Why 64% of Filipino workforce are ready to quit - it’s not just about pay

At first glance, the Philippine labour market appears robust. Official statistics from the Philippine Statistics Authority (PSA) show a low unemployment rate, estimated at 3.9% in May 2025, a figure that suggests a healthy job environment. 

Even the employment rate seemed healthy standing at 96.1% in the same month. However, beneath these positive headline numbers lies a Filipino workforce experiencing significant turbulence and widespread dissatisfaction within the Philippine labour market.

A 2025 study by Aon found that 64% of employees in the Philippines are contemplating or actively seeking new employment within the next year. 

The widespread intent to change jobs signals a profound qualitative issue within the labour market, one that extends well beyond basic compensation. The country is facing a potential reshuffling of the labour force, driven by workers seeking more than just a fatter pay packet to counter the rising cost of living.

And while most Filipinos who want to work are employed, millions are looking for something better. This paradox could be explained by the high underemployment rate, which tracks those working but still seeking additional hours or better jobs.

Recent PSA data showed that underemployment remained high at 13.1%, affecting 6.58 million Filipino workers. 

Persistent underemployment only shows that many jobs do not provide sufficient income or working hours, indicating a deficit of “good jobs,” roles that offer security, adequate pay, and opportunities for advancement.

Attrition rates are highest among employees with the lowest salaries. According to Sprout’s benchmarking report, attrition among the lowest-paid workers stands at 14.23%, which is high compared to the 7.26% among the highest paid employees. 

Overall, half of Filipino employees are seeking better pay and benefits, most of them feeling they are underpaid for the skills they provide, Sprout data showed. But the other half are looking beyond pay, in the hunt for a nurturing work environment and career growth. 

The figures only show that a significant number of employees want improved work-life balance, better support for their well-being, and clearer pathways for career development.

It all makes sense when in 2025, Remote ranked the Philippines 45th out of 60 countries for work-life balance, a significant improvement from last year’s 59th ranking, but still a long way to go.

The threat of employee attrition creates a high-friction environment with substantial, often hidden, costs. Companies in the Philippines already report considerable difficulties in finding and attracting the right person, with 63.3% of employers struggling with talent acquisition in 2024. 

High turnover rates translate into continuous and expensive cycles of recruitment, hiring, and training. The constant churn hinders the accumulation of institutional knowledge and specialised skills within firms, acting as a drag on productivity and innovation.

The desire for career growth opportunities is a significant driver for employees considering a move. But a lack of investment in skills development by employers leaves workers feeling stagnant and undervalued. The situation points to a critical link between employee dissatisfaction and the pervasive skills gap in the country. 

While employers lament the shortage of skilled workers, employees are leaving because their current roles do not offer the development needed to acquire those in-demand skills.

The challenges faced by young Filipinos entering the workforce further illustrate this disconnect. Many feel uncertain about their professional futures and express dissatisfaction over job security and the lack of employment opportunities that offer stable careers. 

High education costs and concerns about the quality and relevance of education also limit their ability to build stable careers. 

While government reports often highlight improvements in unemployment and underemployment rates as signs of improving job quality, the high intention to leave suggests that official metrics do not fully capture the lived experience of the Filipino workforce. 

The focus on quantitative indicators can obscure the qualitative deficiencies that drive a significant portion of the workforce to seek opportunities elsewhere.

Employees want roles that offer not only competitive compensation but also work-life integration, support for their well-being, and tangible opportunities to learn and grow.

Addressing this "good jobs" deficit requires a concerted effort from government, industry, and educational institutions. It means creating more roles that provide sufficient income, stability, and benefits. 

It also necessitates significant investment in continuous learning and development opportunities within companies. 

When employees see a future within their organisation, feel supported in their well-being, and can maintain a healthy balance between work and life, they are far more likely to stay.

Ultimately, the high number of Filipinos considering leaving their jobs is a loud signal. It indicates a fundamental misalignment between the jobs the economy is currently creating and the secure, meaningful careers that Filipino workers desire and feel they deserve.

Navigating the threat of employee attrition successfully will require business leaders to have a shift in focus from merely creating jobs to cultivating quality employment that values employee well-being and professional growth.

The cost of inaction is significant. High turnover erodes productivity, increases business costs, and hinders the country's ability to compete effectively in the global economy. 

By addressing the root causes of job dissatisfaction–the lack of quality employment, limited career development, and inadequate work-life balance–the country can move towards building a more stable, productive, and satisfied Filipino workforce.