Job Seeker Salary Report 2022

1
3-7
Table of Contents
Introduction
\ Scope and Methodology
Definitions 8
Executive Summary 9-15
Sections 16-205
\ Section 1: Current Job Status of Respondents
\ Section 2: Job Hunting Status of the Unemployed
\ Section 3: Basic Monthly Salary Changes in 2022
\ Section 4: Bonus and Double Pay
\ Section 5: Job Switch Dynamics in the past 12 Months
\ Section 6: Job Switch Propensity in the coming Three Months
\ Section 7: Employment Outlook in 2022
\ Section 8: Working Outside Hong Kong
\ Section 9: Employer’s Coping Policies
\ Section 10: Working Mode
\ Section 11: Expectations of IT Candidates
\ Section 12: Analysis by Industry
\ Section 13: Basic Monthly Salary Change in 2022
\ By Job Titles: Accounting, Admin & HR, Analytics, Banking, Finance, Insurance, Building &
Construction, Engineering, Customer Services, Corporate Sales & Business Development,
Retail Sales, Beauty Care / Health, Medical Services, Design, Digital Marketing, E-commerce &
Social Media, Marketing & Branding, Public Relations & Corporate Affairs, Media & Advertising,
Education, Food and Beverage, Hospitality / Tourism, Information Technology, General
Management, Legal / Compliance, Manufacturing, Merchandising & Purchasing, Property /
Real Estate, Public / Civil / Social Services, Sciences, Lab, R&D, Transportation & Logistics
\ By Career Level
Appendix: Respondents’ Profiles 206-212
2
Introduction
Job Seeker
Salary Report 2022
What is it?
To provide insights on the latest recruitment trends in 2022, JobsDB

compiled the Job Seeker Salary Report (“Salary Report”), in conjunction
with Acorn Organization Limited, based on the most updated information
from job seekers in Hong Kong.
This report aims to compare the changes in salaries and bonuses

between 2021 and 2022 across industries and job functions, examine
the latest job-changing situations among job seekers, and understand
their sentiment and reaction to several key employment-related topics.
Disclaimers
The information provided in this report is for reference only. Whilst JobsDB endeavors to ensure the accuracy of
the information in this report, no express or implied warranty is given by JobsDB as to the accuracy of the
information. JobsDB shall not be liable for any damages (including, without limitation, damages for loss of
business or loss of profits) arising in contract, tort, or otherwise from the use of or inability to use this report, or
any material contained in it, or from any action or decision taken as a result of using this report or any such
material.
3
Scope and Methodology
Job Seeker
Salary Report 2022
1. Objectives
This survey aims to,

1) Help job seekers review their current salaries and thus adjust their
expected salaries/ benefits during job hunting processes, as well as for
their better career planning.
2) Help companies make informed hiring decisions, design talent
retention programs, and adjust compensation benefits for existing staff.
4
Job Seeker
Salary Report 2022
2. Survey Coverage
The survey covered 3632 candidates from 31 job functions.

Job Function Percentage Job Function Percentage
Admin & HR 13.8% Legal / Compliance 2.1%
Accounting 9.5% Retail Sales 2.0%
Information Technology 7.2% Design 2.0%
Engineering 5.7% Manufacturing 2.0%
Banking 5.0% Medical Services 1.7%
Transportation & Logistics 5.0% Insurance 1.5%
Marketing & Branding 4.2% Digital Marketing, E-Commerce & Social Media 1.5%
Merchandising & Purchasing 4.2% Analytics 1.3%
Property / Real Estate 3.4% Food and Beverage 1.3%
Building & Construction 3.3% Sciences, Lab, R&D 1.3%
Education 3.1% Media & Advertising 1.0%
Corporate Sales & Business Development 3.0% Public Relations & Corporate Affairs 0.9%
Finance 2.8% Hospitality / Tourism 0.8%
Customer Services 2.6% Beauty Care / Health 0.4%
Public / Civil / Social Services 2.6% Others 2.5%
General Management 2.2%
Remarks: The figures are rounded to the nearest 1 d.p. 5

Job Seeker
Salary Report 2022
3. Datum point
Present basic monthly salaries (excluding any bonuses but including
commission) of surveyed job seekers as of 1 March 2022 were recorded,
and adjustment to basic monthly salaries compared with those in 2021
was captured based on job seekers’ declared adjustment.
4. Data collection method

The survey was conducted by an online questionnaire. Job seekers were
invited to fill in the questionnaire from 22 March to 15 April 2022.
6
Job Seeker
Salary Report 2022
5. Data Analysis
Surveyed job seekers were requested to provide data relating to
their basic monthly salaries as of 1 March 2022, together with the
most recent salary adjustment, bonuses, double pays, job statuses,
job titles, job functions, and industries of their companies.
The data was analyzed to give rise to the “arithmetic averages” of

salary adjustments and bonuses received. To avoid extreme
values, outliers' values that are more than three standard
deviations from the means were excluded from the analysis.
Analysis was conducted to identify any differences that might

exist in salary and bonus adjustment across the 31 job functions.
(Percentage of monthly salary adjustment in 2022 by position will
only be shown if sufficient data sample is collected for
calculation.)
7
Definitions
Job Seeker
Salary Report 2022
Weighting
To provide a representative overview, data are weighted according to the
distribution of industry as per government statistical common practices.
Basic Monthly Salary (HK$):

The current monthly salary, as of 1 March 2022, excludes any bonuses
(both guaranteed and non-guaranteed bonuses) but includes
commission.
Average:
A mathematical average of a set of data values (e.g., basic monthly
salaries, salary adjustments, and bonuses received). To avoid extreme
values, outliers with values that are more than three standard deviations
from the means were excluded from the analysis.
8
Executive Summary
Job Seeker
Salary Report 2022
The data relating to the changes in basic monthly salary reflects a revival of the
employment situation in Hong Kong in 2022. Overall salary adjustment among
full-time workers landed at 3.2%, indicating a 0.4% revival from that in 2021.
The distribution of bonuses and double pay also reflects an improving picture
among those working on a full-time basis. 72% of full-time workers received
either one or both (vs 66% in 2021). For those who received a bonus, the bonus
size was at an average of 1.4 months, a slight pick up from 1.2 months in
2021.
Salary
Fact #1 Industries with Positive
Average Salary Adjustment
Average Salary Growth
of Full-time Workers
5.9% 5.4% 5.2% 3.2%

Financial Information & Design
Communications +2.8pt vs 2021
Services
Technology
9
Executive Summary
Hong Kong Overall Job Salary

Changes (Year-on-Year) 2022 53% 6% 41%
Around 53% of full-time workers have received salary increments in
2022 (rebound from 34% in 2021), whilst the proportion
experiencing pay-cut has slipped (6% vs 11% in 2021). The
2021 34% 11% 55%
proportion with frozen salary was reported at 42% (55% in 2021).
6.7% 4.6%
Salary
Fact #2 Salary adjustment
level peaks at… Age Group 26-30 Groups with 1-4 years
of work experience
Zooming in on other respondent segments, it is noted that:
• Salary adjustment level peaks at the age group 26 – 30 (6.7%) and declines as age increases reaching a
negative value for the groups beyond age 50.
• Salary adjustment of “Junior Executives/ those with 1 – 4 years of work experience” has the highest positive
value (4.6%) while Fresh Graduates and those with less than one year of work experience
registered the lowest average salary adjustments (0.1%).
• The groups with 3 - 5 years and 6 – 10 years of work experience
registered a higher pay increase.
10
Executive Summary
Salary Change in 2022

by Industries and Job Functions
Security/ Fire/ Electronic is the Analytics remains the top job
Salary
Fact #3 top industry with the highest
incidence of the pay rise
Salary
Fact #4 function with the highest
incidence of the pay rise
Top 5 industries with a higher incidence of the pay rise: Top 5 job functions with a higher incidence of the pay rise:
Security / Fire / Electronic

80% 20% Analytics 75% 22% 3%
Access Controls
Insurance 73% 21% 7% Insurance 69% 22% 8%
Human Resources / 64% 34% 2%

64% 29% 7% Information technology
Recruitment
Building / Construction 64% 29% 7% Marketing & Branding 63% 36% 1%
Information Communications
Technology 63% 30% 7% General Management 62% 32% 6%
11
Executive Summary
Job Switching Patterns in Past 12 months &

coming 3 months
The incidence of job switching in the past 12 months is 31% (vs 24% in 2021), within which a small proportion (9%) simultaneously
changed job functions (vs 8% in 2021). As in 2021, job switch in the past 12 months was largely triggered by personal reasons:
discontent with company culture/management style (40%). Meanwhile, job switching intention in the coming 3 months remains
substantial at 33% (vs 34% in 2021).
Job switch in past 12 months was higher among… Switching propensity in the coming 3 months is largely
consistent with a relatively stronger intention indicated by,
35% 41% 51% 38% 37%

Part-time employees Those with less Active JobsDB Respondents with 3 Respondents aged
and freelancers work experience segment - 5 years of work below 25 - 35
experience
46% 47% 36% 54% 56%

From Food & Beverage From Human Junior executives / Job functions: Industries:
Job Functions Resources/ Recruitment with 1 - 4 years Hospitality / Hospitality
Industries experience Tourism
12
Executive Summary
Employment Outlook in 2022

Aged 36-40(43%) Aged 46-50 (17%)
Employment situation
by age group
Respondents are more optimistic about the employment situation in
Hong Kong. The proportion holding a negative view dropped and More than 10 years (14%) 0-2 years (41%)
fewer segments including senior management and those aged 46-50
are more positive. At a personal level, respondents are more positive by experience
about their own job security. As in 2021, cautiousness is expressed
when projecting the near future.
Negative
Fresh Grade (46%) Directors/VPs/ CEOs (20%)
Positive
Salary
#5
by career level
Fact
Above 50 (16%) Below 31-35 (68%)
61% of the respondents were Current job security
concerned about post-pandemic by age group
transformation in the job market, and
27% of them think that they need to More than 10 years (10%) 0-2 years (69%)
acquire a new skill to adapt to the Current job security
digital transformation/ technological by experience
advancement.
Directors/VPs/ CEOs (12%) Junior executives (62%)
Current job security
by career level
13
Executive Summary
Working Mode TOP perceived benefits of hybrid mode

or remote working mode:
More than two-thirds of the companies have adopted
hybrid mode or remote working mode for various
reasons, and over half of them adopted the practice 81%
due to COVID 19, except for a few industries such as Reduce transportation time
Hospitality, Food and Beverage, and Pharmaceutical.
Younger employees tend to perceive hybrid mode as
beneficial to them at work.
62%
Reduce social contact during
the pandemic
Salary
Fact #6 42%
From employees’ perspective, two-thirds prefer Have better time management
hybrid mode or remote working especially: in my own place
Younger employees
aged below 25 (76%) and aged 26 – 30 (75%) 28%
A less stressful
Elementary career level environment would
Fresh Graduates/ those with less than 1 year improve working
of work experience (81%) performance
With shorter work experience
0 – 2 years (77%), 3 – 5 years (74%)
14
Executive Summary
Expectations of IT Candidates
With regards to the preferred types of companies among IT Candidates, the “status” of the company outweighs the focus or nature of
the company. Hence, “Public Companies”, whether it’s technological innovation-based or not, are the most desirable company types.
The preference for public companies is reflected across age segments, career levels, and years of work experience.
Desirable industries for their future employer Switching propensity in the coming 3 months is largely
consistent with relatively stronger intention indicated by,
41% 36% 57% 38% 34%

Information & Fintech higher salary / good values and keeps good company
Communications welfare investing in IT culture
Technology Department
39% 25% 28% 28%

Banking Financial Services (Non- has strong financial has strong financial
bank organization) status and ensures status and ensures
stability at work stability at work
15
SECTION 1
CURRENT JOB STATUS OF RESPONDENTS
16
Among all the respondents, 86% of them are currently working while 10% are unemployed but actively looking for a job.
10% *
2% Working on full time basis

2%
Working on part time basis
Working on freelance basis
Non-working, but seeking for a job
14% *
1% Non working, and not seeking for a job
4%
86%
81%
Base : All respondents (n=3632)
2021 findings
* Denotes less than 0.5%

Question: Q1a Do you have a job now? 17
Profile of those working on a part-time or freelance basis
The top three job functions of this segment are Admin & HR (16%), Education (12%), and Accounting (7%).
Education 16%
Admin & HR 12% Instructor of Interest Class, Private
Accounting 7% Tutor , Teacher, Lecturer, Language
Transportation & Logistics 7%
Food and Beverage 6% Tutor, Course Instructor
General Management 4%
Retail Sales 4% Personal Assistant / Executive
Medical Services 4%
Property / Real Estate 4% Assistant, Receptionist, Assistant
Finance 4% Clerk, HR / Admin Clerk
Merchandising & Purchasing 4%
Insurance 3%
Manufacturing 3%
Engineering 2%
Customer Services 2%
Public / Civil / Social Services 2%
Marketing & Branding 2%
Information Technology 2%
Design 2%
Beauty Care / Health 1%
Analytics 1%
Digital Marketing, E-Commerce & Social Media 1%
Building & Construction 1%
Legal / Compliance 1%
Media & Advertising 1%
Others 4%
Base : All working on part-time or freelance basis (n=136)

Question: Q2a Your current job function is_________.. 18
Previous work experience of unemployed respondents
Among the respondents who are currently unemployed but intend to find jobs, 94% have previous work experience. For those who have
never had a full-time job before, the majority are fresh graduates or aged below 30.
6%
Have previous full time job experience
Do not have full time job before
94%
Base : All unemployed but are seeking for a job (n=510)
Question: Q1b When did you leave your last full-time job?
19
SECTION 2
JOB HUNTING STATUS OF THE UNEMPLOYED
20
Who is seeking a job currently?
Age 54% are aged above 40 (vs 36%), including 25% aged above 50 (vs 11%)
Education 49% are Non-degree Tertiary, F.7 Matriculated, F.5 / School Certificate or below (vs 33%)
Career Level Spread across different career levels, slightly overrepresented in Fresh graduates 8% (vs 4%)
66% have over 10 years of work experience (vs 63%), including 42% with over 20 years of work
Work Experience
experience (vs 27%), while 13% with 0-2 years 8% (vs 7%)
Industry Spread across different industries
Type of Organization 49% from local (Hong Kong) organization ( vs 42%)
JobsDB Segment Relatively more ACTIVE segment (67%) ( vs 42%)
Perception of
Relatively more negative (44%) about the general employment situation in Hong Kong ( vs 40%)
Employment Situation
( ) denotes findings of the overall sample Base: All unemployed who are seeking for a job (n=361)
Question: P1-6, Q12 21
Attitudes towards changing job functions
78% of job seekers who are currently unemployed are open to changing job functions, and around one-third of them plan to make that
change in the coming job.
Change job function in the coming job
32%
Find a job from the same job function as before

46%
No plan to change job function but open to it if better

opportunities arise
27% 22%
45%
28% Base : All unemployed but are seeking jobs and have
worked full time before (n=342)
2021 findings
Question: QR9a As you are looking for / will look for a job, will you change job function in this round? 22
Reason for changing job functions
Job seekers who are currently unemployed plan to change job functions mainly because of losing interest in their current job functions (31%).
In addition, they are pulled by “other job function/nature with better prospect / higher pay” (15%) and pushed by “sharp contraction of original
job function due to COVID 19” (14%) and “original job function/nature is declining” (14%).
Lose interest in original job function / nature 31% 1
Attracted by other job function / nature which has better prospect / higher pay 15% 2
Job opportunities of original job function / nature contracted sharply due to COVID 19 14% 3
Original job function / nature is a declining field, career prospect is getting worse 14% 3
New job function allows greater work life balance or flexibility in scheduling 10%
Change job function / nature for better career opportunities after migrating to another
2%
country
Change upon getting professional qualification in other field 1%
Invited by friends or prospective employer to switch job function 1%
Under the advice or request of family 1%
Others 11%
Base: All unemployed who are seeking for a job, and have worked full time before would change job function in a new job (n=108)
Question: QR9a1 Why do you plan to change your job function/job nature? 23
Switching job functions
Respondents from job functions “Admin & HR”, “Food and Beverage” and “Merchandising & Purchasing” express a stronger intention to switch job functions. Same as last
year, “Transportation & Logistics” (11%), “Customer Services” (6.8%), and “Medical Services” (6.8%) remain as top three popular new job functions.
Job Seekers Those plan to change job function Index of switch strength Targeted new job function
Base 342 108 108
Actually it is a shift to other scope within the same job 25.1%
function / nature
Accounting 9.0% 4.0% -5.0% Accounting 2.9%
Admin & HR 14.3% 20.6% 6.3% Admin & HR 5.2%
Analytics 0.3% 0.0% -0.3% Analytics 1.5%
Banking 1.6% 1.8% 0.2% Banking -
Finance 0.4% 0.9% 0.5% Finance 0.6%
Beauty Care / Health 0.8% 0.0% -0.8% Beauty Care / Health 1.9%
Building & Construction 1.0% 1.0% 0.1% Building & Construction 0.8%
Engineering 3.1% 3.3% 0.2% Engineering -
Customer Services 3.7% 1.7% -2.0% Customer Services 6.8%
Design 2.2% 0.9% -1.3% Design 0.9%
Digital Marketing, E-Commerce & Social Media 1.0% 1.7% 0.7% Digital Marketing, E-Commerce & Social Media 4.0%
Media & Advertising 0.9% 0.8% -* Media & Advertising 2.0%
Education 4.4% 6.0% 1.6% Education 2.7%
Food and Beverage 6.1% 9.8% 3.7% Food and Beverage 3.1%
General Management 2.9% 2.7% -* General Management -
Hospitality / Tourism 2.3% 0.0% -2.3% Hospitality / Tourism 2.8%
Information Technology 3.2% 0.0% -3.2% Information Technology 3.1%
Insurance 0.3% 0.9% 0.6% Insurance -
Legal / Compliance 2.0% 2.1% * Legal / Compliance 0.9%
Manufacturing 1.8% 0.0% -1.8% Manufacturing 0.8%
Marketing & Branding 3.8% 3.3% -0.6% Marketing & Branding -
Public Relations & Corporate Affairs 0.4% 0.9% * Public Relations & Corporate Affairs -
Medical Services 1.5% 2.3% 0.7% Medical Services 6.8%
Merchandising & Purchasing 6.1% 8.1% 2.0% Merchandising & Purchasing -
Property / Real Estate 3.8% 4.7% 1.0% Property / Real Estate 1.5%
Public / Civil / Social Services 1.1% 0.9% * Public / Civil / Social Services 1.1%
Retail Sales 6.0% 4.6% -1.4% Retail Sales 1.2%
Corporate Sales & Business Development 2.9% 2.6% -* Corporate Sales & Business Development -
Sciences, Lab, R&D 0.7% 0.6% -* Sciences, Lab, R&D 2.5%
Transportation & Logistics 11.1% 11.3% * Transportation & Logistics 11.0%
Others 1.5% 2.6% 1.0% Others 10.9%
‘Index of Switch Strength’ : an index of the difference between the proportion of respective JF among ‘Job Seekers’ and ‘Plan to change job function’
Base: All unemployed who are seeking for a job (n=342) 24
Question: QR9a2 Your latest job function was [answer in Q2b]. Which job function/nature do you plan to change to ??
Expected time required for job hunting
The optimism of job seekers is reflected in this year – one-third (pick up from 24% in 2021) are expected to find a job within two months. In
addition, only 24% (vs 35% in 2021) expected the job seeking process will go beyond half a year.
11%
Within 2 months
32%
13%
Within 3 - 6 months
Average :
5.2 months
14% Within 7 - 12 months

24%
21% Average :
Even longer
6.2 months
44%
41%

2021 findings
Question: Q10a How long do you estimate it will take you to get a new job?
25
Expected salary adjustments in a new job compared with the previous job (Among unemployed respondents)
A much larger proportion of the unemployed respondents (31%) expect a salary increase compared with their previous job (vs 16% in 2021)
while 28% are pessimistic and prepared for a salary cut in a new job (vs 48% in the previous year).
Expected Salary Decrease (Average) : 23%
Expected Salary Increase (Average) : 18%

6%
31% Increased
29%
No Change
6% 16% Decreased
Did not have a job before

48% 30% 34%

2021 findings
Question: Q10b Compared with the salary of your previous job, how would you expect the salary adjustment for your new job?
26
SECTION 3
BASIC MONTHLY SALARY CHANGES IN 2022
27
For respondents who are currently working on a full-time basis, 53% received a pay rise (vs 34% in 2021) and 41% maintained the same salary as
last year (vs 55% in 2021). Only 6% experienced pay cuts (a slip from 11% in 2021).
6%
Increased
No Change
41% 53%
Decreased
11%
34%
55%
Base : All working on full time basis (n=3122)
2021 findings
Question: Q5a Compared with the salary in 2021, what is your salary adjustment rate in 2022?
28
For respondents who are currently working on a part-time or freelance basis, only 23% received a pay rise (vs 8% in 2021). 37% received a pay-
cut (vs 53% in 2021).
23%
Increased
37%
No Change
8% Decreased
40%
53% 39%
Base: All working on part-time or freelance basis (n=136)
2021 findings
Question: Q5a Compared with the salary in 2021, what is your salary adjustment rate in 2022?
29
By age
Respondents aged 26 - 30 (60%) and 31 - 35 (57%) had a higher incidence of pay-rise. The more mature respondents experienced less favorable
salary adjustment (higher incidence of pay-drop: aged 46 – 50 (12%), aged above 50 (10%) and lower incidence of pay-rise: aged 46 – 50 (45%),
aged above 50 (36%).
Increased No Change Decreased

100% 2%
6% 4% 4% 5% 9% 12% 10%
80% 38%
39% 39%
Percentage of Respondents (%)
41%
52% 40%
43%
53%
60%
40%
60% 57% 56%

53% 51%
20% 44% 45%
37%
0%
Total Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50
(n=3122) (n=245) (n=457) (n=635) (n=765) (n=438) (n=312) (n=261)
Base: All working on full-time basis

Question: Q5a Compared with the salary in 2021, what is your salary adjustment rate in 2022? 30
By work experience
Respondents with 0 – 2 years of work experienced a higher incidence of salary stagnancy (51%).

100% 2% 3%
6% 5% 7%
80%
39% 41%
41% 51% 41%
60%
40%
53% 56% 56% 52%

47%
20%
0%
Total 0 - 2 years 3 - 5 years 6 - 10 years More than 10 years
(n=3122) (n=194) (n=353) (n=613) (n=1936)

By career level
Salary adjustment patterns across different career levels are largely consistent. Only “Fresh Graduates / with less than one year of experience”
had a higher incidence of maintaining their current salary (73%) and a lower incidence of pay rise (23%).

100%
6% 4% 6% 5% 6% 9%
80%
41% 40% 42% 39% 33%
60% 73%
40%
53% 54% 55% 58%

53%
20%
23%
0%
Total Fresh Graduate/ <1 Junior Exec/ 1-4 Year Supervisor/ 5 Year+ Manager Director/ VP/ CEO
(n=3122) Year (n=621) (n=1502) (n=784) (n=116)
(n=98)

By gender
The salary adjustment pattern is consistent between male and female respondents.

100%
6% 7% 5%
80%
41% 39% 44%
60%
40%
53% 54% 51%

20%
0%
Total Male Female
(n=3122) (n=1371) (n=1751)
Base: All working on a full-time basis

By job function
Five job functions indicated a relatively higher incidence of pay-rise in 2022– Analytics (75%), Insurance (69%), Information Technology (64%),
Marketing & Branding (63%), and General Management (62%). On the contrary, Retail Sales reflected a higher pay-cut proportion - 34%.

100% 6% 5% 3% 3% 6% 4% 2% 5% 10% 6% 3% 2% 4% 10% 1% 4% 5% 5% 3% 1%
7% 8% 7% 8% 14% 8%
22% 34%
80% 32% 34% 23% 36% 43% 35%
41% 46% 38% 43% 39% 36% 40% 34% 49% 50% 45% 35% 39% 51% 45%
51% 45% 50%
62% 62% 41%
60%
40% 44%
75%
62% 64% 69% 63% 57%
53% 47% 57% 54% 53% 58% 56% 59% 49% 50% 51% 55% 56% 60%
20% 44% 45% 46% 45% 48% 47%
35% 35%
22%
0%
# caution : small base

Job function with less than 20 respondents is not shown.
Base: All working on a full-time basis (n=3122)

Question: Q5a Question: Q5a Compared with the salary in 2021, what is your salary adjustment rate in 2022? 34
By industry
Some industries reflect more positive scenarios in terms of pay-rise incidence in 2022: Security / Fire / Electronic Access Controls (80%),
Insurance (73%), Human Resources / Recruitment (64%), Building / Construction (64%), Information Communications Technology (63%), Legal
Services (62%) and Property Development & Management (62%). On the other hand, Wholesale (13%) reported a higher incidence of pay-cut.

100% 5% 5% 3% 4% 4% 2% 5% 3% 4% 10% 7% 5% 4% 4% 3% 5% 5%
6% 7% 9% 7% 13% 7% 7% 7% 8% 7%
20%
80% 20% 36% 33%
39% 29% 38% 29% 43% 30% 38% 41%

41% 48% 44%
37% 43% 41% 44% 47% 38% 44% 40%
47%
60% 60% 55% 67%
60%
40% 80%
73%
58% 62% 62% 64% 58% 64% 63% 57%
53% 56% 55% 52% 54% 51% 56% 54% 54%
20% 47% 47% 46% 52% 50%
33% 35% 29%
27%
0%
The industry with less than 30 respondents is not shown. e.g., Fintech
Base: All working on full-time basis (n=3122)

Overall average percentage of monthly salary adjustments over the years
10.0%
8.7%
Average Salary Adjustment (%)
8.0%
5.8% 5.7% 5.9% 5.7%

6.0%
5.1%
4.8% 4.7%
3.9%
4.0% 3.6% 3.6%
3.2%
2.1%
2.0% 1.3%
0.4%
0.0%
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Question: Q5b1, 5b2 Compared with the salary in 2021, your salary is …… by _____% 36
Percentage of monthly salary adjustments and satisfaction ratings in 2022 – by job function
The average salary adjustment in 2022 was 3.2%, a pick-up from 0.4% in 2021. In comparison, Analytics (7.3%), Digital Marketing, E-Commerce &
Social Media (6.4%), Public Relations & Corporate Affairs (6.1%), Design (6.0%), Sciences, Lab, R&D (5.6%) and Information Technology (5.0%).
On the other hand, Retail Sales (-4.8%), Food and Beverage (-1.1%), and Corporate Sales and Business Development (-0.2%) still registered
negative average salary adjustment.
Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)

2.74 3.04 2.72 3.02 2.83 2.60 2.97 2.82 2.81 2.76 2.80 2.86 2.52 2.71 2.95 2.89 2.79 2.60 2.80 2.61 2.63 2.78 2.86 2.81 2.57 2.70
2.41 2.37 2.31
7.3% 6.4% 6.1% 6.0% 5.6%
5.0% 4.8%
5% 4.3% 4.1% 4.0%
4.0% 3.9% 3.6% 3.5% 3.3%
3.2% 3.2% 3.1% Overall salary adjustment = 3.2%

2.8% 2.7%
2.3% 2.2%
2.5% 1.6% 1.5%
0.6%
0%
-0.2%
-1.1%
-5% -4.8%
# Caution: small base ; Job function with less than 20 respondents is not shown

Question: Q5b1, 5b2, 5c Compared with the salary in 2021, your salary is …… by _____% ? Are you satisfied with this salary adjustment? 37
Percentage of monthly salary adjustments and satisfaction rating in 2022 – by industry
The average salary adjustment in 2022 is 3.2%. Several industries have recorded relatively higher adjustments: Financial Services (with Fintech)
(5.9%)Information & Communications Technology (5.4%) and Design (5.2%).
Salary Adj. Overall Satisfaction (5=very satisfied, 1=very dissatisfied)

Overall salary adjustment = 3.2%
2.74 2.94 2.94 2.87 2.74 2.83 2.80 2.90 2.75 2.93 2.67 3.00 2.95 2.81 2.87 2.75 2.57 2.72 2.62 2.70 2.84 2.65
2.48 2.55 2.54 2.35 2.55
5.9%
5.4%
5.2% 4.9% 4.9%
5% 4.6%
4.2% 4.1% 4.0%

3.6% 3.5%
3.2% 3.4% 3.2% 3.0% 2.8% 2.8%
2.4% 2.4%
2.3% 2.0% 2.0% 1.8%
1.5% 1.3% 1.2%
0.9%
0%
The industry with less than 30 respondents is not shown e.g., Fintech

Question: Q5b1, 5b2, 5c Compared with the salary in 2021, your salary is …… by _____% ? Are you satisfied with this salary 38
Percentage of monthly salary adjustments in 2022 – by age
The salary adjustment was highest among those aged 26 – 30 (6.7%) and generally declines as age increases. Salary reductions were recorded
among respondents aged 50 or above.
8.0%
6.7%
6.0%
4.6%
4.0% 3.7%
Overall salary adjustment = 3.2%
3.2% 3.2%
2.0% 1.6%
0.4%
0.0%
-0.9%
-2.0%
(n=3122) (n=245) (n=457) (n=635) (n=754) (n=438) (n=312) (n=261)

Question: Q5b1, 5b2 Compared with the salary in 2021, your salary is …… by _____%? 39
Percentage of monthly salary adjustments in 2022 – by work experience
Higher average salary adjustment was revealed by respondents with 3 - 5 years of work experience (average of 5.3%) and with 6 – 10 years of
work experience (average of 5.4%).
6.0%
5.3% 5.4%
4.6%
4.0%
3.2% Overall salary adjustment = 3.2%
1.9%
2.0%
0.0%
(n=3122) (n=194) (n=353) (n=613) (n=1936)

Percentage of monthly salary adjustments in 2022 – by career level
The highest average salary adjustment (average of 4.6%) was revealed by Junior Executives / those with 1 – 4 years of work experience. This
year, Fresh Graduates / those with less than one year of work experience got the lowest average salary adjustments (0.1%) in this year.
6.0%
4.6%
4.0% 3.8%
2.8% 2.9%
2.0%
0.1%
0.0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3122) (n=78) (n=621) (n=1502) (n=784) (n=116)

Percentage of monthly salary adjustments in 2022 – by gender
The average salary adjustment reflected by male respondents (3.3%) was directionally higher than that by female respondents (3.0%)
4.0%
3.3%
3.0%
2.0%
Total Male (n=1371) Female (n=1751)
(n=3122)

Perception of salary compared with market standard
As compared with the market standard, almost half of the respondents (47%) consider their salary to be below market average, while 45% think
theirs is about average.
8%
Above average
47%
About average
45%
9%
Below average
46%
45%
2021 findings
Question: Q6a Compared with the market standard, do you think your salary is above average or below average? 43
Reasons for accepting a “below-average” salary
Like last year, respondents accept a “below-average” salary mainly out of a pessimistic view about the employment situation – perceived
difficulty in job-seeking as a result of social instability (36%), they would rather stay put at their current company which has a lower chance of
layoff (35%) and they foresee limited options during the current economic downturn (33%). In addition, 31% tolerate a lower-than-average salary
as they plan to leave the company soon.
Difficulty in getting a new job / maintaining job security due to social instability (e.g. healthcare issue) 36% 1
The current company is relatively stable, hence a lower chance of layoff 35% 3 2021 findings
Limited choices in the face of an economic downturn 33% 2
Plan to leave current company 31%
Simply out of inertia to go through job seeking process 18%
Company did not implement other policies that lowered income 18%
Enjoy a good relationship with current co-workers 16%
Satisfied with current workload / working hours 15%
Changing industry/role is too challenging, better stay in the comfort zone 14%
Not certain about the ability to get a job with higher pay 14%
Company provides other support (e.g., WFH, additional allowances, flexible working hours) 12%
Do not want to be seen as a job hopper on the resume 11%
Interested in current job and may not be easy to find a similar one 11%
Have a sense of belonging to the current company and do not want to quit 8%
Willing to stay with the company as it is facing financial difficulties 3%
Others 8%
Base: All working on full-time basis and consider their salary ‘below market average’ (n=1468)
Question: Q6b Why would you accept a salary that you think might be below average? 44
SECTION 4
BONUS AND DOUBLE PAY
45
There is a sign of recovery among respondents currently working on a full-time basis from last year. 25% received both double pay and bonus
(pick up from 21% in 2021) and 29% received only a bonus (also a rise from 25% in 2021).
18% Double pay only

28%
Bonus only
Double pay and bonus
29%
20% None of the above
34%
25%
25%
21%
2021 findings
Question: Q7a Which of the benefits did your company provide for 2021? 46
The situation has not improved for those currently working on a part-time or freelance basis, however. The majority (80%) did not receive any
bonus or double pay, as per the previous year (79%).
7%
Double pay only
9%
4%
Bonus only
Double pay and bonus
8%
8% None of the above
5% 80%
79%
Base : All working on part time or freelance basis (n=136)
2021 findings
Bonus satisfaction
Among respondents who have received a bonus, 7% felt very satisfied (received 2.5 months on average), while 22% felt negative about their
bonus size (received a smaller bonus which is 0.9 months or less of salary). The response pattern is largely consistent with the previous year.
7% 7%
Very satisfied (Approx.2.5 Mths)
15%
Satisfied (Approx.1.8 Mths)

30%
Neutral (Approx.1.2 Mths)
9% 7% Dissatisfied (Approx 0.9 Mths)

5%
31% 41%
Very dissatisfied (Approx.0.6 Mths)
38%
Base : All who work on full time basis and receive bonus (n=1695)
2021 findings
( ) denotes bonus size in 2021

Bonus received - by job function
Overall, 54% of the currently employed respondents received a bonus in 2022 (vs 46% in 2021). The top five job functions that reported a higher
incidence of receipt of bonuses are Banking (78%), Insurance (78%), Finance (76%), Transportation & Logistics (69%), and Manufacturing (65%).
The average bonus size for these respondents was 1.4 months and Finance (2.3 months) and General Management (2 months) register relatively
larger bonus size
Received Bonus Did not receive Bonus Bonus size Overall average bonus size = 1.4 Months
100%
46% 45% 50% 56% 22% 24% 40% 39% 44% 63% 56% 84% 54% 38% 50% 51% 22% 41% 35% 43% 49% 54% 39% 39% 77% 58% 37% 58% 31%
2.0
80% 2.3
1.7 1.8* 1.7 1.7

1.6 1.6 1.5
1.4 1.4
60% 1.3 1.3 1.3* 1.2 1.2 1.3 1.3
1.2* 1.2* 1.3
0.9*
1.1 1.1 1.0* 1.0 1.1*
1.0
40%
0.8*
20%
54% 55% 50% 44% 78% 76% 60% 61% 56% 37% 44% 16% 46% 62% 50% 49% 78% 59% 65% 57% 51% 46% 61% 61% 23% 42% 63% 42% 69%
0%
# Caution: small base; * Caution: denote figure derived from a small base of <20
Base: All working on full-time basis (n=3122) 49
Question: Q7a, 7b Which of the benefits did your company provide for 2021? How much bonus did you get for 2021?
Bonus received - by industry
Five industries that record a higher incidence of receiving bonuses: Freight Forwarding / Delivery / Logistics (79%). Banking (77%), Insurance
(75%), Electronics / Electrical Equipment (68%) and Property Development & Management (66%). In terms of bonus size, Financial Services incl.
Fintech (2.1 months), Freight Forwarding / Delivery / Logistics (1.9 months), and Banking (1.8 months) reveal a relatively positive picture.
Received Bonus Did not receive Bonus Bonus size Overall average bonus size = 1.4 Months
100%
46% 80% 75% 38% 38% 60% 39% 44% 23% 25% 39% 40% 34% 47% 81% 82% 64% 21% 35% 42% 48% 40% 75% 49% 48% 45% 32%
80% 1.6 2.1 1.6
1.5 1.8 1.5 1.5

1.4 1.4 1.2 1.4 1.9
1.3 * 1.3 1.3
60% 1.2 1.2 1.2 1.2 * 1.2
1.1 1.1 1.1* 1.0* 1.1 1.1
0.9
40%
0.6
*
20%
54% 20% 25% 62% 62% 40% 61% 56% 77% 75% 61% 60% 66% 53% 19% 18% 36% 79% 53% 65% 58% 52% 60% 25% 51% 52% 55% 68%
0%
*Caution: denote figure derived from a small base of <20
Question: Q7a, 7b Which of the benefits did your company provide for 2021? How much bonus did you get for 2021? 50
Bonus received - by career level
Incidence of bonus payment increases with seniority. Senior-level respondents also got larger bonus sizes (1.6 months on average for “Managers”
and 1.8 months on average for “Directors / VPs / CEOs”).
Overall average bonus size = 1.4 Months

Received Bonus Did not receive Bonus Bonus size
100%
46% 69% 54% 47% 35% 34%
1.6 1.8
80% 1.4
1.3 1.3
1.2
60%
40%
20%
54% 31% 46% 53% 65% 66%

0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3122) (n=98) (n=621) (n=1502) (n=784) (n=116)

Question: Q7a, 7b Which of the benefits did your company provide for 2021? How much bonus did you get for 2021? 51
The overall average size of bonus received over the years
2.4
Average no. of month of salary (%)
2.2
2.0
1.8 1.7
1.6
1.6 1.5 1.5
1.4 1.4
1.4 1.3
1.2 1.2
1.2
1.0 0.9
0.8
0.8
0.6 0.5
0.4 0.4
0.4
0.2
0.3
0.0
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
Base in 2022 : All working on full time basis and received bonus (n=1695)
Question: Q7b How much bonus did you get for 2021? 52
Double pay received - by job function
Like last year, less than half of respondents (43%) received a double pay (vs 41% in 2021). A higher incidence of double pay was recorded among
three job functions: Manufacturing (76%), Merchandising & Purchasing (74%), and Transportation & Logistics (67%).
Received Double Pay Did not receive Double Pay
100%
57% 53% 61% 50% 77% 66% 56% 53% 57% 52% 70% 91% 65% 59% 71% 63% 76% 67% 24% 58% 77% 65% 26% 60% 82% 63% 53% 54% 33%
80%
60%
40%
20%
43% 47% 39% 50% 23% 34% 44% 47% 43% 48% 30% 9% 35% 41% 29% 37% 24% 33% 76% 42% 23% 35% 74% 40% 18% 37% 47% 46% 67%
0%
# Caution: small base

Double pay received - by industry
More respondents from Freight Forwarding / Delivery / Logistics (80%), Clothing / Garment / Textile (77%) and Electronics / Electrical Equipment
(73%) industries reported a higher incidence of receiving a double pay.
100%
57% 87% 83% 53% 34% 45% 32% 63% 77% 81% 63% 64% 52% 80% 68% 91% 57% 20% 55% 56% 51% 73% 64% 62% 60% 74% 23% 27%
80%
60%
40%
20%
43% 13% 17% 47% 66% 55% 68% 37% 23% 19% 37% 36% 48% 20% 32% 9% 43% 80% 45% 44% 49% 27% 36% 38% 40% 26% 77% 73%
0%

For ‘receipt of double pay’, the industry with less than 30 respondents is not shown e.g., Fintech 54
Question: Q7a Which of the benefits did your company provide for 2021?
Double pay received - by career level
“Fresh Graduates / with less than one year of work experience” registered a relatively lower incidence of receiving double pay (28%).

100%
57% 72% 62% 57% 52% 60%
80%
60%
40%
20%
43% 28% 38% 43% 48% 40%

0%
Total Fresh Graduate/ <1 Year Junior Exec/ 1-4 Year Supervisor/ 5 Year+ Manager Director/ VP/ CEO
(n=3122) (n=98) (n=621) (n=1502) (n=784) (n=116)

SECTION 5
JOB SWITCH DYNAMICS IN PAST 12 MONTHS
56
JOB SWITCH DYNAMICS IN THE PAST 12 MONTHS
Incidence of changing job – by employment mode
Overall, 31% changed jobs in the past 12 months, with a majority changing employers only. Mobility was higher among those working on a part-
time and freelance basis - 35% made a move, and they also showed a higher incidence of changing both employers and job functions (14%).
Change employer & job function Change employer only No change

100%
80%
69% 69% 65%

60%
40%
21%
20% 22% 22% 35%
31% 31%
14%
9% 9%
0%
Total All working on full time basis All working on part-time / freelance basis
(n=3258) (n=3122) (n=136)
2021 findings
Base: All working respondents

Question: Q8a Which of the following best describes your work status in the last 12 months? 57
Incidence of changing job – by age
Respondents aged below 25 (40%) and aged between 26 – 30 (43%) reflected a higher incidence of changing jobs in the past 12 months.
Changing job functions is particularly common among the youngest respondents aged below 25 (16%).

100%
80%
60% 57%
69% 71% 72% 72% 69%
74%
60%
40%
24%
35%
20% 22% 43% 22%
40% 21% 21% 17%
31% 29% 19% 31%
26% 28% 28%
16%
9% 8% 8% 7% 7% 11% 9%
0%
(n=3258) (n=260) (n=469) (n=650) (n=780) (n=455) (n=330) (n=305)

Incidence of changing job – by work experience
Respondents with shorter work experience registered a higher incidence of changing jobs in the past 12 months (with 0 - 2 years work experience:
41%, with 3 – 5 years work experience: 41%). In terms of changing job function, those with less than 2 years of work experience reflected a higher
incidence (16%).

100%
80%
59% 59%
69% 66%
73%
60%
40%
25%
30%
20% 22% 41% 41% 26%
34% 20%
31% 27%
16%
9% 11% 8% 7%
0%
(n=3258) (n=205) (n=362) (n=628) (n=2035)

Incidence of changing job – by career level
Junior executives / with 1 – 4 years of work experience (40%) had a higher incidence of changing jobs in the past 12 months. Changing job
function along with job switch is also more common in two segments: 12% of Fresh Graduate / with less than 1 year of work experience and 13%
of Junior Executive / with 1-4 years of work experience made such move.

100%
80%
60%
69% 73% 70% 72%
60% 78%
40%
27%
20% 22% 15% 40% 21%
31% 30% 23%
27% 28% 19% 22%
9% 12% 13% 9%
0% 5% 3%
(n=3258) (n=108) (n=656) (n=1548) (n=814) (n=133)

Incidence of changing jobs – by job function
Respondents from these 5 job functions showed more movement: Food & Beverage (46%), Digital Marketing, E-Commerce & Social Media (44%),
Public Relations & Corporate Affairs (43%), Design (39%) and Marketing & Branding (39%).

100%
69% 75% 66% 65% 69% 73% 73% 71% 70% 65% 73% 67% 63% 61% 56% 61% 57% 69% 54% 68% 69% 86% 72% 80% 76% 62% 74% 74% 70%
80%
60%
40% 35% 43%

28%
24% 26% 28% 27%
22% 22% 25% 17% 16% 28%
22% 21% 25%
20% 20% 27% 20% 17% 23% 25% 13% 16%
24%
17% 6% 22%
16%
9% 5% 12% 13% 4% 7% 10% 6% 5% 10% 14% 16% 13% 13% 9% 11% 15% 10% 3% 3% 7% 4% 5% 7% 11% 20% 4% 5%
0%
# Caution: small base job function with less than 20 respondents is not shown.
Base: All working respondents (n=3258) 61
Question: Q8a Which of the following best describes your work status in the last 12 months?
Incidence of changing jobs in the past 12 months – by industry
The top five industries with a higher incidence of job switches in the past 12 months: Human Resources / Recruitment (47%), Security / Fire /
Electronic Access Control (44%), Wholesale(41%), and Design (42%).

100%
69% 72% 69% 74% 78% 59% 77% 701% 66% 64% 60% 79% 65% 68% 56% 58% 66% 54% 72% 81% 65% 73% 55% 62% 74% 65% 62% 71% 84%
80%
60%
40% 33%
38% 21% 35%
26% 29% 26% 32% 22% 24% 23% 26% 26% 25% 24% 20%
22% 14% 17% 15% 12%
20% 20% 16% 20% 13%
17% 13%
24% 17%
8% 5% 10% 8% 4% 13% 8% 6% 21% 11% 13% 4% 2% 9% 7% 10%
9% 14% 14% 6% 6% 15% 8% 21% 13% 10% 14% 9% 3%
0%
Base: All working respondents 62
Question: Q8a Which of the following best describes your work status in the last 12 months?
Reasons for changing jobs (Top 5 reasons)
Full-time employees were largely triggered by “discontent with company culture/management style” (40%), “dissatisfied with salary/benefits”(35%), and the pursuit of
higher pay (31%). And “low advancement opportunity” (28%). Those working on a part-time or freelance basis, on the other hand, were mainly pushed by “poor company
prospect” (36%), “discontent with company culture” (34%), “heavy workload/pressure” (27%) and “long working hours” (24%).
Working on Full-time Basis Working on Part-time / Freelance Basis

(n=964) (n=47)
Discontent with company culture / management style 40% 1 34% 2 2
Dissatisfied with salary / benefits 35% 3 22%
Sought for higher pay (even at the same rank) in new job 31% 2 21%
Low advancement opportunity 28% 4%
Company prospect not good 24% 36% 3 1
Too much workload / pressure 23% 27% 3
Sought for career advancement / higher rank in new job 22% 5%
Bad relationship with co-workers / supervisors 18% 19%
Tried to switch to another company for better job security 17% 8%
Long working hours 15% 2% 4
Chase for the job market trend in order to have career development 14% 24%
The overall welfare policy in the new company is more satisfactory 14% 4%
Promotion salary adjustment was less than satisfactory 11% 12%
Not enough training & development 9% 11%
Change in job nature 9% 10%
Being laid off 9% 12% 1
Company restructure 8% 8%
Change of organization leaders 8% 1%
Unsuitable career path 7% 10%
Dissatisfied with work location 6% 6%
Last company implemented pay cuts / no-pay leaves 6% 2%
Seek for a company/job running a flexible working hours or hybrid working 5% 8%
Last company closed down / withdrew from Hong Kong market 4% 19%
Employment contract expired 4% 5%
Unable to take care of family 4% Pull Factors 10% Pull Factors
Others 6% Push Factors 16% Push Factors
Base: All who changed jobs in P12M

Question: Q8b Overall speaking, what were the reasons for changing your job? 63
Circumstances of leaving the previous job – by employment mode
Over 70% of the respondents who changed jobs in the past 12 months did this on their own initiatives. Most of them resigned after securing a new job offer. Comparing
the two employment modes, the proportion of resigning on their own initiatives is a lot lower among part-timers/freelancers (43%). They show a higher incidence of
changing jobs due to passive factors and other situations (27%).
Own initiatives* : 72% 74% 43%

Passive factors* : 18% 18% 28%
100%
10% 9%
6% 6% 29%
80% 8% 8%
4% 4%
16% 16% 14%
60%
5%
9%
40%
14%
56% 57%
20%
29%
0%
(n=1011) (n=964) (n=47)
Intended to change employer, resigned after getting offer Intended to change employer, resigned before getting offer
Previous company closed down / withdrew from HK Previous company laid off employees
Forced to resign Other scenarios
*Own initiatives – ‘Intend to change job, resign after getting offer’ / ‘Intend to change job, resign before getting offer’
*Passive factors - ‘Previous company closed down’ / ‘Previous company laid off employees’ / ‘Forced to resign’
Base: All working respondents who changed jobs in P12M

Question: Q8a1 When you changed your job in the past 12 months, did you …. 64
Circumstances of leaving the previous job – by age
The younger segments show a high tendency of changing jobs of their own accord (72% - 88%), and the proportion drops by age when it gets beyond 35 years old. For
those over 50 years old, as high as 36% switched jobs due to passive factors – 30% were laid off or forced to resign.
Own initiatives* : 72% 87% 88% 79% 70% 63% 57% 44%
Passive factors* : 18% 6% 7% 14% 20% 29% 25% 36%
100%
10% 7% 6% 7% 10% 8%
4% 3%
2% 6% 18%
6% 2% 5% 21%
0% 1% 7% 7%
80% 8% 15% 1% 8% 15%
8%
4% 23% 5%
18% 11% 17%
9%
16% 17%
60% 6%
15% 13%
18% 6%
40% 8%
73%
64% 61%
56% 53%
47%
20% 39% 36%
0%
(n=1011) (n=105) (n=201) (n=185) (n=202) (n=129) (n=92) (n=94)

Circumstances of leaving the previous job – by work experience
Those with 3-5 years of work experience are in the best position for a job switch, as three-quarters of them resigned only after getting an offer and another 18% resigned
before securing a job offer. Only 5% of them had to switch jobs passively. On the other hand, those with over 10 years of work experience are in the least favorable
position as a quarter of them were pushed to switch jobs.
Own initiatives* : 72% 74% 92% 83% 63%

Passive factors* : 18% 13% 5% 10% 25%
100% 3%
10% 2% 7% 12%
13%
2% 5%
6% 1% 2%
7% 3% 8%
80% 8% 3% 18%
4% 3% 14% 12%
16% 22% 6%
60%
16%
40%
74% 69%
56% 52%
20%
46%
0%
Total 0 - 2 years 3 - 5 years 6 - 10 years >10 years
(n=1011) (n=85) (n=150) (n=216) (n=551)
Own initiatives – ‘Intend to change job, resign after getting offer’ / ‘Intend to change job, resign before getting offer’
*Base: All working respondents who changed jobs in P12M

Circumstances of leaving the previous job – by career level
Aligning with the situation based on work experience, Junior Executives / with 1–4 years of work experience shows greater own initiatives (79%) compared to the other
levels.
Own initiatives* : 72% 68% 79% 70% 71% 59%

Passive factors* : 18% 11% 11% 21% 20% 23%
100%
10% 10% 9% 8%
21% 6% 18%
6% 6% 7%
80% 8% 3% 9%
2% 10% 5%
4% 8% 5% 6%
3% 18% 4%
0%
16% 15% 17% 12%
60% 18%
16%
40%
56% 61%
50% 55% 55%
20% 43%
0%
(n=1011) (n=29)# (n=263) (n=465) (n=224) (n=30)

Circumstances of leaving the previous job – by gender
A higher proportion of the male switched jobs of their own accord, and more of them resigned only after getting an offer.
Own initiatives* : 72% 77% 69%

Passive factors* : 18% 16% 20%
100%
10% 7% 11%
5%
6% 8% 8%
80% 8% 4% 8%
4%
15% 4%
16%
60% 18%
40%
63%
56% 51%
20%
0%
Total Male Female
(n=1011) (n=427) (n=584)
Experience after changing jobs
More than half of those having changed jobs in the past 12 months (58%) have found a better experience in the new role.
27% Better than the previous job
Worse than the previous job
58%
15% No change
25%
54%
21%
Base : All who changed job in P12M (n=1011)
2021 findings
Question: Q8c Overall, how would you describe your work experience after changing your job? 69
Switching job functions – the dynamics
Who are they?
47% are aged 35 or below (15% are aged below 25)

64% are female
31% are Junior Executives or those with 1 - 4 years of experience
93% are full-time employees, 6% are part-timers / freelancers
17% experienced pay-cut (vs 7%)
Their average salary adjustment is 1.4% (vs 2.7%)
53% did not receive any bonus / double pay (vs 30%)
53% are ACTIVE JobsDB users (vs 39%)
( ) denotes findings of overall sample

70
Switching job functions
Zooming in on those who changed job functions in the past 12 months, 19% shifted to another scope within the same function.
19%
Just a shift from other scope within the same job

function
Change to other job function
15%
81%
85%
2021 findings
Base: All working who have changed job function in the past 12 months(n=281)
Question: Q8a4 Then, from which job function/nature did you change to your current job function/nature [answer in Q2a]? 71
Switching job functions - propensity of Shift
Respondents working in Hospitality / Tourism, Customer Services, Beauty Care / Health, and Media & Advertising have a stronger intention for a
job function switch.
All Working Previous Job function of those changing job function Index of Switch Strength Current job function after change
Base 3258 227 227
Accounting 9.8% 5.5% -4.2 4.1%
Admin & HR 14.6% 4.6% -10.0 21.5%
Analytics 1.4% 0.7% -0.6 1.4%
Banking 2.6% 1.8% -0.8 1.5%
Finance 1.7% 2.1% 0.4 1.6%
Beauty Care / Health 0.3% 2.6% 2.3
Building & Construction 3.7% 2.3% -1.4 2.8%
Engineering 6.3% 4.2% -2.1 2.8%
Customer Services 2.6% 9.3% 6.7 2.9%
Design 1.9% 1.2% -0.8 2.5%
Digital Marketing, E-Commerce & Social Media 1.4% 1.0% -0.4 1.8%
Media & Advertising 0.6% 1.6% 1.1
Education 4.4% 3.3% -1.1 5.6%
Food and Beverage 2.2% 2.5% 0.2 1.0%
General Management 2.3% 2.3% 0.0 1.9%
Hospitality / Tourism 1.9% 5.2% 3.4 3.3%
Information Technology 5.5% 2.1% -3.4 1.4%
Insurance 0.9% 2.5% 1.6 1.1%
Legal / Compliance 1.9% 1.1% -0.7 0.8%
Manufacturing 2.0% 2.1% 0.1 1.3%
Marketing & Branding 4.4% 1.0% -3.4 5.1%
Public Relations & Corporate Affairs 0.6% 0.2% -0.4 1.4%
Medical Services 1.5% 3.3% 1.8 2.4%
Merchandising & Purchasing 4.6% 3.7% -1.0 3.4%
Property / Real Estate 3.5% 3.6% 0.1 5.2%
Public / Civil / Social Services 2.0% 4.1% 2.1 5.0%
Retail Sales 1.9% 6.4% 4.4 3.3%
Corporate Sales & Business Development 3.4% 5.2% 1.8 5.6%
Sciences, Lab, R&D 1.3% 2.2% 0.9 0.4%
Transportation & Logistics 7.5% 2.6% -4.9 4.3%
Others 1.3% 9.5% 8.3 4.8%
‘Index of Switch Strength’ : an index of the difference between the % under column ‘All working’ and ‘Previous Job function of those changing job function ’
Base: All working who have changed to other job function in the past 12 months(n=227)
Question: Q8a4 Then, from which job function/nature did you change to your current job function/nature [answer in Q2a]? 72
Switching job functions - major reasons for changing job function during the last job switch
Candidates change job functions primarily due to the pull of other job functions with better career prospects / higher pay (27%), followed by
push factors of “losing interest in original job function” (16%) and the contraction of job opportunities of original job function due to COVID-19
(14%).
Attracted by other job function which has better career prospect / higher pay 27% 2
Lost interest in original job function / nature 16%
Job opportunities of original job function contracted sharply due to COVID 19 14% 1
New job function allows greater work life balance or flexibility in scheduling daily activities 11%
Invited by friends or prospective employer to switch job function 8%
Original job function / nature is a declining field, so career prospect was declining 8%
Change job function for better career opportunities after migrating 3%
A change upon getting professional qualification in other field 2%
Advised or requested by family 1%
Others 12%
Base: All who changed job function when changing job in P12M (n=281)
Question: Q8a3 Why did you change your job function/job nature when you changed your last job in the past 12 months? 73
Switching job functions - success factors for changing to another job function
Respondents mainly attribute success in changing job function to “good preparation for interview” (30%), “switch to job function/occupation in
high demand” (29%), and “acquire new skills and equip via self-learning” (22%)
Well prepared for the interview 30%
Attempt to switch to another job function /occupation in high demand 29%
Acquire new skills and equip via self-learning 22%
Referred by friends/ family members 20%
The new supervisor/employer is willing to provide on-job training 19%
Examinations to attain qualifications or licenses for other job functions/occupations 13%
Attend University training courses for better recognition 7%
Attend short training courses for upskilling 7%
Attend online training courses for upskilling 6%
Enhance in digital tools capability 5%

Training related factors
Language enhancement or learn a new language 5%
Others 16%
Question: Q8a4i What is the success factor for you to change from other job functions/nature? (Can choose more than one answer) 74
Switching job functions - time for making the decision to change job functions
60% indicated that they decided to change job functions within 2 months. On average, they were swifter this year and took 3.8 months to make
up their mind (vs 5 months in 2021).
Less than a month

10% 1 - 2 months
* 1%
4% 30% 3 - 6 months
9% 7 - 12 months
Average:
3.8 months 1 - 2 years
2 - 3 years
16%
22% 23% More than 3 years
1% Average: 30% Changing job function was a forced

2%
5% 5 months choice
7% 21%
Base : All who changed job function when changing job in P12M (n=281)
19%
2021 findings
*denotes less than 0.5%
Question: Q8a6 How long did you take to make the "changing job function/job nature" decision? 75
Switching job functions - percentage of salary adjustment upon switching of job functions in the past 12 months
Respondents with 3 - 10 years of work experience reflected a more positive picture upon changing job functions (3 - 5 years: 72% had a pay rise,
6 - 10 years: 63% had a pay rise). Respondents with 10 years of work experience or more reported a reversed picture (47% experienced a pay cut).
Reduced 40%+ Reduced 21-40% Reduced13% - 20% Reduced 9% - 12% Reduced 5% - 8% Reduced <5% No salary adjustment
Increased <5% Increased 5% - 8% Increased 9% - 12% Increased 13% - 20% Increased 21-40% Increased 40%+
Average
adjustment
Total
11% 11% 5% 5% 3% 5% 9% 9% 5% 7% 14% 11% 5% -1.2%
(n=281)
With Reduction (net) : 39% With Increment (net) : 53%
< 2 years
9% 7% 4% 3% 3% 6% 33% 5% 12% 10% 4% 4% -1.3%
(n=32)
3 - 5 years
8% 2% 7% 5% 3% 4% 9% 7% 2% 25% 22% 8% +12.4%
(n=41)
6 - 10 years
5% 13% 1% 5% 3% 6% 4% 10% 6% 1% 19% 22% 6% +6.2%
(n=53)
>10 years -7.2%

17% 11% 7% 5% 3% 5% 12% 5% 5% 9% 10% 6% 5%
(n=150)
Question: Q8a5 What is the percentage of the salary adjustment as the result of “changing job function/job nature"? 76
SECTION 6
JOB SWITCH PROPENSITY IN COMING THREE MONTHS
77
JOB SWITCH PROPENSITY IN THE COMING THREE MONTHS
Propensity to change jobs in the coming three months – by employment mode
Same as 2021, about three quarters are planning or open to the idea of changing jobs. A similar pattern is observed regardless of whether the
person is working full-time or on a part-time or freelance basis. This is different from 2021 in which the full-timers demonstrated a more “stable”
mentality. Comparatively speaking, the full-timers are skewed towards changing employers only whereas the part-timers/freelancers show a high
tendency of changing the job function as well.
Plan to change employer & job function Plan to change employer only
No plan but will consider if better opportunities are available No plan to change
100%
24% 24% 23%

80%
60%
42% 43% 46%
40%
20% 25% 25% 17%

34% 33% 31%
14%
9% 8%
0%
2021 findings (n=3258) (n=3122) (n=136)

Question: Q9a Do you intend to change your employer now or in the coming three months? 78
Propensity to change jobs in the coming three months – by age
A consistent pattern in the propensity to change jobs in the future is recorded across different age groups, with an exception for those above
50 years old who see a higher proportion of people having no plan to change jobs (30% vs 24% among Total).
100%
24% 21% 22% 20% 24% 27% 28% 30%

80%
60% 43%
42% 45%
42% 44% 41% 39%
41%
40%
27% 22% 28%

20% 25% 34% 33% 25% 23% 27%
37% 37% 32% 32% 21%
33% 29%
9% 10% 11% 9% 7% 9% 8%
0%
6%
(n=3258) (n=260) (n=469) (n=650) (n=780) (n=455) (n=330) (n=305)

Propensity to change jobs in the coming three months – by work experience
Respondents with 3 - 5 years of work experience show the highest propensity to change job in the coming three months, particularly to
change both employer & job function (12% vs 9% among Total) whereas only 19% (vs 24% among Total) have no plan to change at all.
100%
24% 21% 19%

25% 26%
80%
60% 43%
42% 44% 41% 42%
40%
26%
20% 25% 27% 24% 24%
33% 35% 38% 34% 32%
9% 8% 12% 10% 8%
0%
(n=3258) (n=205) (n=362) (n=628) (n=2035)

Propensity to change jobs in the coming three months – by career level
The junior-level executives with 1-4 years of experience are the most inclined to change jobs (36%), especially to change both employers and
job functions (11%) in the coming three months. On the other hand, Directors / VPs / CEOs indicate a lower propensity to switch jobs given
that as high as 38% (vs 24% among Total) of them have no plan to change jobs at all.
100%
24% 22% 21% 24% 26%

38%
80%
60%
42% 43% 42%
51% 42%
35%
40%
25% 25% 25%

20% 36% 26%
34% 18% 34% 32% 21%
27% 27%
9% 9% 11% 9% 6% 6%
0%
Total Fresh Graduate/ <1 Junior Exec/ 1-4 Year Supervisor/ 5 Year+ Manager Director/ VP/ CEO
(n=3258) Year (n=656) (n=1548) (n=814) (n=133)
(n=108)

Propensity to change jobs in the coming three months – by job function
Respondents from Hospitality / Tourism (54%), Marketing & Branding (43%) and Food and Beverage (42%) express the highest propensity to
change jobs.
Change employer & job function Change employer only No plan but will consider if better opportunities arise No change
100%
24% 20% 25% 33% 25% 30% 29% 24% 16% 21% 27% 23% 22% 36% 15% 27% 21% 28% 23% 21% 22% 36% 27% 26% 26% 7% 27% 22% 23%
56%
80% 55% 31%
43% 47% 50% 36% 43% 38% 36% 51% 41% 43%
42% 44% 38% 42% 40% 40% 52%
38% 39% 38% 43% 56% 39%

60% 34% 40% 40%
40% 18%
30% 13% 19% 11% 22% 19%

20% 30% 27%
25% 29% 24% 17% 32%
11% 27% 24% 23% 27% 25%
27% 27% 27% 31% 20% 18% 26% 5% 22% 29% 15%
9% 8% 7% 3% 7% 5% 5% 7% 16% 29%
3% 4% 7% 15% 6% 36% 4% 17% 4% 9% 5% 7% 18% 11% 10% 9%
0%

Base: All working respondents (n=3258)

Propensity to change jobs in the coming three months – by industry
The top four industries with a higher propensity to job switch: Hospitality (56%), Human Resources / Recruitment (50%), Retail (41%) and
Security / Fire / Electronic Access Control (40%).
Change employer & job function Change employer only No plan but will consider if better opportunities arise No change
100%
24% 29% 30% 20% 21% 30% 22% 15% 25% 25% 22% 33% 24% 13% 19% 20% 14% 27% 35% 26% 23% 27% 21% 32% 35% 20% 24%
80% 46% 47% 36%

39% 47% 49% 52% 53% 42% 52%
42% 39% 42% 47% 43% 40% 46% 37% 46%
47% 34% 35% 37%

60% 54% 39% 37% 44%
40%
32% 13%
20% 24%
25% 16% 25% 25% 21% 29% 23% 40% 29% 13% 29% 22%
31% 29% 23% 21% 7% 5% 29% 25% 23% 15% 20% 24%
9% 8% 11% 9% 28% 11%
8% 10% 8% 10% 5% 10% 3% 2% 4% 0%
6% 6% 50% 13% 9% 7% 8% 6% 7% 5%
0%
* Denotes less than 0.5%

Reasons for NOT planning to change jobs in the coming three months
The top 3 reasons for not planning to change jobs in the coming three months remain the same and in the same order as 2021. The
importance of these top 3 reasons is similar and they lead the other factors by some distance.
Prefer staying with current job during social instability 38% 1 1
Enjoy the good relationship with current supervisors / co-workers 38% 2 2

Satisfied with current situation in terms of workload / working hours 37% 3 3
Satisfied with the salary and other benefits 30%
Current company is well established / with good reputation 28%
New job offers with better conditions are absent in the face of an economic downturn 25%
Have sense of belonging to the current company and do not want to quit 23%
Interested in my current job and may not be easy to find a similar one 23%
Do not want to be seen as a job hopper on the resume 20%
Company arrangements during the pandemic are satisfactory (such as providing special allowances or support) 20%
My company does not lay off / cut salaries / implement no-pay leaves like other companies in same industry 19%
Simply out of inertia to go through job seeking process 18%
Do not have the ability to get a job with similar / higher pay elsewhere 15%
Good advancement prospect in current company 13%
Others 8% 2021 findings
Base : All who do not plan to change job in N3M(n=790)

Question: Q9b2 What are the reasons for NOT changing your current job? 84
Reasons for changing jobs in the coming 3 months (Maximum 5 reasons)
Apart from being dissatisfied with salary and benefits, people under the two different employment modes appear to have different motivations for a job switch.
The full-timers “seek higher pay” in the new job (40%) as well as being pushed by the culture/management style of their current company (43%). For the part-time
employees/freelancers, the most important driver is to “pursue better job security” (37%). They are also “pushed” by the weak prospect of their current company
(36%).
Working on Full Time Basis Working on Part-time / Freelance Basis
(n=1042) (n=42)
Discontent with company culture / management style 43% 1 3 18%
Dissatisfied with salary / benefits 42% 2 2 34% 3
Seek for higher pay (even at same rank) in new job 40% 3 1 23% 1
Low advancement opportunity 34% 10%
Seek for career advancement / higher rank in new job 32% 16% 3
Too much workload / pressure 27% 9%
Chase for the Job Market trend in order to have career development 22% 23%
Promotion salary adjustment is less than satisfactory 19% 7%
Company prospect not good 18% 36% 2
Long working hours 15% 11%
Hope to switch to another company for better job security 14% 37% 1 2
Bad relationship with co-workers / supervisors 10% 16%
Change in job nature 9% 12%
Change of organization leaders 9% 4%
Not enough training & development 9% 4%
Hoping to take care of family 7% 17%
Dissatisfied with work location 7% 5%
Company (may) implement pay cuts / compulsory no-pay leaves 7% 0%
Unsuitable career path 5% 12%
Company restructure 5% 5%
Employment contract to be expired 5% 9%
Possibility of being laid off 4% 13%
Pull Factors
Company may close down / withdraw from Hong Kong market 3% 3% 2021 findings
Push Factors
Others 4% 13%
Base : All who plan to change job in N3M

Question: Q9b1 Overall speaking, what are the reasons for changing your current job? 85
Major reasons for planning to change job functions
The top 2 reasons for wanting to change job functions are “lost interest in original job function” (25%) and “attracted by other job
function/nature which has better prospect / higher pay” (22%). “Poor career prospect of the original job function/nature” (14%) and
“looking for better work-life balance” (14%) are the second-tier reasons but follow at some distance.
Lose interest in original job function / nature 25% 1 2
Is attracted by other job function / nature which has better prospect / higher pay 24% 2 1
Original job function / nature is a declining field, career prospect is getting worse 14% 3
New job function allows greater work life balance or flexibility in scheduling daily activities 14% 3 3
Job opportunities of original job function / nature contracted sharply due to COVID 19 6%
Change job function / nature for better career opportunities after migrating to another country 5%
Invite by friends or prospective employer to switch job function 4%
Will change upon getting professional qualification in another field 2%
Advice or request of family 1%
Others 6% 2021 findings
Base : All who plan to change job function in N3M(n=280)

Question: Q9a1 Why do you plan to change your job function / job nature ? 86
Compared to 2021, the job hunters who are working full-time are more optimistic about finding a job as 24% (vs 19% in 2021) expect to find a
job successfully within two months. The overall average time frame is also shortened to 5.6 months (vs 6.2 months in 2021).
8%
24% Within 2 months

20%
Within 3 - 6 months
Average :
5.6 months
Within 7 - 12 months
11% 19%
22% Average : Even longer

6.2 months
48%
48%
2021 findings Base : All working on full time basis and plan to change job in N3M (n=1042)
Question: Q9c How long do you estimate it will take you to switch to a new job? 87
For the people working on a part-time or freelance basis, the expected time needed to find a job is more diverse compared to the full-
timers. 30% (vs 22% in 2021 and 24% for full-time) expect to find a new job within 2 months, but also 17% (vs 6% in 2021 and 8% for
full-time) are looking at over a year. The average time span is also longer (6.5 months) as compared to last year (5.5 months).
17%
Within 2 months
30%
Within 3 - 6 months
Average :
6.5 months
22%
Within 7 - 12 months
6%
22%
21%
Average : Even longer
5.5 months
31%
51%
2021 findings Base : All working on part-time or freelance basis and plan to change job in N3M (n=42)
Question: Q9c How long do you estimate it will take you to switch to a new job? 88
Expected salary adjustment in a new job
Three quarters (74% vs 69% in 2021) of the full-time employees who plan to change jobs in the coming three months hold a positive view
about getting an increased salary, with an average of 17% (16% in 2021) increase. Only 5% (6% in 2021) are pessimistic that they will get a
salary cut.
5% Expected Salary Increase (Average) : 17%
21%
Increased
6%
No Change
24%
74%
69%
Decreased
2021 findings
Base : All working on full time basis and plan to change job in N3M (n=1042)
Question: Q9d How would you expect the salary adjustment after changing your job?
89
Three quarters (74% vs 69% in 2021) of the full-time employees who plan to change jobs in the coming three months hold a positive view
about getting an increased salary, with an average of 17% (16% in 2021) increase. Only 5% (6% in 2021) are pessimistic that they will get a
salary cut.
5% Expected Salary Increase (Average) : 17%
21%
Increased
6% No Change
24%
74%
69% Decreased
2021 findings
Base : All working on full time basis and plan to change job in N3M (n=1042)
Question: Q9d How would you expect on the salary adjustment after changing your job? 90
Those working on a part-time or freelance basis hold a more conservative outlook on their salary after the job switch. Only 41% expect a
salary increase and 14% expect a drop.
Expected Salary Decrease (Average) : 25%#
14% Expected Salary Increase (Average) : 16%#
Increased
41%
16%
No Change
42%
45%
42% Decreased
2021 findings
Base : All working on part-time or freelance basis and plan to change job in N3M (n=42)
#caution: small base

Question: Q9d How would you expect on the salary adjustment after changing your job? 91
SECTION 7
EMPLOYMENT OUTLOOK IN 2022
92
Overall employment outlook - Overview
Compared to 2021, the respondents are more optimistic about the employment outlook. 13% (vs 8% in 2021) are positive whereas the negative
sentiment is recorded among 40% only (vs 52% in 2021).
13%
Positive
40%
Neutral
8%
Negative
52% 47%
40%
2021 findings Base : All respondents (n=3632)
Question: Q12 Thinking about Hong Kong’s overall employment outlook in 2022, do you feel ….
93
Overall employment outlook – by employment mode
The outlook for 2022 is similar across people of different employment modes.
Positive Neutral Negative

100%
90%
80% 40% 39% 43% 44%

70%
60%
50%
40%
47% 48% 42% 42%
30%
20%
10%
13% 13% 15% 14%
0%
Total All working on full time basis All working on part-time / freelance All unemployed but are job seeking
(n=3632) (n=3122) basis (n=361)
(n=136)
Base: All respondents

Question: Q12 Thinking about Hong Kong’s overall employment outlook in 2022, do you feel …. 94
Overall employment outlook – by age
A higher proportion of people aged 46-50 (17% vs 13% in Total) hold a positive employment outlook. Other than this, the pattern is generally
similar for all the other age segments.

100%
90%
80% 40% 39% 37% 39% 37% 40%

43% 42%
70%
60%
50%
40% 43%
47% 52% 48% 50% 43%
50% 45%
30%
20%
10% 17%
13% 11% 11% 13% 12% 13% 15%
0%
(n=3632) (n=305) (n=502) (n=698) (n=826) (n=514) (n=380) (n=397)

Overall employment outlook – by work experience
The outlook is largely consistent across segments, though respondents with 3 - 5 years of work experience show a high proportion of being
neutral (54% vs 47% among Total).

100%
90%
80% 40% 41% 37% 39% 40%
70%
60%
50%
40%
47% 46% 53% 48% 46%
30%
20%
10%
13% 13% 10% 13% 14%
0%
(n=3632) (n=251) (n=393) (n=673) (n=2273)

Overall employment outlook – by career level
The two more senior groups appear to be more positive about the employment outlook.
• The negative proportion is low among the Manager (36% vs 40% in Total).
• Directors / VPs / CEOs show the highest proportion of being positive (20% vs 13% among Total).

100%
90%
80% 40% 40% 36% 39%

45% 42%
70%
60%
50%
40% 50% 41%

47% 40% 47% 47%
30%
20%
10% 20%
13% 15% 11% 13% 14%
0%
(n=3632) (n=137) (n=728) (n=1704) (n=890) (n=160)

Perception of personal situation
Compared to 2021, respondents are more positive about their own job security, be it current or after 6 months. Nonetheless, the same pattern as
last year was revealed. The respondents are more positive about the current job security than after 6 months.
Top-2-Box Score 53%

Top-2-Box Score 59%
Bottom-2-Box Score 9% Bottom-2-Box Score 10%
3% 3% 11%
6% 12% 7%
Very secure (5)
Quite secure (4)

Job
Current Security
Average (3)
33% Job After 6
Security 37% Months
Quite insecure (2)
42% 11%
46%
Very insecure (1)
35%
Base : All working respondents (n=3258)

2021 findings 2021 findings
Question: Q12a On a personal level, how do you feel about your job security currently? , Q12b How do you feel about your job security after 6 months? 98
Perception of the personal situation – by employment mode
Those working on a part-time/freelance basis feel significantly less secure about their own job than respondents working on a full-time basis.
One-third of them feel insecure about their current job, and it drops to 29% when the time frame is extended to 6 months later.
All working All working on full time basis All working on part-time/freelance basis
(n=3258) (n=3122) (n=136)
Top-2-Box Score: 58% 60% 29%

Bottom-2-Box Score: 9% 8% 33%
12% 13% Very secure (5)
4%
46% 47%
CURRENT
25% Quite secure (4)

33% 32% 38%

Average (3)
6% 6%
22%
3% All working on2%
full time basis All working on part-time/freelance basis
All working (n=3258) (n=3122) 11%
(n=136) Quite insecure (2)
Top-2-Box Score: 53% 54% 26% Very insecure (1)

Bottom-2-Box Score: 10% 9% 29%
11% 11%
6 MONTHS LATER
42% 43% 7%
19%
37% 37% 45%
7% 7%
2% 18%
3%
11%
Perception of the personal situation – by age
There is a general pattern of decreasing job security with increasing age. The same applies to both the current situation and 6 months later.
People above 45 years old (including both 46-50 and 50+) are the most insecure.
All working Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50
(n=3258) (n=260) (n=469) (n=650) (n=780) (n=455) (n=330) (n=305)
Top-2-Box Score: 58% 65% 67% 68% 58% 55% 47% 42%
Bottom-2-Box Score: 9% 7% 6% 6% 9% 8% 12% 15%
12% 17% 16% 16% 11% 11%

5% 10%
46% 47% 44% 42% 32%
48% 51% 52% Very secure (5)
43%
CURRENT
33% 28% 33% 37% 41%

27% 26%
Quite secure (4)
6% 6% 4% 5% 6% 6% 10% 11%
3% 1% 2% 1% 3% 2% 4%
2%
Average (3)
Top-2-Box Score: 53% 63% 61% 59% 52% 50% 43% 38%
Bottom-2-Box Score: 10% 3% 8% 8% 9% 11% 10% 20%
Quite insecure (2)
11% 13% 14% 13% 9% 9% 5%
9% Very insecure (1)
43% 38%
42% 50% 47% 46% 41% 29%
6 MONTHS LATER
37% 39% 39% 47% 42%

34% 31% 33%
7% 2% 5% 7% 7% 8% 8% 13%
1% 3% 1% 2% 3% 2%
3% 7%
All working Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50

(n=3258) (n=260) (n=469) (n=650) (n=780) (n=455) (n=330) (n=305)
Perception of the personal situation – by career level
Following the relatively insecure feeling among people over 45 years old, the “Directors / VPs / CEOs” also demonstrate a lower sense of security
compared to the other levels, applicable to both the current situation and 6 months later.
Fresh Graduate/ <1
All working Year Junior Exec/ 1-4 Year Supervisor/ 5 Year+ Manager Director/ VP/ CEO
(n=3258) (n=108) (n=656) (n=1548) (n=814) (n=133)
Top-2-Box Score: 58% 56% 62% 60% 56% 47%
Bottom-2-Box Score: 9% 11% 9% 8% 9% 12%
12% 15% 15% 12% 10% Very secure (5)

14%
46% 41% 47% 48% 46% 33%
Quite secure (4)
CURRENT
33% 33% 29% 32% 35% 41%

6% 6% 7% 7% Average (3)
10% 7%
3% 1% 2% 2% 2% 5%
Top-2-Box Score: 53% 62% 53% 53% 52% 45% Quite insecure (2)
Bottom-2-Box Score: 10% 4% 10% 9% 10% 15%
11% 11% 10% 9%
13% 15% Very insecure (1)
42% 51% 40% 43% 43% 30%
6 MONTHS LATER
37% 34% 37% 38% 38% 40%

7% 1% 7% 7% 8% 11%
3% 3% 2% 2%
3% 4%
All working Fresh Graduate/ <1 Junior Exec/ 1-4 Year Supervisor/ 5 Year+ Manager Director/ VP/ CEO
(n=3258) Year (n=656) (n=1548) (n=814) (n=133)
(n=108)
Perception of the personal situation – by work experience
Like the situation by age and level, the sense of security also drops by age, with those over 10 years of experience being the most insecure.
All working
(n=3258) 0 - 2 years (n=205) 3 - 5 years (n=362) 6 - 10 years (n=628) >10 years (n=2035)
Top-2-Box Score: 58% 69% 66% 64% 54%

Bottom-2-Box Score: 9% 7% 6% 5% 10%
12% 16% 17% 15% 10% Very secure (5)
44%
CURRENT
46% 53% 49% 49% Quite secure (4)

33% 24% 28% 31% 36%

Average (3)
6% 6% 5% 4% 7%
2% 1% 1% 1% 3%
All working
Quite insecure (2)
(n=3258) 0 - 2 years (n=205) 3 - 5 years (n=362) 6 - 10 years (n=628) >10 years (n=2035)
Top-2-Box Score: 53% 68% 59% 56% 50% Very insecure (1)
Bottom-2-Box Score: 10% 3% 7% 8% 11%
12%
11% 16% 13% 9%
6 MONTHS LATER
42% 56% 43% 43% 41%
37% 29% 34% 36% 39%

7% 2% 5% 7% 9%
3% 1% 2% 1% 2%
Specific job security concerns (to cope with post-pandemic transformation in the job market)
61% show concerns about job security due to the post-pandemic transformation in the job market. 27% feel the “need to acquire a new skill to
adapt to digital transformation / technological advancement of own industry” and 21% consider that “company restructuring makes own
position/department redundant”.
Have any concern about job security (net) 61%
Need to acquire new skill to adapt to digital transformation / technological advancement of our industry 27%
Company restructuring may make my department / my post redundant 21%
Company shifts my duties to other low-cost markets 15%
My company is in a sunset industry and will be replaced by technology 14%
My role can be replaced under digital transformation / technological advancement 11%
Parent company stops Hong Kong operations 11%
The company hires non-Hong Kong employees to take up my post 9%
Others 8%
Have no concern about job security at all 39%

Question: Q13c To cope with post-pandemic transformation in the job market, do you have any concerns about your job security? What are your concerns? 103
Specific job security concerns (to cope with post-pandemic transformation in the job market)
The unemployed job-seekers show the highest concern about job security in this situation. All the listed factors about job security record a high
agreement level among them versus the Total.
Total All working on a full-time All working on part-time/ All unemployed but are
(n=3632) basis (n=3122) freelance basis (n=136) seeking for a job (n=361)
Have any concern about job security (net) 61% 58% 69% 81%
Need to acquire new skill to adapt to digital transformation /

27% 1 25% 1 31%1 37%
technological advancement of our industry
Company restructuring may make my department / my post redundant 21% 2 20% 2 14% 31%
Company shifts my duties to other low-cost markets 15% 14% 14% 25%
My company is in a sunset industry and will be replaced by technology 14% 13% 20% 2 22%
My role can be replaced under digital transformation / technological 11% 11% 14%
11%
advancement
Parent company stops Hong Kong operations 11% 10% 8% 18%
The company hires non-Hong Kong employees to take up my post 9% 9% 8% 15%
Others 8% 6% 16% 17%
Have no concern about job security at all 39% 42% 31% 19%
Grey box denotes the distinctive focus of the sub-group

Base: All respondents 104
Question: Q13c To cope with post-pandemic transformation in the job market, do you have any concerns about your job security? What are your concerns?
Specific job security concerns (to cope with post-pandemic transformation in the job market) – by age
Like the situation of job security in general, the younger people especially those aged below 25 appear to be less worried. Nonetheless, among
people with any concerns, the top areas of concern are consistent regardless of age.
Aged Aged Aged Aged Aged Aged Above

Total
below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
(n=3632)
n=305 n=502 n=698 n=826 n=514 n=380 n=397
Have any concern about job security (net) 61% 52% 58% 57% 63% 62% 64% 65%
Need to acquire new skill to adapt to digital transformation / 27% 1 28% 1 29% 1 28% 1 26% 1 25% 1 25% 1 25% 2
Company restructuring may make my department / my post redundant 21% 2 13% 2 15% 2 19% 2 26% 1 22% 2 21% 2 28% 1
Company shifts my duties to other low-cost markets 15% 11% 15% 16% 17% 15% 17% 14%
My company is in a sunset industry and will be replaced by technology 14% 12% 12% 13% 17% 14% 16% 12%
My role can be replaced under digital transformation / technological 11% 11% 13% 11% 13% 10% 11% 9%
advancement
Parent company stops Hong Kong operations 11% 7% 11% 11% 11% 13% 11% 11%
The company hires non-Hong Kong employees to take up my post 9% 8% 10% 9% 9% 9% 8% 12%
Others 8% 7% 6% 5% 8% 8% 9% 12%
Have no concern about job security at all 39% 48% 42% 43% 37% 38% 36% 35%
Question: Q13c To cope with post-pandemic transformation in the job market, do you have any concerns about your job security? What are your concerns?
105
Specific job security concerns (to cope with post-pandemic transformation in the job market) – by career level
The top concerns about the impact of post-pandemic transformation in the job market on job security are largely similar by career level.
However, compared to the other career levels, the Fresh Graduates / < 1 year are more worried about “my company is in a sunset industry and
will be replaced by technology” than “company restructuring may make my department / my post redundant”. The Director/ VP/ CEO” also
shows more concerns about “Parent company stops Hong Kong operations” than the rest (18% vs 11% among Total).
Total Fresh Graduate/ Junior Exec/ Supervisor/ Director/ VP/

(n=3632) <1 Year 1-4 Year 5 Year+ Manager CEO
(n=137) (n=728) (n=1704) (n=890) (n=160)
Have any concern about job security (net) 61% 60% 56% 61% 63% 60%
27% 1 32% 1 24% 1 26% 1 28% 1 27% 1
Company restructuring may make my department / my post redundant 21% 2 13% 16% 2 23% 2 23% 2 20% 2
Company shifts my duties to other low-cost markets 15% 14% 14% 16% 15% 14%
My company is in a sunset industry and will be replaced by technology 14% 19% 2 12% 13% 14% 16%
My role can be replaced under digital transformation / technological
11% 11% 13% 12% 9% 8%
advancement
Parent company stops Hong Kong operations 11% 13% 8% 11% 12% 18%
The company hires non-Hong Kong employees to take up my post 9% 10% 9% 10% 9% 9%
Others 8% 6% 8% 9% 5% 6%
Have no concern about job security at all 39% 40% 44% 39% 37% 40%
The grey box denotes the distinctive focus of the sub-group

Specific job security concerns (to cope with post-pandemic transformation in the job market) – by work experience
“Need to acquire new skill due to digital transformation / technological advancement of own industry” is consistently the most common concern
across people of all years of work experience. People with over 5 years of experience are also concerned about “company restructuring may
make my department / my post redundant”, the importance of which appears to increase with increasing years of work experience. For people
with 5 years of experience or below, their concerns are relatively more scattered.
Total 0-2 Years 3-5 Years 6-10 Years More than 10 Years
(n=3632) (n=251) (n=393) (n=673) (n=2273)
Have any concern about job security (net) 61% 57% 51% 60% 63%
technological advancement of our industry 27% 1 31% 1 27% 1 29% 1 25% 1
Company restructuring may make my department / my post redundant 21% 2 12% 12% 2 20% 2 24% 2
Company shifts my duties to other low-cost markets 15% 11% 12% 2 16% 16%
My company is in a sunset industry and will be replaced by technology 14% 13% 2 11% 13% 15%
My role can be replaced under digital transformation / technological
advancement 11% 13% 2 11% 12% 11%
Parent company stops Hong Kong operations 11% 10% 8% 11% 12%
The company hires non-Hong Kong employees to take up my post 9% 9% 10% 8% 10%
Others 8% 8% 3% 9% 8%
Have no concern about job security at all 39% 43% 49% 40% 37%
The grey box denotes the distinctive de-focus of the sub-group

Solutions ever considered to cope with job security concerns due to post-pandemic transformation in the job market
Close to 9-in-10 have considered some solutions in response to their concerns over job security. The top ones are related to self-advancement,
including “acquire new skills and be equipped for different roles” (32%) and “attend training/exam.to attain qualifications/licenses for other job
functions” (30%). This is then followed by a solution related to job switch “attempt to switch to a company with better job security and
development” (29%).
Consider any solution (net) 87%
Acquire new skills and equip me for different roles 32% 1
Attend training / exam.to attain qualifications / licenses for other job functions 30% 2
Attempt to switch to a company with better job security and development 29%
Language enhancement or learn a new language 25%
Return to study in Hong Kong 25%
Attempt to switch to a company/industry that is profitable 23%
Take up part-time/freelance jobs 20%
Acquire investment products (e.g., stock trading) to increase income 19%
Enhance in digital tools capability to cope with hybrid working 19%
Seek overseas employment opportunities 18%
Attempt to establish on my own 14%
At this stage, I have not considered any possible solution 13%
Attempt to switch to another job function /occupation in high demand 10%
Discuss with supervisor/employer for on-job training 9%
Pursue further studies abroad 8%
Others 3%
Have not considered any possible solution 13%
‘Job switch’ related solution (net) 56%

Question: Q13d To cope with post-pandemic transformation in the job market, have you considered any of these solutions for career advancement? 108
Solutions ever considered to cope with job security concerns due to post-pandemic transformation in the job market – by employment mode
The unemployed job-seekers are more active in considering various solutions to cope with their job security concerns (93%). For the part-timers/freelancers, they focus
more on “training/exam. to attain qualifications or licenses for other job functions” and “take up part-time/freelance jobs”. The full-timers put more emphasis on
“acquiring new skills and equipping me for different roles”.
Total All working on full- All working on part-time / All unemployed but are
(n=3632) time basis (n=3122) freelance basis (n=136) seeking for a job (n=361)
Consider any solution (net) 87% 86% 89% 93%
Acquire new skills and equip me for different roles 32% 1
32% 1 28% 40% 1
Attend training / exam.to attain qualifications / licenses for other job 30% 2
functions 28% 34% 1 39%
Attempt to switch to a company with better job security and development 29% 29% 2 17% 39% 2
Language enhancement or learn a new language 25% 25% 13% 33%
Return to study in Hong Kong 25% 24% 22% 30%
Attempt to switch to a company/industry that is profitable 23% 23% 15% 30%
Take up part-time/freelance jobs 20% 18% 33% 2 37%
Acquire investment products (e.g., stock trading) to increase income 19% 20% 14% 18%
Enhance in digital tools capability to cope with hybrid working 19% 18% 19% 25%
Seek overseas employment opportunities 18% 17% 20% 24%
Attempt to establish on my own 14% 14% 20% 21%
At this stage, I have not considered any possible solution 13% 14% 11% 7%
Attempt to switch to another job function /occupation in high demand 10% 8% 12% 24%
Discuss with supervisor/employer for on-job training 9% 9% 5% 8%
Pursue further studies abroad 8% 8% 5% 8%
Others 3% 2% 8% 6%
Have not considered any possible solution 13% 14% 11% 7%
‘Job switch’ related solution (net) 56% 55% 52% 69%
The blue box denotes the distinctive focus of the sub-group

Base: All respondents 109
Question: Q13d To cope with post-pandemic transformation in the job market, have you considered any of these solutions for career advancement?
Solutions ever considered to cope with job security concerns due to post-pandemic transformation in the job market – by age
The top solutions considered by the various age groups are similar, with “acquire new skills to equip me for different roles’’ as their top solution, followed by “attend
training/exam.to attain qualifications/licenses for other job functions” or “attempt to switch to a company with better job security and development”. However, the
youngest segment below 25 shows some deviation in that they emphasize more on the acquisition of “solid” skills. Apart from qualifications and licenses, they also
consider learning a new language.
Aged Aged Aged Aged Aged Aged Above
Total below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
(n=3632) n=305 n=502 n=698 n=826 n=514 n=380 n=397
Consider any solution (net) 87% 91% 88% 90% 85% 86% 85% 80%
Acquire new skills and equip me for different roles 32% 36% 38% 36% 31% 30% 28% 27%
Attend training / exam.to attain qualifications / licenses for other job 1 1 1 1 1 1 1
functions 30% 42% 31% 30% 30% 26% 23% 27%
2 1 2 2 1
Attempt to switch to a company with better job security and development 29% 31% 30% 31% 31% 28% 27% 24%
2 1 2 2 2
Language enhancement or learn a new language 25% 39% 30% 28% 24% 24% 18% 17%
2
Return to study in Hong Kong 25% 28% 27% 30% 26% 24% 18% 16%
Attempt to switch to a company/industry that is profitable 23% 26% 28% 27% 22% 23% 18% 16%
Take up part-time/freelance jobs 20% 20% 17% 22% 18% 20% 19% 27%
Acquire investment products (e.g., stock trading) to increase income 19% 28% 22% 21% 17% 18% 17% 13%
Enhance in digital tools capability to cope with hybrid working 19% 12% 18% 17% 18% 22% 24% 22%
Seek overseas employment opportunities 18% 17% 20% 20% 18% 17% 17% 15%
Attempt to establish on my own 14% 17% 16% 17% 15% 15% 11% 10%
At this stage, I have not considered any possible solution 13% 9% 12% 10% 15% 14% 15% 20%
Attempt to switch to another job function /occupation in high demand 10% 12% 9% 10% 9% 8% 8% 14%
Discuss with supervisor/employer for on-job training 9% 13% 9% 10% 8% 11% 5% 5%
Pursue further studies abroad 8% 16% 12% 9% 7% 5% 3% 2%
Others 3% 3% 2% 2% 3% 3% 5% 4%
Have not considered any possible solution 13% 9% 12% 10% 15% 14% 15% 20%
‘Job switch’ related solution (net) 56% 61% 61% 61% 57% 53% 48% 47%
Base: All who have other concerns for job security 110
Solutions ever considered to cope with job security concerns due to post-pandemic transformation in the job market – by career level
The most junior segment is more active in considering different solutions. They are especially keen on self-advancement including “attaining qualifications & licenses for
other job functions” and “learning a new language” which show a downward trend with increasing age. They are also open to ways including “acquire investment
products, seek overseas employment opportunities, establish on their own and pursue further studies.
Fresh Graduate/ Junior Exec/ Supervisor/ Director/ VP/
Total <1 Year 1-4 Year 5 Year+ Manager CEO
(n=3632) (n=137) (n=728) (n=1704) (n=890) (n=160)
Consider any solution (net) 87% 91% 86% 86% 88% 82%
Acquire new skills and equip me for different roles 32% 1 36% 30% 2 32% 1 34% 1 35% 1
Attend training / exam.to attain qualifications / licenses for other job 30% 2
functions 38% 2 32% 1 31% 2 26% 20%
Attempt to switch to a company with better job security and development 29% 33% 29% 29% 31% 2 23% 2
Language enhancement or learn a new language 25% 40% 1 29% 26% 21% 14%
Return to study in Hong Kong 25% 26% 27% 27% 20% 17%
Attempt to switch to a company/industry that is profitable 23% 24% 24% 23% 24% 14%
Take up part-time/freelance jobs 20% 21% 21% 22% 17% 21%
Acquire investment products (e.g., stock trading) to increase income 19% 31% 22% 17% 21% 14%
Enhance in digital tools capability to cope with hybrid working 19% 17% 12% 19% 24% 21%
Seek overseas employment opportunities 18% 26% 16% 16% 21% 28%
Attempt to establish on my own 14% 22% 13% 15% 14% 12%
At this stage, I have not considered any possible solution 13% 9% 14% 14% 12% 18%
Attempt to switch to another job function /occupation in high demand 10% 7% 11% 10% 9% 7%
Discuss with supervisor/employer for on-job training 9% 13% 10% 8% 10% 7%
Pursue further studies abroad 8% 18% 11% 6% 6% 10%
Others 3% 3% 3% 3% 3% 2%
Have not considered any possible solution 13% 9% 14% 14% 12% 18%
‘Job switch’ related solution (net) 56% 62% 56% 55% 58% 48%
Solutions ever considered to cope with job security concerns due to post-pandemic transformation in the job market – by work experience
The less experienced people (5 years or below) tend to consider more different solutions than the more veteran workers. While the top solutions
are generally consistent for the different segments, these less experienced people are also open to “learn a new language”, “acquire investment
products”, “discuss with supervisor/employer for on-job training” and “pursue further studies abroad” compared to those more experienced.
Total 0 - 2 years 3 - 5 years 6 - 10 years >10 years
(n=3632) (n=251) (n=393) (n=673) (n=2273)
Consider any solution (net) 87% 92% 90% 88% 85%
Acquire new skills and equip me for different roles 32% 1 36% 38% 1 35% 1 30% 1
Attend training / exam.to attain qualifications / licenses for other job 30% 2 39% 1 37% 2 31% 2 27%
functions
Attempt to switch to a company with better job security and development 29% 37% 2 28% 31% 2 28% 2
Language enhancement or learn a new language 25% 40% 32% 27% 22%
Return to study in Hong Kong 25% 30% 28% 30% 22%
Attempt to switch to a company/industry that is profitable 23% 27% 27% 26% 21%
Take up part-time/freelance jobs 20% 19% 22% 20% 20%
Acquire investment products (e.g., stock trading) to increase income 19% 29% 25% 20% 18%
Enhance in digital tools capability to cope with hybrid working 19% 16% 14% 18% 20%
Seek overseas employment opportunities 18% 22% 19% 18% 17%
Attempt to establish on my own 14% 18% 17% 16% 13%
At this stage, I have not considered any possible solution 13% 8% 10% 12% 15%
Attempt to switch to another job function /occupation in high demand 10% 10% 13% 10% 9%
Discuss with supervisor/employer for on-job training 9% 14% 12% 9% 7%
Pursue further studies abroad 8% 17% 13% 8% 6%
Others 3% 3% 1% 3% 4%
Have not considered any possible solution 13% 8% 10% 12% 15%
‘Job switch’ related solution (net) 56% 66% 63% 60% 53%

SECTION 8
WORKING OUTSIDE HONG KONG
113
Attitudes towards working outside Hong Kong for a long term within two years
The attitude toward working outside Hong Kong for a long term within two years remains like 2021, with 47% being open about the idea (vs 49%
in 2021), and 22% (vs 23% in 2021) paving way for migration.
22% Will consider
Will consider to pave way for migration
53%
Will move abroad in near future and have begun job searching
22%
Not consider
3%
23%
44%
2020 51% 2021 Base : All respondents (n=3632)
56%
23%
3%
Question: Q16 Would you consider working outside Hong Kong in a long term within 2 years? “Long term” means staying in a job or position
for 1 year or more. Which of the following best describes your situation? 114
Triggers for considering working outside Hong Kong
This segment will consider working outside Hong Kong, but they do not directly attribute such a plan to a migration plan. They are triggered by
both work-related and non-work-related reasons. The most important driver is “gain exposure and broaden horizon” (56%), followed by the
second-tier reasons including “overseas work experience is valuable for personal development with more career opportunities” (41%), “get a
higher salary (even for the same position)” (39%) and “lack of confidence in Hong Kong’s economy” (39%).
Work-related triggers (net) 75%
Overseas working experience is valuable for personal development, more career opportunities
41% 2
39% 3
Get higher salary (even for the same position)
31%
Overseas work experience offers better self-fulfillment
21%
To work in thriving economy with a greater market demand for own job function
14%
Better job security
85%
Non-work-related triggers (net)
56% 1
To gain greater exposure and broaden horizon
39%
Lack of confidence in Hong Kong's economy 3
29%
Aspire to live in other countries
22%
Take this chance to check if I can emigrate and adapt to live in another country
16%
For children to grow up in a better environment
5%
Others
Base: All who will consider working outside Hong Kong (n=809)
Question: Q18 Why do you want to work outside Hong Kong? 115
Reasons for NOT considering working outside Hong Kong
The biggest hurdle that keeps these people from working outside Hong Kong is the “need to live apart from family and friends” (62%). The
second-tier hurdles cover both work and non-work-related reasons: “need to adapt to different work culture and lifestyle” (45%) and “need to build
a new social network from scratch” (43%).
Work-related barriers (net) 75%
Need to adapt to different workplace culture and lifestyle 45% 2
Academic qualifications and experience may not be recognized in other regions 33%
May need to accept lower rank positions or switch to another job function with a lower pay 32%
Lower salary (even for the same position) than in Hong Kong 28%
It is difficult to find another job if the first job does not work out 19%
Non-work-related barriers (net) 88%
Need to live apart from family and friends 62% 1
Need to build a new social network from scratch 43% 3
Worry about ethnic discrimination 33%
Higher cost of living and taxes when working outside Hong Kong 29%
Not used to living alone in a new place 25%
The children need to readjust to a new culture and build a new social network 11%
Others 6%
Base: All who will not consider working outside Hong Kong (n=1928)
Question: Q17 Thinking about working outside Hong Kong, what is/are your key concern(s)? 116
Top three preferred places for working outside Hong Kong
Though the Asia Pacific is overall the most popular region where people want to work in, the United Kingdom is the most popular country out of
all.
ASIA PACIFIC (NET) 93% EUROPEAN COUNTRIES (NET) 56% MIDDLE EAST (NET) 2%
➢ Australia 42% ➢ United Kingdom 47% ➢ Dubai 2%
➢ Singapore 30% ➢ Germany 4%
➢ Taiwan 29% ➢ Switzerland 3% AFRICA (NET) 1%
➢ China 28% ➢ France 2%
➢ Japan 17% ➢ Netherlands 1%
➢ Macau 11% ➢ Italy 1%
➢ New Zealand 6% ➢ Ireland 1%
➢ Malaysia 6% ➢ Denmark 1%
➢ Thailand 6% ➢ Finland 1%
➢ South Korea 4% ➢ Spain 1%
➢ Vietnam 2% ➢ Austria 1%
➢ Cambodia 1% ➢ Other Districts 2%
➢ Indonesia 1% AMERICAS (NET) 39%
➢ Other Districts 2% ➢ Canada 27%
➢ United States of America 16%
Answer with less than 1% mention is not shown

Base: All who will consider working outside Hong Kong (n=1704) 117
Question: Q20 Apart from Hong Kong, where do you want to work in the future? Please select your top 3 options from the list.
SECTION 9
EMPLOYER’S COPING POLICIES
118
Implementation of short- to mid-term cost-saving policies due to COVID-19 and economic downturn
Only 22% report that their company has adopted any short- to mid-term cost-saving policies. This represents a drop from 32% versus 2021.
22%
Yes
No
2%
78%
32%
66%
2021 findings
Question: Q5d Has your company implemented any short to midterm cost-saving policies (e.g., salary reduction or no pay leaves) due to COVID 19 and economic downturn that affect you? 119
Implementation of short- to mid-term cost-saving policies due to COVID-19 and economic downturn – by industry
The “Yes” % has generally dropped across the board versus 2021, the same for the top three industries: Travel & Tourism (67% vs 89% in 2021), Mass Transportation
(58% vs 71% in 2021), and Food & Beverage (41% vs 54% in 2021).
Yes No
100%
90% 78% 90% 88% 73% 80% 63% 76% 84% 95% 93% 89% 98% 91% 80% 74% 82% 79% 82% 42% 88% 79% 59% 62% 33% 83% 92% 89% 86%
80%
70%
60%
50%
40%
30%
20%
10%
22% 10% 12% 27% 20% 37% 24% 16% 5% 7% 11% 2% 9% 20% 26% 18% 21% 18% 58% 12% 21% 41% 38% 67% 17% 8% 11% 14%
0%
Base: All working on a full-time basis (n=3122) 120
Question: Q5d Has your company implemented any short to midterm cost-saving policies (e.g., salary reduction or no pay leaves) due to COVID 19 and the economic downturn that affected you?
Implementation of specific cost-saving policies to cope with a declining economy
Most the companies are not and do not expect to implement specific cost-saving policies to cope with the declining economy. Of the various
policies covered, “change the calculation or payment method of commission or bonus” is a relatively more common measure currently in place.
While this continues to be the most common measure to be implemented in the next 6 months, other policies that see a higher chance of
implementation include “pay cuts” (12%), “reduce or cut benefits” (11%), and “sign a new contract with employees which does not reduce salary
but cut staff benefits” (10%).
Under implementation Implemented for a while but canceled now Likely implement in N6M No, and not expected
Change the calculation or payment method of commission or bonus 12% 2% 15% 71%
Reduce or cut benefits (e.g. medical allowance, transportation allowance) 7% 2% 11% 80%
Requires staff members to take no-pay leaves 7% 7% 9% 77%
Encourage resignation without favourable compensation 5% 2% 8% 85%
Changes of employment terms e.g. from full time to part time, from permanent term to contract term 5% 1%7% 87%
Sign a new contract with employees which does not reduce salary but cut staff benefits 4%1% 10% 85%
Pay cuts 4%3% 12% 81%
Buyout plan 3%2% 8% 87%
Change the method of reimbursement, such as deferring, paying by half 3%1%6% 90%
With ANY policy under implementation 26%

‘No and not expected’ for ALL policies 51%

Question: Q13a Affected by the pandemic, companies have adopted different approaches to cope with the situation. Has your company implemented these policies? 121
Implementation of specific cost-saving policies to cope with a declining economy
The highlight denotes the top five industries for each policy. Overall, “Design”, “Security / Fire / Electric Access Control”. and “Travel & Tourism” are more affected.
Information & Communica

Charity / Social Services /
Medical / Pharmaceutical
Accounting / Audit / Tax
Property Development &

Trading and Distribution
Security / Fire / Electric
Building / Construction
Electronics / Electrical
Government & Public
Mass Transportation
Education & Training
Clothing / Garment /
Human Resources /
Freight Forwarding /
Food and Beverage

Delivery / Logistics
Financial Services
tions Technology
Travel & Tourism
Manufacturing /
Legal Services
Management
Organization
Recruitment
Engineering
Access Ctrl
Equipment
Hospitality
Packaging
Wholesale
Non-Profit
% based on proportion of ‘under
Insurance
Banking
FinTech
implementation’ or ‘likely
TOTAL
Design
Textile
Retail
(Bio)
implement in N6M’
Base : 3122 115 84 241 220 50 126 59 108 51 76 43 131 46 30 177 43 230 81 152 162 165 110 73 102 49 55 46
Change the calculation or payment
27% 14% 15% 36% 28% 33% 27% 31% 26% 18% 35% 9% 28% 40% 45% 18% 14% 18% 40% 26% 29% 32% 26% 50% 28% 20% 36% 24%
method of commission or bonus
Reduce or cut benefits (e.g.
medical allowance, transportation 18% 16% 16% 22% 17% 23% 19% 11% 13% 18% 22% 9% 10% 33% 26% 12% 14% 21% 35% 14% 22% 25% 12% 33% 15% 12% 23% 27%
allowance)
Pay cuts 16% 28% 13% 20% 18% 28% 19% 16% 8% 8% 19% 9% 9% 27% 32% 16% 14% 11% 20% 12% 18% 21% 16% 21% 12% 10% 11% 14%
Company requires staff members
16% 9% 12% 24% 13% 25% 12% 11% 4% 5% 14% 4% 9% 27% 32% 14% 14% 13% 25% 12% 14% 35% 32% 38% 11% 4% 11% 8%
to take no-pay leaves
Sign a new contract with
employees which does not reduce
14% 13% 16% 17% 12% 20% 15% 8% 7% 7% 17% 7% 7% 20% 26% 15% 14% 17% 20% 10% 16% 19% 8% 17% 13% 7% 18% 14%
salary but cut staff benefits (e.g.
medical insurance)
Encourage resignation without
13% 12% 13% 16% 18% 13% 16% 13% 8% 7% 18% 9% 9% 13% 26% 10% 21% 8% 18% 10% 14% 13% 14% 29% 7% 6% 20% 19%
favourable compensation
Changes of employment terms e.g.
from full time to part time, from 12% 15% 19% 15% 12% 15% 11% 8% 8% 12% 14% 7% 9% 20% 32% 21% 21% 7% 18% 8% 12% 11% 8% 13% 8% 8% 20% 11%
permanent term to contract term
Buyout plan 12% 11% 11% 18% 10% 8% 11% 6% 9% 9% 16% 7% 9% 27% 19% 7% 29% 12% 20% 9% 10% 15% 8% 17% 2% 8% 16% 8%
Change the method of
reimbursement, such as deferring, 9% 8% 8% 13% 11% 10% 6% 8% 4% 6% 11% 4% 4% 20% 23% 7% 7% 7% 13% 9% 11% 15% 4% 17% 6% 5% 5% 5%
paying by half
Question: Q13a Affected by the pandemic, companies have adopted different approaches to cope with the situation. Has your company implemented these policies?
SECTION 10
WORKING MODE
123
HYBRID WORKING / FULLY REMOTE WORKING
Company’s implementation of hybrid working / fully remote working
Around half of the companies adopted hybrid working or fully remote working due to COVID 19 (52%).
10%
Fully remote working on permanent basis
31%
Hybrid working / fully remote working due to
COVID 19
Hybrid working / fully remote working due to

other reasons
7% No special arrangement, staff go to their usual

52% workplace
Base : All working on full time / part time basis (n=3203)
Question: Q11c Which of the following best describes the working mode of your company? 124
Company’s implementation of hybrid working / fully remote working – by company size
In comparison, non-SMEs are more prone to adopt hybrid working / fully remote working on various grounds (72%).
Fully remote working on permanent basis Hybrid working / fully remote working due to COVID 19
Hybrid working / fully remote working due to other reasons No special arrangement, staff go to their usual workplace
100%
90%
31% 28%
80% 41%
70% 7%
7%
60%
6%
50%
40%
52% 54%
30% 46%
20%
10%
10% 7% 11%
0%
Total (n=3203) SME (n=934) Non SME (n=2262)
Base: All working on full time/part-time basis (n=3203)

Question: Q11c Which of the following best describes the working mode of your company? 125
Personal experience of hybrid working / fully remote working – by industry
In general, two-thirds or more of candidates of various industries experienced hybrid working / fully remote working.
Yes No
100%
90% 22% 21% 16% 17% 21% 15%
25% 24% 24% 26% 26% 26% 25% 29% 28%
32% 33% 36% 35% 35% 31% 35%
80%
70%
60%
50%
40% 78% 79% 84% 83% 79% 85%
75% 76% 76% 74% 74% 74% 75% 71% 72%
68% 67% 64% 65% 65% 69% 65%
30%
20%
10%
0%
Base: All working on full time / part-time basis and company has adopted hybrid mode or complete remote working mode out of COVID 19 or other reasons (n=1875) 126
Question: Q11d Have you ever encountered any hybrid/ remote working?
Company’s implementation of hybrid working / fully remote working – by industry
Across most industries, two-thirds or more implement hybrid working / fully remote working except for those skew towards frontline or outdoor
work focused: Security / Fire / Electronic Access Controls (25%), Hospitality (46%), Food and Beverage (47%) and Medical / Pharmaceutical
(49%).
Fully remote working on permanent basis Hybrid working / fully remote working due to COVID 19
Hybrid working / fully remote working due to other reasons No special arrangement, staff go to their usual workplace
100%
10% 6% 13% 7%
90% 19% 16% 20% 18% 23% 15%
31% 31% 30% 23% 32% 33% 8% 14% 10% 30% 14% 29% 29%
80% 2% 42% 8% 8%
7% 45% 7% 49% 45% 52% 54% 51% 10% 2%
70% 4%
7% 8% 9% 7% 13%
60% 10% 75%
5% 50%
50% 66% 61% 61% 6% 7%
6% 48%
40%
69% 60% 56% 1% 4% 5% 62% 59%
51% 62% 55% 67%
52% 51%
30% 51% 51% 53%
51% 45% 40% 45% 44% 36% 35%
20%
25% 29% 24%
10% 16% 19% 16%
10% 10% 10% 12% 8% 7% 9%
16% 12% 17% 9% 13% 18%
0% 2% 4% 4% 5% 3% 3% 6% 4%
Base: All working on full time / part-time basis (n=3203) 127
Question: Q11c Which of the following best describes the working mode of your company?
Employee’s preference
Two-thirds prefer hybrid or remote working.
32% Prefer hybrid working / fully remote working
Prefer work at office

68%
Question: Q11e Do you like/prefer hybrid working? 128

Employee’s preference– by employment mode
The preference level is similar regardless of the current mode of working.
Prefer hybrid working / fully remote working Prefer work at office
100%
90%
32% 33% 28%
80%
34%
70%
60%
50%
40%
68% 67% 72%
30%
66%
20%
10%
0%
Total All working on full time basis All working on part-time / freelance All unemployed but are job seeking
(n=3632) (n=3122) basis (n=361)
(n=136)

Question: Q11e Do you like/prefer hybrid working? 129
Perceived benefits of hybrid working
The biggest benefit of hybrid working is the reduced transportation time (81%). In view of the pandemic situation, this also helps reduce social
contact (62%). The third major reason is better time management when working at their own place (42%).
Reduce transportation time 81%
Reduce social contact during the pandemic 62%
Have better time management at my own place 42%
Less stressful environment would improve working performance 28%
Improve in efficiency and productivity 19%
Hybrid working is a part of company benefit 19%
More flexible in scheduling meeting date and time 16%
Prevent over-time work 11%
Others 3%
Base: All who prefer “hybrid working mode” (n=2463)

Question: Q11f What are the benefits of hybrid working? (Choose up to 3 options) 130
Perceived benefits of hybrid working – by employment mode
The same top 3 benefits apply to segments of different employment modes. On the other hand, those working part-time / freelance also values
very much the flexibility in scheduling meeting date and time. The job-seekers feel more strongly than the other segments that hybrid working is
less stressful and hence would improve work performance, can improve efficiency and productivity, and avoid over-time work.
Total All working on full-time All working on part-time/ All unemployed but are
Reduce transportation time 81%

82% 72% 75%
Reduce social contact during the pandemic 62%

64% 53% 51%
Have better time management at my own place 42% 42% 44% 46%
Less stressful environment would improve working performance 28% 27% 27% 35%
Improve in efficiency and productivity 19% 18% 24% 29%
Hybrid working is a part of company benefit 19% 20% 10% 15%
More flexible in scheduling meeting date and time 16% 14% 32% 21%
Prevent over-time work 11% 10% 14% 16%
Others 3% 3% 3% 1%
Base: All who prefer “hybrid working mode”

Question: Q11f What are the benefits of hybrid working? (Choose up to 3 options) 131
Perceived benefits of work at the office
Among those who prefer working at the office, they look for efficiency and productivity (63%), probably because it is hard to find a suitable
environment that allows concentration on work (48%), and this can help reduce the time to build better teamwork (42%).
Affect in efficiency and productivity 63%
Hard to find a suitable environment that allow concentration on work 48%
Reduce the time to build better teamwork 42%
Overtime working for hybrid mode 30%
Internet unstable and lack of support with digital tools 20%
Increase workload due to extra materials needed to facilitate virtual meeting 18%
Digital Burnout 16%
It's just a norm after a pandemic, no big impact on me 15%
Others 8%
Base: All who prefer “work at the office” (n=1169)

Question: Q11g Why do you prefer “working at office” to “hybrid working”? (Choose up to 3 options) 132
Perceived benefits of work at the office – by employment mode
The reasons for preferring work at the office are relatively consistent by employment mode.
Total All working on a full-time All working on part-time/ All unemployed but are
Affect in efficiency and productivity 63%

65% 54% 56%
Hard to find a suitable environment that allow concentration on work 48%

47% 57% 55%
Reduce the time to build better teamwork 42% 42% 38% 41%
Overtime working for hybrid mode 30% 30% 19% 31%
Internet unstable and lack of support with digital tools 20% 19% 20% 22%
Workload increases as extra materials are needed for virtual meeting 18% 17% 21% 27%
Digital Burnout 16% 16% 11% 16%
It's just a norm after a pandemic, no big impact on me 15% 15% 25% 17%
Others 8% 8% 12% 8%
Base: All who prefer “work at the office” (n=1169)

Question: Q11g Why do you prefer “working at office” to “hybrid working”? (Choose up to 3 options) 133
SECTION 11
EXPECTATIONS OF IT CANDIDATES
134
Desirable type of company
“Public Companies”, regardless of technology-based or not, are the most desirable type for IT candidates. Among “Private Companies”,
technologically based ones are more desirable.
80%
Top 3 most desirable
63% Top 2 most desirable

60% 55%
Most desirable
49%
40% 38%
40% 44% 37%
28% 27%
20% 23% 16%
10% 6%
32% 22% 17% 12% 9% 4% 3%
0% 3%
Any companies that have Technological innovation- Technological innovation- Any companies that has Government or public Startup Companies Others
an IT Department / IT based enterprises based enterprises IT Department / IT organizations
positions (Public Companies) (Private Companies) positions
(Public Companies) (Private Companies)
Base: All respondents who are currently in IT JF / will join IT JF (n=190)

Question: Q25b Which kind of company is most desirable for you? (Choose up to 3 options) 135
Attractive qualities of the future employer
Among the top 5 qualities, pragmatic benefit “higher salary / good welfare” stands as the most attractive (57%), followed by an IT-related quality
“values and keeps investing in IT Department” (38%), “good company culture” (34%), “has strong financial status and ensures stability at work”
(28%) and “has a large IT Department with more posts and better opportunities for advancement” (28%).
Company provides higher salary / good welfare 26% 43% 57%
Company values and keeps investing in IT Department 14% 25% 38%
Good company culture 11% 20% 34%
Company has strong financial status and ensures stability at work 8% 16% 28%
Has a large IT Department with more posts and better opportunities for advancement 10% 20% 28%
Promotion 7% 15% 22%

Top 3 attractive qualities
Chance to work aboard 5% 12% 18% Top 2 attractive qualities
Most attractive quality
Company is running hybrid/remote working 4% 13% 16%
Interested in new industry 5% 8% 13%
IT Department is led by a strong / reputable IT professional 3% 8% 11%
A well-known technology giant / brand in Asia and even internationally 4% 7% 8%
Big scale company 1% 4% 6% general qualities

IT related qualities
Others 1% 1% 2%

Question: Q25a Suppose you are searching for new opportunities regarding IT job function, what qualities of a future employer will be attractive to you? (Choose up to 3 options) 136
Desirable industry of the future employer
The 5 most desirable industries for IT candidates: Information & Communications Technology (41%), Fintech (36%), Banking (29%), Financial
Services (Nonbank organization) (25%), and Science & Technology (17%).
Information & Communications Technology 23% 32% 41%

Fintech 18% 29% 36%
Banking 15% 21% 29%
Financial Services (Non bank organization) 6% 18% 25%
Science & Technology 4% 11% 17%
Insurance 4% 8% 12%
Medical / Pharmaceutical (e g Hospital, Clinic, Medical Center, Pharmaceutical… 5% 8% 11%
Retail 5% 7% 9%
Telecommunication 2% 7%8%
Education & Training 3% 5% 7%
Mass Transportation 1% 4% 7%
Charity / Social Services / Non-Profit Organisation 2% 5% 6%
Entertainment / Recreation * 2% 6% Top 3 most desirable
Management Consultancy / Service 1% 4% 6%
Property Development & Management 1% 3% 6%
Top 2 most desirable
Healthcare * 5% 6% Most desirable
Building / Construction 2% 3% 5%
Manufacturing / Packaging 1% 2% 5%
Others 2% 4%
Food & Beverage * 2% 3%
Media / Publishing / Printing * 1% 2%
Electronics / Electrical Equipment * 2% 2%
Jewellery / Gems / Watches 1%1% 2%
Trading and Distribution 1% 2%
Advertising / Public Relations / Marketing Services 1% 2%
Clothing / Garment / Textile 1% 1% 2%
Sports, Health & Beauty Care * 1% 2% Industries with less than 1% in top 3 mentions are not shown
Industrial Machinery & Equipment * * 1%

Question: Q25c Suppose you are searching for new opportunities regarding IT job function, what qualities of a future employer will be attractive to you? (Choose up to 3 options) 137
SECTION 12
ANALYSIS BY INDUSTRY
138
CURRENT JOB STATUS OF RESPONDENTS - BY INDUSTRY
Current job status of respondents – by industry
A few industries show relatively higher penetration of “not working but seeking for a job”: Clothing / Garment / Textile (24%), Sports, Health &
Beauty Care (18%), Travel & Tourism (14%), Manufacturing / Packaging (13%) and Testing / Laboratory (13%).
Working on full time basis Working on part time basis Working on freelance basis Non working but job seeking
100% 5% 5% 6% 6% 6%
10% 6%
1%
6%
1% 12% 11% 2% 13% 9%
6% 11% 6% 6% 8% 11% 8% 11%
2% 12% 10% 7% 1%
7%
1% 12% 11% 14% 1% 13% 1% 11%
4% 2% 1% 2%
1% 4% 5% 3% 2% 5%
1% 2% 1% 12% 6% 1% 1% 1% 3% 2% 24% 5% 18%
2% 4% 6% 1%
6%
7% 6% 1% 3%
2%
80% 1% 3%
9%
2%
60%
40%
20%
86% 89% 89% 84% 86% 93% 84% 79% 94% 88% 88% 92% 79% 91% 83% 86% 81% 82% 88% 91% 93% 93% 82% 89% 86% 89% 88% 92% 75% 84% 73%
0%
Base : All respondents (n=3632) 139
Question: Q1a Do you have a job now?
BASIC MONTHLY SALARY CHANGES IN 2022 - BY INDUSTRY
Perception of salary compared with market standard – by industry
In this round, more respondents from Mass Transportation (60%) consider their own salary to be below market average, followed by Security /
Fire / Electronic Access Control (60%), Travel & Tourism (58%), and Human Resources / Recruitment (57%).
Above average About average Below average
100%
47% 39% 44% 46% 49% 50% 46% 50% 51% 41% 47% 44% 43% 60% 45% 42% 57% 50% 60% 44% 49% 51% 50% 58% 39% 36% 41% 46%
80%
60% 55%
45% 45% 51% 54%
48% 45% 50% 47% 49%
45% 46% 45% 47% 49% 51%
46% 45% 44% 44% 38% 46% 40% 48%
40% 36%
27% 32% 38%
20%
8% 16% 8% 8% 5% 5% 9% 6% 5% 14% 6% 11% 7% 13% 6% 11% 7% 12% 8% 7% 5% 9% 2% 4% 10% 9% 5% 3%

0%
Question: Q6a Compared with the market standard, do you think your salary is above average or below average?
BASIC MONTHLY SALARY CHANGES IN 2021 - BY INDUSTRY
Reasons for accepting a “below average” salary – by industry
Services / Non-Profit
Pharmaceutical (Bio)
Government & Public
Education & Training
Mass Transportation
Freight Forwarding /
Food and Beverage

Delivery / Logistics
Financial Services
Travel & Tourism

Manufacturing /
Charity / Social
Development &
Management
Construction
Organization
Trading and
Engineering
Distribution
Hospitality
Packaging
Building /
Medical /
Property
Banking
Fintech
Retail
Total
Base: 1468 44 37 112 108 58 55 36 56 74 114 49 67 79 83 55 43 40
Difficulty in getting a new job / maintaining job security due to social
36% 32% 38% 38% 36% 48% 27% 27% 31% 37% 43% 42% 28% 35% 42% 40% 36% 40%
instability (e.g. healthcare issue)
The current company is relatively stable, hence a lower chance of layoff 35% 41% 46% 29% 47% 38% 38% 28% 39% 33% 45% 29% 47% 34% 18% 24% 29% 35%
Limited choices in the face of an economic downturn 33% 28% 28% 43% 37% 39% 23% 27% 29% 37% 38% 25% 22% 31% 32% 44% 43% 30%
Plan to leave current company 31% 26% 31% 37% 32% 36% 35% 33% 39% 30% 32% 29% 28% 27% 34% 36% 21% 30%
Simply out of inertia to go through job seeking process 18% 21% 15% 17% 22% 27% 20% 12% 16% 17% 29% 21% 10% 20% 16% 4% 14% 23%
Company did not implement other policies that lowered income 18% 19% 28% 14% 22% 14% 11% 23% 14% 15% 23% 21% 18% 20% 24% 8% - 16%
Enjoy a good relationship with current co-workers 16% 11% 21% 13% 17% 23% 17% 11% 16% 20% 18% 4% 23% 23% 13% 24% 14% 19%
Satisfied with current workload / working hours 15% 10% 28% 10% 20% 16% 8% 16% 19% 26% 16% 13% 12% 14% 3% 20% 21% 12%
Changing industry/role is too challenging, better stay in the comfort zone 14% 15% 3% 10% 10% 19% 18% 13% 14% 24% 14% 17% 8% 14% 5% 12% 43% 12%
Not certain about the ability to get a job with higher pay 14% 13% 5% 11% 14% 16% 17% 17% 16% 22% 13% 25% 22% 13% 5% 8% 7% 14%
Company provides other support (e.g., WFH, additional allowances,
12% 7% 15% 10% 9% 11% 13% 11% 11% 2% 13% 25% 10% 11% 8% - 21% 16%
flexible working hours)
Do not want to be seen as a job hopper on the resume 11% 7% 3% 7% 13% 13% 11% 25% 16% 9% 14% - 7% 13% 8% 8% 7% 12%
Interested in current job and may not be easy to find a similar one 11% 7% 26% 9% 13% 5% 6% 11% 6% 15% 18% 21% 5% 6% 11% 12% 14% 5%
Have a sense of belonging to the current company and do not want to quit 8% 5% 8% 1% 5% 14% 5% 16% 10% 4% 11% 8% 13% 7% 8% - 21% 5%
Willing to stay with the company as it is facing financial difficulties 3% - - 2% 3% - - 3% - - 2% 4% 5% 7% 3% - 21% -
Others 8% 14% 3% 7% 7% - 6% 8% 10% 15% 9% 8% 5% 14% 8% 12% 7% 9%
Base: All working on full-time basis and accept a ‘below average’ salary (n=1468) 141
Question: Q6b Why would you accept a salary that you think might be below average?
BONUS AND DOUBLE PAY - BY INDUSTRY
Double pay and bonus – by industry
This year, respondents from Freight Forwarding / Delivery / Logistics (90%) and Trading and Distribution (90%) are better remunerated in terms of
bonuses and double pay.
Double pay only Bonus only Double pay and bonus Neither one
100%
29% 75% 70% 22% 10% 24% 16% 27% 17% 20% 20% 25% 37% 12% 37% 61% 75% 34% 10% 41% 19% 17% 35% 22% 42% 36% 39% 14% 15%
36% 25% 67%
80% 41% 42% 49%
16% 27% 24%
11% 19%
29% 17% 18%

14% 17%
24%
60% 13% 10% 25%
16% 6% 15%
37% 4%
40% 22%
20% 21% 11%
25% 9%
18% 40% 34%
10% 32% 38% 42% 41% 9% 15%
29% 37% 42%
20% 7% 34% 44% 1% 40% 25%
11% 35%
12% 14% 60% 62% 16% 15%
18% 6% 6% 17% 29% 37% 25% 21% 7% 7% 19% 17% 13% 23% 13% 21% 8% 33% 12% 7% 17% 25% 15% 18% 33% 14% 11% 33% 21%
0%
BONUS AND DOUBLE PAY - BY INDUSTRY
Double pay and bonus – by industry
This year, respondents from Freight Forwarding / Delivery / Logistics (91%), Trading and Distribution (91%), and Property Development &
Management (89%) are better remunerated in terms of bonuses and double pay.
Double pay only Bonus only Double pay and bonus Neither one
100%
28% 74% 69% 22% 9% 23% 14% 20% 16% 17% 21% 22% 11% 33% 57% 74% 36% 9% 39% 18% 17% 32% 22% 42% 33% 38% 11% 11%
37% 25% 67% 44% 51%
80% 42% 16% 11% 27% 23%
15% 19%
30% 18% 18% 18%

25%
60% 7% 11% 26%
14% 16%
38%
4%
40% 22%
10% 21% 11%
25% 21%
19% 42% 41% 10% 35%
9% 16%
29% 7% 31% 42% 42% 1% 38% 41% 42%
20% 47% 26%
12% 36%
13% 15% 61% 64% 17% 15%
18% 6% 7% 17% 29% 37% 25% 23% 7% 8% 18% 18% 23% 13% 23% 8% 29% 12% 8% 17% 25% 16% 18% 33% 15% 10% 34% 22%
0%
SECTION 13
BASIC MONTHLY SALARY CHANGE IN 2022 – BY JOB TITLES
144
BASIC SALARY CHANGE IN 2022
Percentage of Monthly Salary Adjustment in 2022

Accounting – by Job Position
7% Overall adjustment in Accounting: 2.8%
5.9%
6% 5.6%
5.3%
5%
4.3%
3.6% 3.8%
4%
3.2%
2.9%
3%
2.4%
2.1% 2.0%
2% 1.6%
1.4%
1.1%
0.9% 0.8%
1%
0%
-0.1%
-1%
Account Senior Accounts Assistant Accountant Senior Account Senior Account Account & Assistant Finance Senior Audit Junior Auditor Audit Financial
Clerk / Account Supervisor Accountant Accountant Officer Account Manager Finance Finance Manager Finance Manager Controller
Assistant Clerk Officer Manager Manager Manager
Job position with less than 4 respondents is not shown

Base: All working on a full-time basis currently (unweighted) 145
Question: Q5b1/5b2
Average Monthly Salary 2022

HK$ Accounting – by Job Position
$80K 78K
73K
$70K
$60K
54K
$50K 45K
39K 38K
$40K 37K
34K
32K
29K
$30K 26K
22K 23K
22K
20K
$20K 17K 16K
$10K
$0K Account & Assistant

Account Clerk / Senior Account Accounts Assistant Senior Senior Account Account Finance Senior Finance Financial
Accountant Account Officer Finance Finance Audit Junior Auditor Audit Manager
Assistant Clerk Supervisor Accountant Accountant Officer Manager Manager Manager Controller
Manager Manager
Job
Function 34357 16823 19773 26000 22421 29217 31781 21615 23320 36866 39298 33940 54055 73116 16389 38118 45323 77550
Average

Base: All working on a full-time basis currently or within last year (unweighted) 146
Question: Q4 / 4a

Admin & HR – by Job Position
Overall adjustment in Admin & HR : 3.4%

13.4%
11.7%
8.1% 7.6%
6.4% 6.7%
4.9% 4.5% 3.1% 4.3%
4.0% 3.7% 3.7% 4.2%
2.8% 2.7%
2.0% 1.9% 2.1%
0.7%
-2.0%
-3.6% -3.8%
-6.7% -6.4%
Secretary / Executive Personal Receptionist Office Assistant HR / Admin Senior Administrator Executive HR / Admin Assistant HR / Admin Admin Senior HR / Assistant Admin & Senior HR & Assistant Admin Assistant HR Senior HR HR Training
Admin Secretary Assistant / Assistant Clerk Clerk Clerk Officer Assistant HR / Admin Officer Executive Admin HR & Admin HR Manager Admin Admin Manager HR Manager Manager Manager Director Officer
Secretary Executive officer Officer Manager Manager Manager
Assistant
A job position with less than 4 respondents is not shown.

Question: Q5b1/5b2
HK$
$80K
Average Monthly Salary 2022 78K
Admin & HR – by Job Position
71K
$70K
62K
$60K
$50K
45K
41K
$40K 38K
36K
29K 31K 30K
$30K 28K 28K 27K
25K 25K
22K 21K 20K
17K 19K 19K
$20K
15K 17K
14K
12K
$10K
$0K
Personal
Assistant Assistant
Secretary Assistant HR / HR / HR / Senior HR Admin & Senior HR Assistant Assistant
Executive Reception Office Assistant Senior Adminis Executive HR / Admin HR & Admin HR Senior HR HR Training
/ Admin / Admin Admin Admin / Admin HR & Admin Admin HR
Secretary -ist Assistant Clerk Clerk -trator Officer Admin Executive Admin Manager Manager Manager Director Officer
Secretary Executive Clerk Assistant Officer Officer Manager Manager Manager Manager
officer Manager
Job Assistant
Function 26819 25016 28188 27882 17498 11950 14177 15279 18696 21642 29267 16656 18831 21111 24772 27071 30706 40730 62000 30328 38219 35710 44932 70814 78467 20200
Average

Question: Q4 / 4a

Analytics – by Job Position
Overall adjustment in Analytics: 7.1%

10%
8.8%
5.1%
5%
2.5%
0%
Business / Data Analyst Senior Business / Data Analyst Data Analytics Manager

Question: Q5b1/5b2
HK$ Average Monthly Salary 2022

Analytics – by Job Position
$60K
54K
$50K
$40K
34K
31K
$30K
$20K
$10K
$0K
Business / Data Analyst Senior Business / Data Analyst Data Analytics Manager
Job Function
35708 30867 33767 53538
Average

Question: Q4 / 4a

Banking – by Job Position
Overall adjustment in Banking: 4.5%

10%
8.6% 8.5% 8.7%
8% 7.0%
5.0% 5.5%
6%
4.4% 4.5%
4.0%
4% 3.5%
2.5% 2.7% 2.8%
1.8%
2%
0.0%
0%
-2% -1.6%
-4%
Intern Management Bank Operations Operations Risk Credit Credit / Loan RM Client Relationship Wealth Product Project Project KYC/CDD
Trainee / Teller / Clerk Officer Manager Manager Analyst Manager Assistant Service Manager Management Manager Officer Manager Analyst
Graduate Officer Manager /
Trainee Financial
Consultant

Base : All working on full time basis currently (unweighted) 151
Question : Q5b1/5b2

HK$ Banking – by Job Position
$60K 58K 57K
55K 56K
49K
$50K 47K
44K
40K
$40K
29K 29K
$30K 27K 27K 27K
25K 26K
20K
$20K
12K
$10K
$0K
Wealth
Management
Client Management
Trainee / Bank Teller / Operations Operations Risk Credit / Loan Credit Credit / Loan Relationship Product Project Project KYC/CDD
Intern RM Assistant Service Manager /
Graduate Clerk Officer Manager Manager Officer Analyst Manager Manager Manager Officer Manager Analyst
Officer Financial
Trainee
Job Consultant
Function 39712 11800 26714 19829 25331 44084 54833 27125 49000 55958 28706 26860 46532 58100 40483 25700 57400 29272
Average

Base: All working on full-time basis currently or within last year (unweighted ) 152
Question: Q4 / 4a
Basic Salary Change in 2022

Finance – by Job Position
10% Overall adjustment in Finance : 3.7%

9.1%
9%
8%
7%
6% 5.8% 5.6%
5.2%
5%
4% 3.7%
3.0% 3.2%
3%
2%
1%
0%
Operations Officer Operations Manager Risk Manager Relationship Manager Corporate Finance Settlement Officer Trader / Dealer
Manager

Question: Q5b1/5b2
Basic Salary Change in 2022
HK$
Finance – by Job Position
$70K 69K
$60K
52K
$50K 48K
43K
39K
$40K
$30K
23K 23K
$20K
$10K
$0K
Corporate Finance
Operations Officer Operations Manager Risk Manager Relationship Manager Settlement Officer Trader / Dealer
Job Manager
Function 42402 23021 43063 47541 51500 68925 23375 39071
Average

Base: All working on full-time basis currently or within last year (unweighted) 154
Question: Q4 / 4a

Insurance – by Job Position
Overall adjustment in Insurance : 1.4%

7.7%
5%
2.8%
0%
-5%
-10%
-15%
-17.0%
-20%
Insurance Agent / Sales / Financial Planner / Wealth Policy Servicing Officer Project Manager
Management Manager

Base: All working on full-time basis currently (unweighted) 155
Question: Q5b1/5b2

$70K Insurance – by Job Position
62K
$60K
$50K
$40K 37K
$30K
24K
$20K
$10K
$0K
Insurance Agent / Sales / Financial Planner / Wealth
Policy Servicing Officer Project Manager
Management Manager
Job Function
40534 36900 23980 62125
Average

Base: All working on a full-time basis currently or within last year (unweighted ) 156
Question: Q4 / 4a

Building & Construction – by Job Position
5.4% 5.6%
Overall adjustment in Building & Construction : 3.1%
5%
3.4% 3.2%
2.2%
1.6%
1.3%
0.4%
0%
-5%
-6.3%
-10%
Technician Project Coordinator Assistant Project Project Manager Senior Architect Assistant Quantity Quantity Surveyor Safety Officer Site Agent
/ Officer Manager Surveyor

Question: Q5b1/5b2

HK$ Building & Construction – by Job Position
$90K 84K
$80K 77K
$70K
$60K
49K
$50K
43K
39K 41K
$40K 38K
36K
$30K 27K
23K
$20K
$10K
$0K
Project
Assistant Project Senior Project Assistant
Technician Coordinator / Project Manager Senior Architect Quantity Surveyor Safety Officer Site Agent
Manager Manager Quantity Surveyor
Job Officer
Function 43032 23000 38674 43100 49193 84300 76800 26682 35789 37943 40714
Average

Question: Q4 / 4a

Engineering – by Job Position
Overall adjustment in Engineering : 3.5%
5.3% 5.4%
5.0% 4.8%
5% 4.4%
3.9%
3.3% 3.4%
2.0%
1.0%
0.8% 0.2%
0.4%
0%
-0.4%
-2.9%
-5%
Management Draftsman Technician Senior Technical Technical Inspector Technical Assistant Project Engineer Senior Assistant Engineering Project
Trainee / Technician Assistant Officer Manager Engineer Engineer Engineer Engineering Manager Manager
Graduate Manager
Trainee

Question: Q5b1/5b2

HK$ Engineering – by Job Position
$60K 59K
49K 49K
$50K
41K
$40K 37K
35K
30K 31K
29K
$30K 27K
25K
23K 22K
20K
19K
$20K
$10K
$0K
Manageme
Assistant
nt Trainee / Senior Technical Technical Technical Assistant Project Senior Engineering Project
Draftsman Technician Inspector Engineer Engineering
Graduate Technician Assistant Officer Manager Engineer Engineer Engineer Manager Manager
Manager
Job Trainee
Function 36337 20490 30200 18835 29471 22626 25498 37189 48716 21671 27278 31096 35421 40800 58513 49000
Average

Question: Q4 / 4a

Customer Services – by Job Position
Overall adjustment in Customer Services : 2.2%

6.9%
5.6%
5.2%
5%
1.7%
0.5%
0%
-1.2%
-5%
Customer Service Assistant Customer Service Officer / Customer Service Supervisor Senior Customer Service Assistant Customer Customer Relationship
Executive / Representative Officer / Executive / Relationship Manager / Manager / Customer
Representative Assistant Customer Experience Manager
Experience Manager
Question: Q5b1/5b2

$50K Customer Services – by Job Position
42K
$40K
$30K
26K
22K 23K
$20K 19K
16K
$10K
$0K
Assistant Customer
Senior Customer Service Customer Relationship
Customer Service Officer / Customer Service Relationship Manager /
Customer Service Assistant Officer / Executive / Manager / Customer
Executive / Representative Supervisor Assistant Customer
Representative Experience Manager
Experience Manager
Job Function
22289 15589 18824 22174 23281 25917 42125
Average

Question: Q4 / 4a
Corporate Sales & Business Development– by Job Position
Overall adjustment in Corporate Sales & Business Development: -1.0%

8%
6.0%
6%
3.9%
4%
2% 1.5%
0.3%
0%
-2% -1.3%
-1.7%
-4% -3.2%
-5.0%
-6%
Sales Executive / Sales Assistant Sales Sales Manager / Senior Sales Manager / Sales Director / Assistant Business Business Development Business Development
Officer / Sales Manager / Assistant Account Manager Senior Account Account Director Development Manager Manager Director
Coordinator / Account Account Manager Manager
Executive / Account
Officer

Base : All working on full-time basis currently (unweighted) 163
Question : Q5b1/5b2

HK$ Corporate Sales and Business Development – by Job Position
69K
$70K
$60K
50K 50K
$50K
42K
$40K
35K
32K
30K
$30K
22K
$20K
$10K
$0K
Sales Executive /
Sales Officer / Sales Assistant Sales Senior Sales Manager Assistant Business Business
Sales Manager / Sales Director / Business
Coordinator / Account Manager / Assistant / Senior Account Development Development
Account Manager Account Director Development Director
Executive / Account Account Manager Manager Manager Manager
Job Officer
Function 36014 22280 29500 32099 49500 68813 34700 41954 49833
Average

Question: Q4 / 4a

Retail Sales – by Job Position
Overall adjustment in Retail Sales: -4.6%
0%
-5%
-4.9% -4.8%
-5.9%
-7.5%
-10%
Retail Sales Associate / Shop Sales Retail Sales Supervisor Store Manager Retail Operations Manager

Question: Q5b1/5b2
HK$
Retail Sales – by Job Position
$50K
42K
$40K 37K
$30K
24K
$20K 17K
17K
$10K
$0K
Retail Sales Associate / Shop
Senior Retail Sales Associate Retail Sales Supervisor Store Manager Retail Operations Manager
Sales
Job Function
24262 16818 17375 23545 37333 41800
Average

Question: Q4 / 4a

Medical Services – by Job Position
Overall adjustment in Medical Services: 3.1%
5.5%
5%
2.2%
0.1%
0%
Patient Care Assistant Clinical Nurse / Assistant, Physician Assistant Registered Nurse

Question: Q5b1/5b2

HK$ Medical Services – by Job Position
$50K
42K
$40K
$30K
20K
$20K 17K
$10K
$0K
Patient Care Assistant Clinical Nurse / Assistant, Physician Assistant Registered Nurse
Job Function
Average 35302 19902 17194 41882

Question: Q4 / 4a

Design – by Job Position
Overall adjustment in Design: 6.1%

13.9%
14%
11.7%
12%
10%
8%
6.0%
6%
4.5%
4%
2% 1.3%
0%
-0.5%
-2%
Graphic / Web / Multimedia Senior Graphic Designer Designer Senior Designer Interior Designer Design Manager
Designer

Question: Q5b1/5b2

Design – by Job Position
HK$
$40K 39K
31K
$30K
25K
23K 24K
$20K
17K
$10K
$0K
Graphic / Web / Multimedia
Senior Graphic Designer Designer Senior Designer Interior Designer Design Manager
Designer
Job Function 27643
17214 25043 23056 38638 23905 31382
Average

Question: Q4 / 4a

Digital Marketing, E-commerce & Social Media – by Job Position
Overall adjustment in Digital Marketing, E-commerce & Social Media: 8.2%
13.8%
10%
8.8%
6.8%
5% 4.3%
0%
Digital Marketing Officer Digital Marketing Manager Account Executive / Officer E-commerce Manager

Question: Q5b1/5b2

HK$ Digital Marketing, E-commerce & Social Media – by Job Position
$50K
44K
41K
$40K
$30K
19K
$20K 18K
$10K
$0K
Digital Marketing Officer Digital Marketing Manager Account Executive / Officer E-commerce Manager
Job Function
29760 19300 44466 18200 41000
Average

Question: Q4 / 4a

Marketing & Branding – by Job Position
8.7% 8.7%
Overall adjustment in Marketing & Branding: 5.3%
7.9%
6.2% 6.3%
5%
2.2% 2.1%
1.6%
0%
Marketing Assistant Marketing Executive / Senior Marketing Assistant Marketing Marketing Manager Senior Marketing Marketing Director Brand Manager
Officer Executive / Officer Manager Manager

Question: Q5b1/5b2
HK$
Marketing & Branding – by Job Position
$80K
74K
$70K
59K
$60K
$50K 47K
39K
$40K
32K
$30K 25K
19K
$20K 18K
$10K
$0K
Marketing Executive / Senior Marketing Assistant Marketing Senior Marketing
Marketing Assistant Marketing Manager Marketing Director Brand Manager
Officer Executive / Officer Manager Manager
Job Function
35151 17549 19464 25488 32266 38795 59386 73633 46667
Average

Question: Q4 / 4a

Public Relations & Corporate Affairs – by Job Position
Overall adjustment in Public Relations & Corporate Affairs: 7.2%

13.8%
10%
7.0%
5% 4.1%
0%
Public Relations Executive / Officer / Corporate Assistant Public Relations Manager / Assistant Corporate Public Relations Manager / Corporate Communication
Communications Officer Communication Manager Manager

Question: Q5b1/5b2

Public Relations & Corporate Affairs – by Job Position
HK$
$60K
56K
$50K
40K
$40K
35K
$30K
25K
$20K
$10K
$0K
Assistant Public Relations Manager /
Public Relations Executive / Officer / Public Relations Manager / Corporate
Assistant Corporate Communication Senior Communications Manager
Corporate Communications Officer Communication Manager
Manager
Job Function
38756 24967 34875 40090 55750
Average

Question: Q4 / 4a

Media & Advertising – by Job Position
Overall adjustment in Media & Advertising: 3.1%

15% 14.2%
10%
5.9%
5%
0%
Reporter Translator

Question: Q5b1/5b2

Media & Advertising – by Job Position
HK$
$30K 29K
24K
$20K
$10K
$0K
Reporter Translator
Job Function
Average 27257 24200 29000

Question: Q4 / 4a

Education – by Job Position
9.9% Overall adjustment in Education: 3.8% 9.9%

10%
5.5%
5.0%
5%
2.5%
1.8%
0%
Tutor at Tutorial School Library Assistant Teaching Assistant / Vice Teacher Lecturer Project / Program Officer
Teacher

Question: Q5b1/5b2
HK$
Education – by Job Position
51K
$50K
43K
$40K 37K
30K
$30K
24K
$20K 19K
15K
$10K
$0K
Teaching Assistant / Project / Program
Tutor at Tutorial School Library Assistant Teacher Lecturer Student Affairs Officer
Vice Teacher Officer
Job Function
Average 30116 18714 23600 15217 37445 50935 30444 43075

Question: Q4 / 4a

Food and Beverage – by Job Position
Overall adjustment in Food and Beverage: -1.0%

0.0%
-0.2%
-0.4%
-0.6%
-0.6%
-0.8%
-1.0%
-1.2%
Chef

Question: Q5b1/5b2

Food and Beverage – by Job Position
HK$
31K
$30K
$20K
11K
$10K
$0K
Waiter / Server Chef
Job Function
Average 22809 10671 31499

Question: Q4 / 4a

Hospitality / Tourism – by Job Position
Overall adjustment in Hospitality / Tourism : 2.3%
6.3%
5%
0.3%
0%
Front Desk Officer Duty Manager

Question: Q5b1/5b2

HK$
Hospitality / Tourism – by Job Position
$30K
24K
$20K
16K
$10K
$0K
Front Desk Officer Duty Manager
Job Function
23650 15725 24450
Average

Question: Q4 / 4a

Information Technology – by Job Position
Overall adjustment in Information Technology: 5.1%

11.4%
10.3% 10.2%
10%
7.9%
6.6%
6.1% 6.3%
5.9%
4.9% 5.0% 5.1%
4.8%
5%
3.9% 3.9%
1.0% 1.1%
0.6%
0%
IT Assistant Technical Developer Programmer Analyst Quality Network System Database System Senior System Project IT Specialist Assistant IT IT Consultant IT Manager IT Director
Support / IT Programmer Assurance Engineer Engineer Administrator Analyst Analyst Manager Manager
Support / System Analyst
Administrator / IT
Administrator /
Systems Support

Question: Q5b1/5b2

HK$
Information Technology – by Job Position 78K
$80K
$70K
$60K 58K
55K
52K
$50K 47K 46K 47K
44K
40K 41K
$40K
33K
28K 29K 30K 28K 30K
$30K 28K
24K
19K
$20K
$10K
$0K
Technical
Support / IT
Support /
System Quality
UI / UX Analyst Network System Database System Senior System Project Assistant IT
IT Assistant Administrator Developer Programmer Assurance IT Officer IT Specialist IT Consultant IT Manager IT Director
Designer Programmer Engineer Engineer Administrator Analyst Analyst Manager Manager
/ IT Analyst
Job Administrator
Function / Systems
Average Support
42660 19138 24352 28257 28500 27560 32674 29500 40250 40950 46833 45683 55431 51547 28148 29750 43955 47071 57664 77601

Question: Q4 / 4a

General Management – by Job Position
Overall adjustment in General Management : 3.6%

6.9%
6.1%
5%
2.7%
2.0%
0.8%
0%
-4.0%
-5%
Assistant Manager Manager Operation Manager Senior Manager General Manager Director

Question: Q5b1/5b2
HK$
General Management – by Job Position
$90K 89K
81K
$80K
$70K
62K
$60K
$50K 47K
40K
$40K
32K
$30K
$20K
$10K
$0K
Assistant Manager Manager Operation Manager Senior Manager General Manager Director
Job Function
57940 32107 46791 39500 62000 80517 89000
Average

Question: Q4 / 4a

Legal / Compliance – by Job Position
Overall adjustment in Legal / Compliance: 4.3%
15% 14.5%
10%
7.5%
6.6%
5%
3.9%
1.4%
0.4% 0.5%
0%
Senior Company Compamy Secretary Company Secretarial Legal Clerk Legal Executive / Legal Secretary Assistant Legal &
Secretarial Officer Officer Paralegal Compliance Manager

Question: Q5b1/5b2
HK$
Legal / Compliance – by Job Position 116K
$120K
$110K
$100K
$90K
$80K
$70K
$60K
49K
$50K
$40K 36K
31K 30K
$30K 27K
19K
$20K
$10K
$0K
Senior Company Legal Executive / Assistant Legal &
Compamy Secretary Legal Clerk Legal Secretary Head of Compliance
Secretarial Officer Paralegal Compliance Manager
Job Function
Average 39955 31150 49200 19200 26625 30275 36000 116188

Question: Q4 / 4a

Manufacturing – by Job Position
Overall adjustment in Manufacturing : 0.5%

7.8%
5.1% 4.6% 4.8%

5% 3.2%
2.8%
0%
-5%
-10%
-10.6%
-15% -13.8%
-14.5%
-20%
Quality Control / Quality Control / Senior Quality Project Engineer Production Planner Production Project Manager Technical Manager Operations Director
Assurance Officer Assurance Control / Manager
Manager Assurance
Manager
Question: Q5b1/5b2
HK$
Manufacturing – by Job Position
100K
$100K
$90K
$80K
$70K
58K 56K
$60K
$50K 45K 44K

$40K 38K
30K
$30K 27K
21K
$20K
$10K
$0K
Senior Quality
Quality Control /
Quality Control / Control / Production Production Technical Operations
Assurance Project Engineer Project Manager
Assurance Officer Assurance Planner Manager Manager Director
Manager
Manager
Job Function
43784 20625 37625 57920 26651 29875 44750 43625 55700 99500
Average

Question: Q4 / 4a

Merchandising & Purchasing – by Job Position
6% Overall adjustment in Merchandising & Purchasing : 2.0%
4% 3.6% 3.5% 3.0%

2.8%
2.4%
2%
1.1%
0.8%
0%
-0.3%
-2%
-2.1%
-4%
-4.9%
-6%
Assistant Merchandiser / Senior Assistant Merchandising Senior Purchasing Procurement Procurement Procurement
Merchandiser Purchasing Merchandiser Merchandising Manager Purchasing Manager Assistant Executive Manager
Officer Manager Officer
Base : All working on a full-time basis currently (unweighted) 193
Question: Q5b1/5b2
HK$
Merchandising & Purchasing – by Job Position
$50K
43K
39K 40K
$40K
35K 35K
30K
$30K 28K
22K 22K 22K

$20K 17K
15K
$10K
$0K
Merchandiser / Assistant Senior
Assistant Senior Merchandising Purchasing Procurement Procurement Procurement Sourcing
Purchasing Merchandising Purchasing Buyer
Merchandiser Merchandiser Manager Manager Assistant Executive Manager Manager
Job Officer Manager Officer
Function 29034 17234 22167 27792 34635 38575 30160 34600 15200 21782 43000 22250 39500
Average

Question: Q4 / 4a

Property / Real Estate – by Job Position
Overall adjustment in Property / Real Estate : 2.9%
7.9%
6.1%
5% 3.9% 4.0%
0.4%
0%
-1.4%
-3.1%
-5%
-6.3%
-10%
Security Guard Property Clerk / Estate Property Specialist Property Officer / Estate Senior Property Officer / Assistant Property Property Manager / Facilities Manager
Assistant Officer Senior Estate Officer Manager / Assistant Estate Manager
Estate Manager
Question: Q5b1/5b2
HK$
Property / Real Estate – by Job Position
$70K 68K
$60K
$50K
44K 43K
$40K
35K
$30K 26K
18K 18K 20K

$20K 15K 17K
$10K
$0K
Assistant
Senior Property Property Property
Security Officer / Property Clerk / Property Property Officer Leasing Facilities
Security Guard Officer / Senior Manager / Manager /
Controller Estate Assistant Specialist / Estate Officer Manager Manager
Estate Officer Assistant Estate Estate Manager
Manager
Job Function
32323 15356 18416 17120 18250 19856 26422 34783 44192 43125 67750
Average

Question: Q4 / 4a

Public / Civil / Social Services – by Job Position
Overall adjustment in Public / Civil / Social Services: 3.0%
6.7%
6.4%
5%
3.3%
2.7%
2.0%
1.7%
1.0%
0.6%
0%
Programme Assistant Assistant Officer Officer Senior Officer Executive Officer Assistant Manager Manager Social Worker

Question: Q5b1/5b2
HK$
Public / Civil / Social Services – by Job Position
60K
$60K
51K
$50K
43K
39K
$40K
34K
31K
$30K
21K
$20K
15K
$10K
$0K
Programme
Assistant Officer Officer Senior Officer Executive Officer Assistant Manager Manager Social Worker
Assistant
Job Function
33642 15464 20646 31109 51020 39366 33631 59700 42886
Average

Question: Q4 / 4a

Sciences, Lab, R&D – by Job Position
Overall adjustment in Sciences, Lab, R&D: 5.9%
5.6%
5%
2.1%
1.7%
0%
Laboratory Technician Research Assistant Medical Laboratory Technologist

Question: Q5b1/5b2
HK$
Sciences, Lab, R&D – by Job Position
51K
$50K
$40K
$30K
21K
$20K 19K
$10K
$0K
Laboratory Technician Research Assistant Medical Laboratory Technologist
Job Function
Average 30826 18680 20723 50630

Question: Q4 / 4a

Transportation & Logistics – by Job Position
Overall adjustment in Transportation & Logistics: 2.4%

6.6%
6%
4.7%
4.3%
4% 3.6% 3.6%
2.6%
2.0% 2.4%
2%
1.3%
0.6% 0.7%
0.0%
0%
-0.2%
-0.9%
-2%
Driver Logistics / Logistics / Senior Logistics Assistant Logistics Shipping Clerk Shipping Assistant Shipping Warehouse Warehouse Senior Supply
Operations Operations Logistics / Supervisor Logistics Manager Supervisor Operation Manager Picker / Clerk Manager Chain Officer
Clerk Officer Operations Manager Control
Officer Manager

Question: Q5b1/5b2
HK$
Transportation & Logistics – by Job Position
$80K
74K
$70K
$60K
$50K 46K
41K
$40K 35K
$30K 28K 27K

26K
22K 23K
21K 20K 20K
18K 17K 19K 18K
$20K 16K
$10K
$0K
Senior Assistant
Logistics / Logistics / Assistant Senior Senior
Logistics / Logistics Logistics Head of Shipping Shipping Shipping Operation Shipping Warehouse Warehouse
Driver Operations Operations Logistics Shipping Supply Chain
Operations Supervisor Manager Logistics Clerk Officer Supervisor Control Manager Picker / Clerk Manager
Clerk Officer Manager Clerk Officer
Officer Manager
Job
Function 26116 21400 17504 19761 22172 23482 26081 40533 73750 17362 19105 19595 18440 35300 45741 16432 28000 27475
Average

Question: Q4 / 4a
SECTION 13
BASIC MONTHLY SALARY CHANGE IN 2022 – BY CAREER
LEVEL
203

By Career Level
6% Overall adjustment: 3.28%
5% 4.8%
4.1%
4%
3% 2.9% 2.9%
2%
1.1%
1%
0%
Fresh Graduate / less than Junior Executive or Supervisor or Manager / Director / VP / CEO
1 year work experience 1 - 4 years work experience 5+ years work experience Senior Manager

Question: Q5b1/5b2
HK$
By Career Level
$80K
74K
$70K
$60K
$50K 47K
$40K
30K
$30K
19K 21K
$20K
$10K
$0K
Fresh Graduate / less than 1 year Junior Executive or 1 - 4 years Supervisor or 5+ years work
Manager / Senior Manager Director / VP / CEO
work experience work experience experience
19198 20796 29658 47323 73634

Question: Q4 / 4a
Appendix
RESPONDENTS’ PROFILE
206
RESPONDENTS’ PROFILE - GENDER
Male
43%
57%
Female
Base : All respondents

Question: P1 207
RESPONDENTS’ PROFILE - AGE
11% 8%
Below 25
14% 26 - 30
10%
31 - 35
36 - 40
14% 41 - 45
19% 46 - 50
51 or above
23%

Question: P2 208
RESPONDENTS’ PROFILE – EDUCATION LEVEL
12%
17% F.5 / School Certificate or below
5%
F.7 / Matriculated / DSE
Non-degree Tertiary
16%
Degree
Postgraduate or above
50%

Question: P3 209
RESPONDENTS’ PROFILE – CAREER LEVEL
4% 4%
Fresh Graduate / less than 1 year experience
20%
25% Junior Executive or 1-4 years experience
Supervisor or 5+ years work experience
Manager / Senior Manager
Director / VP / CEO
47%
Base: All except non-working and will not work (n=3619)

Question: P4 210
RESPONDENTS’ PROFILE – WORK EXPERIENCE
0 - 2 years
7%
3 - 5 years
27% 11%
6 - 10 years
19%
11 - 15 years
15%
16 - 20 years
21%
>20 years

Question: P4 211
RESPONDENTS’ PROFILE – TYPE OF ORGANIZATION
Local (Hong Kong) organization
Chinese owned organization

6% 2%
4%
Hong Kong-based multinational organization (with headquarter
in Hong Kong but with offices in the multi-country out of Hong
Kong
19% 42%
Multinational organization (with headquarter out of Hong Kong,
Macau and China)
Government
Non-profit organization
18%
9%
Not fixed as I worked on part-time / freelance basis / never had
a job before

Question: P5a 212

Job Seeker Salary Report 2022

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Job Seeker Salary Report 2022

Uploaded by

Copyright:

Available Formats

1

Executive Summary 9-15

Appendix: Respondents’ Profiles 206-212

To provide insights on the latest recruitment trends in 2022, JobsDB

This report aims to compare the changes in salaries and bonuses

This survey aims to,

The survey covered 3632 candidates from 31 job functions.

Remarks: The figures are rounded to the nearest 1 d.p. 5

4. Data collection method

The data was analyzed to give rise to the “arithmetic averages” of

Analysis was conducted to identify any differences that might

Basic Monthly Salary (HK$):

5.9% 5.4% 5.2% 3.2%

Hong Kong Overall Job Salary

Salary Change in 2022

Security / Fire / Electronic

Human Resources / 64% 34% 2%

Job Switching Patterns in Past 12 months &

35% 41% 51% 38% 37%

46% 47% 36% 54% 56%

Employment Outlook in 2022

Working Mode TOP perceived benefits of hybrid mode

41% 36% 57% 38% 34%

39% 25% 28% 28%

2% Working on full time basis

Working on part time basis

Working on freelance basis

Non-working, but seeking for a job

Base : All respondents (n=3632)

* Denotes less than 0.5%

Base : All working on part-time or freelance basis (n=136)

Have previous full time job experience

Do not have full time job before

Base : All unemployed but are seeking for a job (n=510)

Industry Spread across different industries

Type of Organization 49% from local (Hong Kong) organization ( vs 42%)

JobsDB Segment Relatively more ACTIVE segment (67%) ( vs 42%)

Change job function in the coming job

Find a job from the same job function as before

No plan to change job function but open to it if better

Lose interest in original job function / nature 31% 1

Change upon getting professional qualification in other field 1%

Invited by friends or prospective employer to switch job function 1%

Under the advice or request of family 1%

14% Within 7 - 12 months

Base : All unemployed but are seeking for a job (n=361)

Expected Salary Decrease (Average) : 23%

Expected Salary Increase (Average) : 18%

Did not have a job before

Base : All unemployed but are seeking for a job (n=361)

Base: All working on part-time or freelance basis (n=136)

Increased No Change Decreased

60% 57% 56%

Base: All working on full-time basis

Increased No Change Decreased

41% 51% 41%

53% 56% 56% 52%

Base: All working on full-time basis

Increased No Change Decreased

53% 54% 55% 58%

Base: All working on full-time basis

Increased No Change Decreased

41% 39% 44%