Tech workers in Australia pushing for 2025 pay boosts

A recent survey commissioned by Robert Half reveals that a significant number of tech workers in Australia are prioritising pay rises in the year 2025, and they are prepared to seek new employment if their expectations are not met.

The survey, which gathered responses from 1,000 full-time office workers, including 334 tech professionals, found that nearly one-third (29%) of respondents cited an increase in pay as their foremost requirement from their employment this year. When including other preferences, 63% named more pay as one of their top three ambitions, followed by flexible work hours at 43% and additional benefits, which came in at 36%.

Nicole Gorton, Director at Robert Half, noted the economic context influencing these preferences: "In the current economic climate, characterised by high inflation and cost-of-living pressures, it's no surprise that employees are prioritising financial security and comprehensive benefits packages. Cash has always been king, but it is especially so since flexible work hours, remote working options and professional development have become more commonplace as pay alternatives in the modern workplace."

Tech workers appear confident about achieving their goals in 2025, with the study highlighting that 74% of respondents express confidence in receiving what they want from their employer. Despite this optimism, the tech workforce is less sure about obtaining the most sought-after benefits, such as salary increases and more benefits.

The research also shows the potential consequences for employers failing to meet these expectations. A considerable 94% of tech workers stated they would take action if their demands are unmet, with 29% indicating they would actively look for a new job, and 42% planning to address their concerns with their current manager.

Gorton emphasised the importance for employers to recognise and respond to these evolving priorities: "Top talent know their worth and they're not afraid to ask for it. They're looking for employers who offer not just a job, but a comprehensive package that supports their personal and professional goals. 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."

She further elaborated on the changes in employee expectations: "In addition to the rise in jobseekers actively seeking better pay, benefits and work-life harmony, employee priorities are also evolving. Beyond salary, workers are looking for benefits that support their overall wellbeing, such as enhanced healthcare, mental health support and flexible work arrangements. Employers will need to keep up with changing times and employee interests and respond appropriately to hold on to their workers."

The survey provides employers with suggestions for alternative ways to retain talent when direct pay increases are not feasible. These include offering increased flexibility, professional development opportunities, or enhanced recognition programs. Gorton advised maintaining open lines of communication about company limitations and emphasised the importance of fostering a supportive work environment to retain top talent.