Majority of Australian workers would switch jobs for a pay rise

Research commissioned by Robert Half has found that 52% of Australian office workers would feel compelled to change jobs if another position offered a higher salary.

The study surveyed 1,000 full-time office workers across Australia in sectors including finance, accounting, business support, and technology. It found that financial incentives remain a key motivator in the Australian labour market, with the average salary increase needed to prompt a job move standing at 22%.

Results of the survey indicated varied thresholds for what would constitute a compelling pay rise. The most commonly cited increase was 20%, with 14% of respondents saying this would be sufficient to change roles. Smaller proportions of workers would be swayed by lesser increases, such as 5%, 10%, or 15%, while approximately one in ten participants said a pay rise of 30% or more would be necessary for them to consider moving.

Despite the apparent power of higher salaries, not all workers are motivated solely by pay. The research found that 48% of those surveyed would choose to remain in their current roles even if offered greater pay elsewhere. Of these, about one third (32%) reported they would be willing to change jobs without a salary increase if the position was the right opportunity, but 16% expressed satisfaction with their current job and would not move under any circumstance.

When questioned about whether their existing pay reflected their skills, experience and level of responsibility, only 42% of respondents said their salary matched their expertise. The majority (58%) believed they were not paid appropriately and that a higher salary would be more accurate compensation for their work. Of those workers, most (37%) indicated a need for a salary adjustment of between 10% and 20% to reflect their contributions, while the average suggested increase required was 12%.

Regarding the size of increase respondents felt would balance their salary with their ability and position, 12% indicated a 10% rise, 13% cited 15%, another 12% said 20%, and 11% would require an increase of 30% or more.

Nicole Gorton, Director at Robert Half, said: "It's clear that money still talks. At a time when pay is a major consideration to combat the ongoing cost-of-living crisis, many employees prioritise job security as organisations strive to meet efficiency goals, further highlighting the tension between meeting financial desires and building a sustainable career while navigating ongoing job security concerns."

The survey explored attitudes to the comparative importance of pay and job security. Only 21% of workers reported that pay was more important to them than job security in the current market. The majority (40%) viewed both as equally important, and a similar proportion (39%) favoured job security over pay.

Gorton added: "The research indicates that many workers feel undervalued, highlighting a gap between employee expectations and current compensation levels. This can be due to stagnant wages despite increased responsibilities or a perception, whether accurate or not, that their compensation lags behind industry standards for similar roles."

She continued: "Employers need to pay close attention to these sentiments and ensure they are not only offering competitive salaries that reflect the true value employees bring, but also clearly communicating what competitive compensation means for their individual employees. Using the Robert Half's 2025 Salary Guide will ensure workers are being paid the current market rate for their role and lessen the occurrence of employee dissatisfaction and resignations."

On the subject of job security, Gorton commented: "While salary remains a key consideration, job security is also a number one priority for many workers, especially in the current economic climate. Companies that can offer both competitive compensation and a stable work environment will be best positioned to secure and sustain their workforce."

The study was conducted online in November 2024 and forms part of a wider international survey on job trends and workplace attitudes.