Fewer Filipinos are chasing new jobs, but more are demanding better pay. The number of active job seekers in the Philippines plunged to 53% in 2025 from 74% the previous year, even as successful salary negotiations nearly tripled, according to Michael Page Philippines’ Talent Trends 2025 report released on May 26.

The data reveals a shifting labor landscape: professionals are opting to stay put, but they’re bargaining harder. Over 42% of employees negotiated their compensation in 2025, up from 27% in 2024. The success rate of these negotiations rose from 8% to 23%, signaling that internal advancement is gaining traction.

“Our latest research shows a clear transition in the Philippine job market,” said Rhiannon Guilford, director of Michael Page Philippines. “While fewer professionals are actively seeking new roles, more employees than ever are confidently negotiating their salaries and exploring growth within their current organizations.”

The report paints a picture of a maturing workforce prioritizing career stability without sacrificing ambition. While 36% of workers are hesitant to switch roles amid economic uncertainty, many are pushing for raises and internal promotions.

Work-life balance is another growing priority. More than half of professionals (54%) said they would turn down a promotion if it compromised their well-being—slightly above the global average of 51%.

Calls for salary transparency and gender equity are also gaining ground. About 25% of women reported pay disparities, compared to 16% of men, while 41% of all employees believe their company’s salary structure lacks transparency.

Age discrimination remains entrenched. Nearly half of professionals have experienced age bias, with older workers (age 50 and above) reporting the highest incidence at 69%. Younger professionals in their 20s weren’t spared either, with 46% citing similar experiences. Women continue to face age-related discrimination more often than men—53% versus 38%.

As job mobility slows, the Philippine workforce is placing greater value on fair compensation, equity, and well-being. Companies that embrace these evolving expectations will be better positioned to attract and retain talent in a cooling—but more conscious—job market.