For the third year running, work-life balance remains the top motivator for Singaporean workers, outperforming salary, benefits, and even career growth, according to Randstad’s 2025 Employer Brand Research.
Based on responses from 2,522 individuals in Singapore, the study revealed a workforce increasingly focused on flexibility, autonomy, and purpose, not just a paycheck.
Balance over benefits: what today’s talent really wants
In 2025, 40% of respondents ranked work-life balance as their top career motivator. This was followed by career development opportunities (37%) and a manageable workload (36%). The findings reflect a broader shift in employee expectations, where meaningful support and flexibility matter as much, or more, than compensation.
Generational differences also shape these preferences. Millennials lead in valuing work-life balance (44%), while Gen Z prioritizes growth opportunities (37%), and Gen X places top importance on a manageable workload (42%). Still, balance remains a consistent and defining factor across all age groups.
“Today’s workforce has more diverse expectations than ever before,” the report noted. “Employers who offer flexible work models and supportive cultures are better positioned to attract and retain top talent.”
This trend isn’t unique to Singapore. In Hong Kong SAR, work-life balance has also reclaimed the top spot as the leading employee value proposition (EVP), overtaking salary and benefits. In that market, 58% of workers feel engaged, but disengaged employees are 12% more likely to consider quitting than those who feel engaged.
What drives disengagement—and who’s at risk
Despite 62% of Singaporean employees reporting engagement in 2025, 18% say they feel less involved than in the previous year. Alarmingly, disengaged workers are 60% more likely to consider quitting, the study warns.
Top disengagement drivers include:
- Desire for higher salary or benefits (45%)
- Lack of recognition or appreciation (41%)
- Feeling unappreciated by the manager or team (35%)
A lack of recognition is the only demotivator consistently ranked in the top three across all generations, especially among Gen Z and Gen X, where 46% identified it as a key issue. This disengagement has also revived attention around the trend of quiet quitting, where employees do only the bare minimum required, avoiding extra effort or emotional investment.
Although it gained traction on social media in the early 2020s, some question whether it’s truly new or just a fresh label for long-standing disengagement. Still, it signals a workplace undercurrent where motivation dips, but resignations don’t follow, leaving employers with a less-productive but still-present workforce.
The bottom line for employers
In today’s evolving job market, flexibility, fairness, and emotional support matter more than ever. Randstad’s report urges employers to move beyond pay-driven strategies and prioritize balance and well-being.
“Work-life balance isn’t a perk anymore—it’s a necessity,” the study concluded. “Companies that fail to meet this need risk losing their best people to those that do.”
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Daugherty, G. (2024, October 8). What Is Quiet Quitting—and Is It a Real Trend? Investopedia. Retrieved July 7, 2025, from https://www.investopedia.com/what-is-quiet-quitting-6743910
Once, L. (2025, July 3). Work-life balance tops pay for Singapore workers: Randstad survey. Outsource Accelerator. Retrieved July 7, 2025, from https://news.outsourceaccelerator.com/work-life-balance-singapore-randstad/
