In a significant shift for the job market, Hong Kong professionals are redefining career advancement in 2025 by prioritising negotiation and internal mobility over traditional job-hopping. As salary remains the primary driver for resignations, many employees are opting to negotiate better compensation within their current roles rather than seeking opportunities elsewhere.
Data from the Michael Page Hong Kong Talent Trends 2025 reveals that 52% of professionals have engaged in salary discussions to enhance their careers without leaving their employers. Notably, 32% of these individuals successfully negotiated a raise. This trend reflects a cautious yet proactive approach to career management, where stability is favoured amid economic uncertainty.
While 47% of professionals actively seek new roles, a considerable 39% hesitate to change jobs, indicating a preference for security over risk. Rupert Forster, senior managing director of Michael Page Greater China, says, “Despite this caution, professionals are not standing still. Many are taking concrete steps to improve their current situations through compensation discussions and career mobility."
"This combination of cautious job exploration and active salary negotiation highlights a more sophisticated approach to career management.” Rupert Forster
The motivations for resignations in Hong Kong remain consistent: dissatisfaction with salary, the pursuit of promotion, job-related stress, disengagement, and dissatisfaction with leadership decisions.
However, 45% of professionals report satisfaction in their current roles, suggesting that the right mix of compensation, growth, and engagement can often be achieved without changing employers.
From an employer’s perspective, hiring conditions in Hong Kong appear favourable when compared to global trends. Only 32% of employers report recruitment challenges—slightly above the APAC average of 31% but significantly lower than the global benchmark of 46%. Retention issues are also less pronounced, with just 24% of employers indicating difficulties.
Despite these favourable conditions, employers struggle to meet salary expectations and find candidates with the right skills. “Matching salary expectations” has emerged as the primary hiring challenge for 2025, followed by sourcing applicants who fit company culture and possess necessary skills.
As professionals assert greater control over their career paths through negotiation, the question arises: are they settling for less by focusing on internal mobility instead of seeking new opportunities? The evolving landscape suggests a delicate balance between stability and ambition, indicating that Hong Kong's workforce is navigating a complex economic environment with care.
