Vietnam’s Workforce: A Shift Towards Prioritizing Wellbeing Over Solely Salary
A significant shift is underway in Vietnam’s labor market. Recent data indicates that over three-quarters of Vietnamese workers are open to new employment opportunities, signaling a departure from traditional notions of job security. This isn’t necessarily about dissatisfaction, but a recalibration of priorities as we move further into 2026.
The Evolving Definition of Job Stability
For years, job stability in Vietnam, as in many countries, was largely defined by longevity with a single employer. However, a recent survey by Côc Côc Research reveals a changing landscape. While a stable income remains crucial – with 40% of employees citing clear and timely salary, bonus, and insurance payments as essential – it’s no longer the sole determinant of commitment.
Economic uncertainties, inflation, and company restructuring are contributing factors. Workers are increasingly seeking more than just a paycheck; they desire security, psychological safety, and opportunities for professional growth.
Beyond the Paycheck: What Vietnamese Workers Value Now
The Côc Côc Research survey highlights several key factors influencing employee loyalty. Over 20% of respondents now prioritize a healthy work environment, mutual respect, and work-life balance. 16.1% emphasize the importance of employer investment in training and skills development to navigate rapid technological changes.
This suggests that stability in 2026 is increasingly perceived as a combination of financial security, psychological wellbeing, and continuous professional development. Employees are more likely to remain with an organization where they feel valued, supported, and empowered to grow.
Mobility and Restructuring in the Vietnamese Labor Market
The Vietnamese labor market in 2025 demonstrates a blend of relative stability and underlying mobility. Over 53% of workers remained with their current employer and in the same role, while 16.4% transitioned to different functions or departments within their organizations. This indicates active restructuring and internal adjustments by companies adapting to market changes.
Of those who voluntarily resigned or experienced unemployment, nearly 47.7% successfully found new employment, primarily within the same industry. A smaller percentage sought new career paths, reflecting a desire for fresh opportunities following market disruptions.
Selective Mobility: A New Trend
Interestingly, 77% of workers are currently open to new opportunities, but this isn’t a mass exodus. 48.7% would only consider a change if a truly compelling opportunity arose, while 28.1% are actively searching for new roles. This points towards a trend of “selective mobility,” a more considered approach than the widespread job-hopping seen during periods of rapid economic growth.
When considering a new role, salary remains a primary motivator (cited by 44.1% of respondents), followed by limited training and career advancement opportunities (33.7%), workload issues, and toxic work environments.
Transparency in Recruitment: Building Trust and Engagement
The recruitment process itself plays a crucial role in attracting and retaining talent. Over 54% of candidates feel more secure and respected when employers are transparent about compensation, benefits, and company culture from the outset.
The Rise of Wellbeing: A Generational Shift
The emphasis on wellbeing is particularly pronounced among younger workers. A remarkable 76.9% of Vietnamese workers are willing to prioritize a healthier, more respectful, and balanced work environment, even if it means accepting a lower salary. This figure jumps to 60.8% among young professionals, who are willing to accept a 1-10% pay cut for a more suitable workplace.
This demonstrates a fundamental shift in values, with younger generations prioritizing sustainability, mental health, and long-term adaptability in their careers.
Frequently Asked Questions
Q: Is job security less important in Vietnam now?
A: Not necessarily less important, but the definition of job security is evolving. It’s now more about financial stability, wellbeing, and opportunities for growth, rather than simply staying with one employer for a long time.
Q: What are the biggest factors driving this change?
A: Economic uncertainty, inflation, company restructuring, and a shift in values, particularly among younger workers, are all contributing factors.
Q: What can employers do to attract and retain talent?
A: Employers should focus on providing competitive salaries, opportunities for training and development, a healthy work environment, and transparent communication.
Q: Is the Vietnamese labor market experiencing high unemployment?
A: While some sectors are facing challenges, the overall labor market is showing signs of recovery and growth. Nearly 48% of those who lost their jobs in 2025 have already found new employment.
Did you grasp? Vietnam aims to send 112,000 workers abroad in 2026, indicating a continued focus on international labor opportunities.
Pro Tip: For employers, investing in employee wellbeing programs and skills development initiatives can significantly improve retention rates and attract top talent.
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