function Officer
Average
40694 34825 34395 42643 27000 27347 19300

Question : Q4/4a

Manufacturing – by Job Position
Overall adjustment in Manufacturing: 0.8%

6.9%
7%
6%
5%
4%
3.0%
3%
2%
1%
0%
-1%
-2%
-1.8%
-3%
Quality Control / Assurance Manager Project Manager Technical Manager

Question : Q5b1/5b2

Manufacturing – by Job Position
$90K
$80K
$70K 68K
$60K
$50K 47K
$40K
35K
$30K
$20K
$10K
$0K
Job
Function
Project Manager Technical Manager Operations Manager
Average
37152 34500 47250 68125

Question : Q4/4a

Merchandising & Purchasing – by Job Position
Overall adjustment in Merchandising & Purchasing: 3.7%

12.8%
12%
10%
7.9%
8%
6% 5.7% 5.5%
4.7%
4.0%
4% 3.3%
2% 1.5%
0%
Assistant Merchandiser Merchandiser / Senior Merchandiser Assistant Merchandising Procurement Executive Procurement Manager Buyer
Purchasing Officer Merchandising Manager
Manager

Question : Q5b1/5b2

Merchandising & Purchasing – by Job Position
$60K
$50K
46K
44K 44K
$40K
33K
29K 29K
$30K
25K
22K
$20K
16K
$10K
$0K
Assistant
Job Assistant Merchandiser / Senior Merchandising Purchasing Procurement Procurement
Merchandising Buyer
Function Merchandiser Purchasing Officer Merchandiser Manager Manager Executive Manager
Average Manager
31413 16171 21992 29269 33054 43871 43600 28750 45920 25468

Question : Q4/4a

Property/ Real Estate – by Job Position
Overall adjustment in Property / Real Estate: 4.3%
9%
7.9%
7.3%
7%
5.5%
5.0% 4.8%
5% 4.2%
3.5%
3%
1.4%
0.9%
1%
-1%
-3%
-5%
-4.9%
-7%
Property Clerk / Property Officer / Senior Property Assistant Property Property Leasing Security Security Facilities Maintenance
Estate Assistant Estate Officer Officer / Senior Manager / Manager / Estate Manager Guard Supervisor Manager Officer
Estate Officer Assistant Estate Manager
Manager

Question : Q5b1/5b2

Property/ Real Estate – by Job Position
$60K 57K
49K
$50K
46K
$40K
32K 33K
31K
$30K 28K
22K
21K
$20K
16K 15K
$10K
$0K
Assistant
Senior Property Property Property
Property Clerk / Property Officer Leasing Security Facilities Maintenance Operation
Officer / Senior Manager / Manager / Security Guard
Job Estate Assistant / Estate Officer Manager Supervisor Manager Officer Manager
Function
Estate Officer Assistant Estate Estate Manager
Average Manager
32849 15757 22235 27673 32143 49031 45833 15216 20788 56688 30852 33000

Question : Q4/4a

Public/ Civil/ Social Services – by Job Position
Overall adjustment in Public/ Civil/ Social Services: 5.5%
11.8%
12% 11.3%
10%
8%
6%
4.6%
4.0%
4% 3.4%
2.7% 2.9%
1.9%
2%
0%
Assistant Officer Officer Executive Officer Programme Assistant Project Officer / Manager Social Worker Inspector
Coordinator

Question : Q5b1/5b2

Public/ Civil/ Social Services – by Job Position
$60K
49K 50K
$50K
$40K
34K
30K
$30K
23K 23K
21K
$20K
15K
$10K
$0K
Job Project Officer /
Function Assistant Officer Officer Executive Officer Programme Assistant Manager Social Worker Inspector
Average Coordinator
30921 21050 22684 30136 15075 23375 48968 33944 49715

Question : Q4/4a

Sciences, Lab, R&D – by Job Position
Overall adjustment in Sciences, Lab, R&D: 4.3%
10.0%
10%
8%
6.1%
6%
3.8%
4%
1.8%
2%
0%
Chemist Assistant Quality Assurance Manager Technical Manager R&D Manager

Question : Q5b1/5b2

Sciences, Lab, R&D – by Job Position
$60K
52K
$50K
47K
$40K
31K
$30K
$20K
$10K
$0K
Job
Function
Assistant Quality Assurance Manager Technical Manager R&D Manager
Average
35530 31458 51500 46571

Question : Q4/4a

Transportation & Logistics – by Job Position
Overall adjustment in Transportation & Logistics: 1.7%

4.6% 4.3%
4%
2.8%
2.0% 1.8% 2.1%
2%
0.5%
0%
-0.3%
-2%
-2.6%
-4% -3.1%
-6%
-8%
-8.0%
-10%
Logistics / Logistics / Senior Logistics Logistics Logistics Head of Shipping Clerk Senior Shipping Warehouse Warehouse Driver
Operations Clerk Operations / Operations Supervisor Manager Logistics Clerk Supervisor Manager
Officer Officer

Question : Q5b1/5b2

Transportation & Logistics – by Job Position
$90K
$80K 77K
$70K
$60K
$50K
45K
39K
$40K
34K
$30K 25K
25K
22K 21K
18K 17K 18K
$20K 16K
$10K
$0K
Senior
Logistics / Logistics /
Logistics / Logistics Logistics Head of Warehouse Warehouse Warehouse Supply Chain
Job Operations Operations Shipping Clerk Driver
Operations Supervisor Manager Logistics Picker / Clerk Supervisor Manager Manager
Function Clerk Officer
Average Officer
28405 18039 21775 24916 25128 39086 76667 16127 16625 21163 33600 44750 18371

Question : Q4/4a
SECTION 11
BASIC MONTHLY CHANGE IN
2023 – BY CAREER LEVEL

By Career Level
Overall adjustment: 4.5%
7%
6.0%
6%
5%
4.3%
4.0%
4%
3.4% 3.3%
3%
2%
1%
0%
Fresh graduates / less than 1 year Junior executive or 1 - 4 years work Supervisor or 5+ years work Manager / Senior Manager Director / VP / CEO
work experience experience experience

Question : Q5b1/5b2

By Career Level
$90K
$80K 77K
$70K
$60K
49K
$50K
$40K
32K
$30K
23K
20K
$20K
$10K
$0K
Fresh graduates / less than 1 year Junior executive or 1 - 4 years work Supervisor or 5+ years work
Manager / Senior Manager Director / VP / CEO
work experience experience experience
19616 22548 31781 48608 77474
Base: All working on full-time basis currently (unweighted)

Question : Q4/4a 202
APPENDIX
RESPONDENTS’ PROFILE
Respondents’ Profile - Gender
Male
48%
52%
Female

Qn. P1 204
Respondents’ Profile - Age
Below 25
12% 10%
26 - 30
16% 31 - 35
36 - 40
13% 41 - 45
18%
46 - 50
20%
51 or above

Qn. P2 205
Respondents’ Profile – Education Level
F.5 / School Certificate or

10% below
20%
4%
F.7 / Matriculated / DSE
14%
Non-degree Tertiary
Degree
Postgraduate or above
52%

Qn. P3 206
Respondents’ Profile – Career Level
Fresh graduate / less than

5% 5% 1 year experience
Junior executive or 1-4

22%
25% years experience
Supervisor or 5+ years
work experience
Manager / Senior
Manager
Director / VP / CEO
44%
Base: All except non-working and will not work (n=3782)

Qn. P4 207
Respondents’ Profile – Work Experience
0 - 2 years
9%
26% 3 - 5 years
12%
6 - 10 years
11 - 15 years
19%
13%
16 - 20 years
21% >20 years

Qn. P5 208
Respondents’ Profile – Type of Organization
Local (Hong Kong) organization
6% 2% Chinese-owned organization
4%
Hong Kong-based multinational organization (with headquarter in Hong Kong,

Macau or China but with offices in multiple countries out of Hong Kong)
40%
19%
Multinational organization (with headquarter out of Hong Kong, Macau and
China)
Government
19% Non-profit organization

9%
Not fixed as I worked on part-time / freelance basis / never had a job before

Qn. P5a 209
Respondents’ Profile – Industry
Industry Percentage Industry Percentage
Government & Public Organization 4.2% Education & Training 6.7%
Charity/ Social Services/ NGO 3.5% Human Resources/ Recruitment 2.6%
Public Utilities (e.g. Gas, Electricity) 0.5% Freight Forwarding/ Delivery/ Logistics 7.2%
Retail 7.1% Mass Transportation 1.8%
Trading and Distribution 4.9% Building/ Construction 4.7%
Wholesale 1.0% Engineering 4.7%
Manufacturing/ Packaging 3.4% Food and Beverage 4.6%
E-commerce 0.4% Hospitality 3.1%
Accounting/ Audit/ Tax 2.4% Travel & Tourism 1.8%
Banking 3.7% BioTech 0.4%
Insurance 1.7% Medical/ Pharmaceutical 3.3%
Fintech (cryptocurrency)
0.2% Testing / Laboratory 0.8%
Fintech (Non-cryptocurrency)
0.3% Telecommunication 0.6%
Financial Services (Non Bank Organization) 2.4% Information & Communications Technology 1.7%
Legal Services 0.9% Clothing/ Garment/ Textile 1.6%
Management Consultancy/ Service 1.0% Electronics / Electrical Equipment 1.6%
Research/ Survey 0.2% Jewellery/ Gems/ Watches 0.8%
Property Development & Management 4.7% Entertainment / Recreation 0.5%
Security/ Fire/ Electronic Access Controls 1.5% Sports, Health & Beauty Care 0.8%
Advertising/ Public Relations/ Marketing Services 0.6% E-sports 0.1%
Media/ Publishing/ Printing 0.6% Others 3.0%
Design 1.5% Not fixed 0.7%

Qn. P6 210
Thank you

JobsDB - Job Seeker Salary Report 2023d

Uploaded by

Copyright:

Available Formats

JobsDB - Job Seeker Salary Report 2023d

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

JobsDB - Job Seeker Salary Report 2023d

Uploaded by

Copyright:

Available Formats

This document is a strictly confidential communication to and solely for the use of the recipient and may not

APPENDIX: RESPONDENTS’ PROFILE 203

In order to provide insights into the latest recruitment trends in 2023,

1) To facilitate job seekers in evaluating their current salaries and

2) To assist companies in making informed hiring decisions,

Data collection method

The data was analyzed to give rise to the “arithmetic averages” of

Analysis was conducted to identify any differences that might

Basic Monthly Salary (HK$)

9.7% 7.3% 6.6% 4.1%

Digital Marketing, E-comm. &

Government & Public

46% 47% 43% 39%

54% 48% 45%

Directors/VPs/ CEOs (11%) Supervisor/ 5-year + (62%)

Respondents prefer this policy

68% 50% 40%

24% 34% 20%

83% Job-related hard skills and

60% Soft skills 78% 74%

2023 84% 3% 2% 11%

Base: All respondents (n=3797)

2022 86% 2% 2% 10%

Full Time Worker Part Time Worker

Qn.1a. Do you have a job now?

Top 3 job functions of those part-time and freelancers: Job Function

13% Beauty Care / Health

2023 90% 10%

Base: All unemployed but are seeking a job (n=420)

Qn.1b When did you leave your last full-time job?

26% Change job function in coming job

No plan to change job function but open to it if better

Industry Spread across different industries

Type of Organization Spread across different industries

JobsDB Segment Relatively more ACTIVE segment (70%) (versus 46%)

( ) denotes findings of overall sample

Lose interest in original job function or nature 20%

Will change upon getting a professional qualification in another field 7%

Invite by friends or prospective employer to switch job function 1%

Expected Salary Decrease (Average): 23%

Do not have a job before

28% 28% Increased

Last Base: All working on part-time or freelance basis (n=174)

Increased No Change Decreased

34% 30% 28%

64% 68% 67%

Base: All working on full-time basis

Increased No Change Decreased

80% 35% 34% 31%

30% 61% 60% 62% 64%

Base: All working on full-time basis

Increased No Change Decreased

Base: All working on full-time basis

Increased No Change Decreased

Increased No Change Decreased

Industry with less than 30 respondents is not shown

5.8% 5.7% 5.9% 5.7%

Base : All working on full-time basis (n=3188)

Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)

Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)