Bosses warned as survey reveals Australian workers are prepared to quit

Forget working from home and four day weeks, there is one big thing Aussie workers want in 2025, and they are ready to quit if they don’t get it.

Forget working from home and four day weeks, Australian employees want one thing in 2025, and they’re prepared to quit if they don’t get it.

Unsurprisingly, money is the main focus for workers heading into this year, and they feel so strongly about getting a raise that they are willing to look elsewhere to get it.

Recent research by specialist recruiter Robert Half found that more pay is the primary objective for about a third of those surveyed, with this figure rising to almost two-thirds when workers were asked to rank their top three preferences.

The data comes from a survey conducted in November 2024 of 1000 full-time office workers in finance, accounting, business support, and IT and technology.

While the majority of workers feel confident their pay needs will be met by their current employer, 28 per cent said they would actively look for a job if their request is denied.

A further 37 per cent said they would passively look for a new job, including attending informational interviews.

Australian workers are prepared to leave their jobs if they don’t get a raise this year. Picture: iStock

Other actions employees are prepared to take include pursuing training or certifications to improve their marketability and taking on side projected to build their skills.

Flexible working hours (38 per cent) and more benefits (36 per cent) were the next on the list of highest priorities for Aussie workers.

Speaking to news.com.au, Director at Robert Half Nicole Gorton, said the current cost of living crisis is still having a major impact on what employees are looking to get from their jobs.

“I certainly think that workers aren’t just looking for a pay bump, they’re seeking financial security,” she said.

“With inflation biting and the ongoing high cost of living, employees want to ensure their pay is not going ‘backwards’.”

Ms Gorton also pointed out that many professionals have been working in leaner teams and taking on additional responsibilities, meaning there is an increased focus on employees wanting to be properly compensated for their changing roles.

The survey also highlighted a generational divide, with Millennials the most likely generation (68 per cent) to prioritise making more money in 2025

Baby Boomers were most likely to want flexible working hours, with 40 per cent citing this as a key priority.

While employers are still “in the driver’s seat” when it comes to negotiating pay and benefits, according to Ms Gorton, she does believe top performing staff have the leverage to secure a better deal.

“Businesses know the importance of retaining their best workers and are willing to be flexible in order to keep them,” she said.

“Employers are aware that denying employee requests, such as pay rises and other high-priority requests could result in them accepting job offers from competing organisations that are willing to invest in their professional growth.”

Ms Gorton warned that, in a competitive job market, employers need to be aware that denying employee requests could result in losing their high performers.

She noted that employees may also find themselves in a stronger position to negotiate benefits beyond salary, such as enhanced professional development opportunities, mentorship programs, and increased responsibilities.

However, Ms Gorton doesn’t believe this slight shift in power will be enough to sway any return to office mandates that staff may be trying to rally against.

“Regarding return-to-office policies, company-wide mandates are less likely to be swayed by individual requests, even in by top talent,” she said.

“While employees may have leverage in certain areas, influencing overarching organisational policies are bigger hurdles to jump.”