6 in 10 employees want more money this year

Australian workers have clearly defined their priorities for 2025, and higher pay is at the top of their wish list, and they are confident they will get it, according to new research.

New independent research commissioned by Robert Half surveyed 1,000 full-time Australian workers to identify their top priorities and expectations for the workplace in 2025.

The research revealed that salary increases are the top priority for Australian workers, with 62 per cent of the respondents ranking them as one of their top three priorities for 2025. Additionally, nearly a third (31 per cent) of workers cited that a pay rise is their number one goal for the year ahead.

Millennials, in particular, were the most vocal about wanting a pay rise, with 68 per cent citing it as a primary objective for the upcoming year.

Nicole Gorton, the director at Robert Half, explained that with the current climate “characterised by high inflation and cost-of-living pressures, it’s no surprise that employees are prioritising financial security and comprehensive benefits packages”.

Flexible work hours also emerged as a key priority for workers in 2025, with 38 per cent of those surveyed identifying it as one of their top three priorities. Specifically, 12 per cent of respondents ranked flexible working hours as their highest priority. Notably, Baby Boomers were the most inclined towards this preference, with 40 per cent indicating that flexibility in work hours was their top desire.

The third-most commonly cited priority for workers in 2025 was the desire for increased benefits, with 36 per cent of respondents identifying this as one of their top three goals for the year.

Other key priorities for employees included securing a promotion (33 per cent), receiving more recognition (27 per cent), pursuing additional professional development and training opportunities (27 per cent), and taking on greater responsibilities (19 per cent).

Regardless of the challenges many employers have faced over the past year, the study revealed that 67 per cent of employees expressed confidence that they will receive what they want from their jobs and employers in 2025.

However, workers are less confident about securing the most desired benefit: more pay. Only 67 per cent of workers feel confident they will secure a pay rise, compared to 88 per cent who are confident they’ll receive more responsibilities or 86 per cent who expect more professional development opportunities.

For employers, the research revealed that the consequences of failing to meet workers’ expectations could be significant. A substantial 92 per cent of the workforce indicated they would take action if their demands were not addressed.

The most common responses included actively seeking a new job (28 per cent), passively looking by attending information interviews (37 per cent) or starting to pursue further training or certifications to enhance their marketability (35 per cent).

Perhaps most tellingly, 41 per cent of workers indicated they would address concerns directly with their manager, particularly around work flexibility.

Gorton explained the reasoning behind these findings is that “top talent know their worth, and they’re not afraid to ask for it”.

She added: “In a competitive job market, employers need to be aware that denying employee requests, such as pay rises and other high-priority requests, could result in them accepting job offers from competing organisations that are willing to invest in their professional growth.”

For employers facing challenges in meeting the pay expectations of their staff, Robert Half listed out several key recommendations on how to effectively manage employee expectations and maintain satisfaction:

1. Explore non-monetary benefits: “Even if you can’t match requested salaries dollar-for-dollar, look for other areas of value. Focus on those areas that employees value, too. This could include increased flexibility, professional development opportunities or enhanced recognition programs,” it said.

2. Be transparent and honest: “Be transparent with your employees about the company’s financial situation and/or other reasons why the pay rise will not be rewarded. Open and honest communication is crucial.”

3. Invest in employee growth: “There are many cost-effective ways to invest in employees’ growth and development, such as providing employees with a mentor or secondment placements. Providing opportunities for upskilling and career advancement can also increase employee loyalty and engagement, even if immediate salary increases aren’t feasible.”

4. Foster a positive work environment: “Intangible benefits can be beneficial in retaining top talent. Employees may find it difficult to leave a positive and supportive work environment, even if they do not receive the tangible benefits they want. Foster a culture of recognition, appreciation and work/life balance and create a workplace that is enjoyable.”