Hiring, Compensation

& Benefits Report 2024

Your essential guide to attract, motivate,
and retain top talent in the region.

-East
outh ia
S As n
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Table of Contents
Introduction:
Embracing transformation: Navigating Southeast Asia's evolving job market | 1 - 2
Scope and methodology

Section 1:
Leading hiring trends in Southeast Asian job market | 3 - 7
Employment market expectations
Overview of hiring activity in 2023
Overview of workforce reduction in 2023
Hiring plans for the next 6 months

Section 2:
Empowering your workforce: compensation and benefits in Southeast Asia | 11 - 13
Initiatives to evaluate and enhance compensation and benefits
Performance bonuses in 2023
Salary increases in 2023
Staff promotions in 2023

Section 3:
Maximising impact: Leave and General Benefits | 14 - 22
Current and future outlook of:
Special leaves
Employee benefits
Accommodation benefits
Career development programmes
Work-life balance benefits
Family-friendly benefits
Other benefits

Section 4:
Beyond office walls: Southeast Asia’s future workplace | 23 - 27
Workplace arrangement for the next 6 months
Remote working support

Section 5:
Nurturing workplace mental health for a productive workforce | 28 - 31
Organisation stress level
Causes of employee stress
Efforts by organisations to improve employees’ mental health

Key takeouts and recommendations | 23 - 27

Introduction

Embracing transformations: Navigating

Southeast Asia’s evolving job market
2024 is just the beginning of a rapidly evolving employment landscape. As the No. 1
Trusted Talent Partner in online employment marketplaces, SEEK stands at the forefront of
this transformation. As part of our Signature Report series, this regional report will help you
revolutionise employment by leveraging unique data and technology to create innovative
solutions and insights into the future of work.

Drawing insights from 3,750 companies across 5 countries in Southeast Asia (673 in
Singapore, 454 in Malaysia, 1,180 in Indonesia, 758 in Thailand, and 685 in the Philippines),
spanning various industries and job roles, the 2024 Outlook | Hiring, Compensation, and
Benefits for the Southeast Asian market embodies SEEK's dedication to your triumph.

Number of participating employers

454

Malaysia
1180
673 Singapore

Philippines

Thailand

Indonesia
685
758

Beyond a mere compilation of statistics, it serves as a guide to attracting top-tier talent and
fostering their development within a workplace culture seamlessly aligned with the
Southeast Asian ethos.

Are you prepared to navigate the constantly shifting terrain of Southeast Asia's job market in
2024? Embark on this journey with us.

01
Introduction

Scope and methodology

This study engaged 3,750 hiring professionals across five countries in Southeast Asia
during September 2023. It delved into various topics, encompassing hiring practices
and HR-related elements such as compensation, vacation entitlements, overall benefits,
and prevailing working conditions. To ensure a robust and impartial outcome, a diverse
array of industries and company scales were surveyed. Subsequently, the data was
evenly balanced across the five countries for comprehensive analysis.

Organisation size of surveyed companies

37% 30%
43% 51% 49% 49%
14%
15%
15%
16% 16% 16%
56%
41% 48%
32% 35% 35%

SEA Malaysia Singapore Philippines Thailand Indonesia

Small (Up to 50 employees) Medium (51 to 99 employees) Large (100 or more employees)

Industries of surveyed companies

Malaysia Singapore Philippines Thailand Indonesia SEA
Computer / IT, electrical,
electronics and telecom
12% 17% 16% 20% 13% 16%

Construction / industrial
machinery and equipment
11% 11% 7% 18% 9% 11%

Business services 12% 12% 8% 10% 12% 11%

Retail and trade / 11%

10% 10% 10% 11% 13%
consumer goods

Consumer services 6% 12% 9% 13% 11% 10%

Manufacturing 18% 8% 10% 13% 12%

Education, social services

5% 12% 8% 6% 5% 7%
and healthcare

Banking, finance
7% 6% 7% 6% 5% 6%
and insurance

Industrial goods /
4% 7% 6% 4% 7% 6%
raw materials
1%
Media and advertising 2% 2% 2% 2% 2%

Others 9% 5% 14% 9% 10% 9%

Disclaimer: In this report, some of the percentages do not add up to 100% (or may even exceed 100%)
due to rounding up / down of numeral fractions. 02
Section

Leading hiring trends in

Southeast Asian job market
As we march forward into the future, the landscape of
talent acquisition is undergoing a profound
transformation. The resurgence of hiring activities
observed in Asia in 2022 has continued into 2023,
propelled by digitalisation and the widespread
adoption of remote work. Emerging from the
pandemic, a "new normal" now dictates how talent
is sought and cultivated.

This section of the report delves deeply into the

exploration of hiring trends. With workforce
dynamics continually evolving, driven by
digital advancements, socio-economic shifts,
as well as global forces, it becomes essential
to unravel the subtle patterns that define
modern hiring practices.

Grasping these intricate trends within the

Southeast Asian markets equips employers
with a competitive advantage as they forge
ahead with a more strategic recruitment
approach in the coming years.

Let's delve into the core themes, address the

challenges, and capitalise on the opportunities
shaping the strategies of organisations in Southeast
Asia to attract, engage, and retain talent. Armed with
these actionable insights, employers and HR
professionals can make informed decisions
that will shape the trajectory of future hiring
trends.

03
Leading hiring trends in Southeast Asian job market

Employment market
expectations
In general, confidence is high amongst Southeast Asian countries for the first-half of 2024.
52% of the companies surveyed expressed confidence that the job market will witness
increased in hiring activity versus last year. Companies in the Philippines has the highest
level of confidence – reflecting a strongly optimistic outlook of more hiring by businesses
and active job hunting by candidates.

However, there is a noticeable decline in confidence projected for the second half of 2024,
dropping to 37%. The decline is due to a higher degree of uncertainty which could be
influenced by various factors, including economic conditions and global events. Countries
exhibiting higher confidence levels include the Philippines and Indonesia.

Hirer confidence in activeness of SEA’s job market

Jan - Jun 2024 Jul - Dec 2024

52% 37%
11% 20%
SEA SEA

54% 32%
11% 23%
MY MY

45% 32%
10% 20%
SG SG

61% 41%
9% 16%
PH PH

54% 36%
13% 24%
TH TH

45% 44%
14% 19%
ID ID

More active More active

Not sure Not sure
than now (Sep 23) than now (Sep 23)

04
Leading hiring trends in Southeast Asian job market

Overview of hiring
activity in 2023
In terms of hiring trends in 2023, a notable 96% of companies recruited at least one
employee throughout the year, marking an improvement from 89% in 2022. Permanent
full-time employees constituted the largest segment of this growth, representing 87% of
new hires. This surge was particularly driven by the Philippines and Thailand, indicating a
robust commitment to establishing a stable and long-term workforce.

Conversely, companies also expanded their recruitment of contractual/temporary full-time

employees, with Indonesia standing out as a prime example. More than half of its hirers
reportedly hired part-time/contractual temporary employees, illustrating a departure from
other countries' higher reliance on permanent full-time employees and strategic shift in
workforce dynamics, likely driven by the need for flexibility and project-based roles.

Types of employees hired in 2023

99% 99%
96% 97%
94%
90%
97%
94%
87%
84% 82% 80%

66%

52%

38% 38%
36%
33% 34%
32%
29% 28%
23%
20%
17% 17% 17% 17% 17%
15%

SEA Malaysia Singapore Philippines Thailand Indonesia

Hired at least 1 position

Permanent full-time employees
Permanent part-time employees
Contractual / temporary full-time employees
Contractual / temporary part-time employees

05
Leading hiring trends in Southeast Asian job market

Overview of workforce
reduction in 2023
On the contrary, only 24% of companies reduced the number of employees they employed
in 2023. The most significant reductions were observed in Indonesia and the Philippines.
Across most countries, permanent full-time employees constituted the largest segment of
employees who were let go.

However, contractual/temporary full-time employees and permanent part-time employees

closely followed at 12%, a trend predominantly observed in the same two countries—the
Philippines and Indonesia—due to their higher reliance on these types of employees.

Employers that reduce workforce in 2023

28%
24% 24%

19%
19%
18%

15% 16%
15% 15%

13%
12% 12% 12%
11% 11% 11%
10%
9%
8% 8%
7%
6% 6% 6%

4% 4% 4%
3% 3%

SEA Malaysia Singapore Philippines Thailand Indonesia

Campanies that reduced the number of employees

Permanent full-time employees
Permanent part-time employees
Contractual / temporary full-time employees
Contractual / temporary part-time employees

06
Leading hiring trends in Southeast Asian job market

Hiring plans for the next

6 months
For the first half of 2024, slightly more than half of all companies expressed plans to expand
their permanent workforce, indicating optimism and a focus on growth initiatives.

The plan to increase workforce is consistent across participating markets, showcasing their
confidence in seizing opportunities and meeting the growing demand. Philippines is the
most optimistic market when it comes to hiring permanent employees in Jan-Jun 2024
while Singaporean hirers strike an almost equal balance in increasing the headcount versus
maintain the headcount in the first half of the year.

Meanwhile, more than one third, while not pursuing workforce expansion, opt for workforce
stability to maintain operations. Very few hirers mentioned they will reduce headcount,
signifying that 2024 is a year of growth without any downsizing or disruptions.

Jan – Jun 2024 hiring plans for permanent employees

71%

56% 57%
55%
51%
49%
45% 45%

38% 38%
34%

26%

9%
4% 3% 2% 4% 3%
1% 1% 2% 1% 1% 2%

SEA Malaysia Singapore Philippines Thailand Indonesia

Increase headcount Maintain current headcount

Freeze headcount Reduce headcount

*Notes:
Maintain headcount = can replace / rehire if employee resigns
Freeze headcount = cannot replace / rehire if employee resigns
Reduce headcount = lay-off employees
Others = close / relocate business
07
Leading hiring trends in Southeast Asian job market

Hiring plans for the next

6 months
In addition to expanding permanent headcount, approximately 4 out of 10 companies are
also planning to increase contractual / temporary headcount in the first half of 2024.
Indonesia leads in the number of contract / temporary staff hired in 2023 and looks to
continue the trend in 2024. On the other hand, Malaysia is an emerging market where
companies are looking to recruit more contract / temporary staff.

The top reasons cited across the region for increasing contractual or temporary staff include
business expansion, requirement of new role skillsets and preferring a flexible workforce.
Most markets plan to maintain the existing headcount, especially Singapore and Thailand.

Jan – Jun 2024 hiring plans for contract / temporary staff

62%
59%
55% 54% 54%

46% 47%
41%
39% 39%
35%
33%

6% 5% 5% 7% 6%
4%

SEA Malaysia Singapore Philippines Thailand Indonesia

Increase headcount / number of hours worked

Maintain headcount / number of hours worked

Reduce headcount / number of hours worked

Top reasons to increase contract / temporary staff:

Wanting flexible workforce

Requiring new
Business expansion (e.g. easier for company
role skillsets
to scale up / down)

08
Section 2

Empowering your workforce:

Compensation and benefits
in Southeast Asia
In the dynamic landscape of Southeast Asian employment, employee wages stand out as
one of the most critical factors influencing employment decisions. Consequently,
companies often rely on a wide array of key information, including salary benchmarks,
inflation rates, and other metrics, to formulate compensation strategies and provide
employee increments. Understanding the solutions that top companies employ is crucial for
any organisation striving to attract and retain top talent.

This section of our report delves deep into the ever-changing landscape of job
compensation and benefits, shedding light on the innovative strategies that
forward-thinking organisations are embracing to align with the evolving expectations of
their workforce. From meticulous salary benchmarking to fine-tuning benefit packages, this
section explores the nuanced strategies utilised by employers in Southeast Asia.

Additionally, it covers the intricacies of performance bonuses and salary adjustments over
the past year, providing insights into the equitable compensation of the workforce.

09
Empowering your workforce:
Compensation and benefits in Southeast Asia

Initiatives to evaluate and

enhance compensation and benefits
Companies across Southeast Asia have proactively taken measures to enhance their
compensation and benefits offerings to remain competitive. Among these initiatives, salary
benchmarking emerges as the most popular, implemented by slightly more than half of the
companies, with a higher prevalence in Malaysia and the Philippines. Following at a
distance are initiatives such as introducing or revising benefits and evaluating pay
guidelines/policies, each undertaken by roughly around one-third of companies,
particularly prominent in Thailand, Malaysia, and Indonesia.

In contrast to other markets, Indonesian companies prioritise factoring inflation into the
calculation of increments and focus on developing or revising their pay structure.

Overall, there remains room for improvement across all countries, as more companies can
engage in these activities to enhance their competitiveness and attract and retain
employees. For instance, only 19% conduct employee engagement surveys which can be
helpful to gauge employee sentiments and identify areas of improvement within the
company.

Initiatives undertaken by organisations to evaluate and enhance

compensation and benefits
SEA Malaysia Singapore Philippines Thailand Indonesia

Salary benchmarking 1 52% 1 59% 1 52% 1 58% 1 56% 3 36%

Introduced /
2 36% 2 41% 2 32% 3 31% 2 52% 5 24%
revised benefits

Evaluate the company’s

3 33% 3 29% 3 27% 2 34% 3 32% 2 42%
pay guidelines / policies

Factor inflation in
4 29% 4 25% 4 26% 4 26% 7 24% 1 44%
calculation of increment

Develop / revise the

5 25% 6 23% 7 17% 6 23% 5 28% 3 36%
company’s pay structure

Benefits benchmarking 6 22% 5 25% 5 17% 7 23% 4 28% 6 16%

Conduct employee
engagement surveys to 7 19% 7 18% 6 17% 5 23% 5 25% 7 14%
find out sentiments

09
10
Empowering your workforce:
Compensation and benefits in Southeast Asia

Performance bonuses in 2023

Due to robust business recovery post pandemic, more companies awarded bonuses to
their employees in 2023, particularly in the form of performance bonuses, which remained
the most popular type of bonus given. The total average bonus payout increased to 1.86
months of salary. Notably, in Malaysia, the average payout was the highest, at 2.4 times the
monthly salary, followed closely by the Philippines at 2.3 times the monthly salary.

However, only 60% of the surveyed companies shared the method used to calculate bonus
payouts with their employees. This level of openness and transparency needs improvement
to foster positive employer-employee relationships.

Types of bonuses provided and average payout

Avg
Payout 1.86 2.4 1.5 2.3 1.4 1.7
(months)

64%
61%
57% 57%
55%
50%

18%
14% 15% 14% 13%
11% 11%
7% 7% 6% 7%
1%

SEA Malaysia Singapore Philippines Thailand Indonesia

Performance bonus (i.e. other year-end payment / commissions / incentive / shares / options)

Guaranteed / contractual bonus (i.e. additional months of salary)

Both of the above

Did you know?

60% of companies share how bonus payout is decided and calculated
to their employees

09
11
Empowering your workforce:
Compensation and benefits in Southeast Asia

Salary increases in 2023

Likewise, the improvement in business performance prompted a larger proportion of
companies (85%) across the region to share their profits by rewarding their employees with
salary increases in 2023.

The average salary increment in 2023 was 7%, with companies in the Philippines offering
the highest increment at 10.2%, followed closely by Indonesia at 7.6%.

Companies with salary increment

20
89%
85% 85% 84% 86%
80%
15

10
10.2%

7.6%
5 7% 7% 6.7%
5.8%

0
SEA Malaysia Singapore Philippines Thailand Indonesia

Average increment Increased salary of at least 1 employee

Did you know?

90% said that the actual increment in 2023 is same / higher than the
original budget

09
12
Empowering your workforce:
Compensation and benefits in Southeast Asia

Staff promotions in 2023

In conjunction with salary increments, there was also an increase in staff promotions in
2023, with 64% of employees experiencing career advancement opportunities across the
region particularly in the Philippines and Indonesia.

The average increment provided stood at 11% for Southeast Asia, reflecting companies'
dedication to rewarding their employees and offering avenues for career growth, thereby
contributing to a more positive and progressive work environment. The Philippines stood
out with the highest average increment among the Southeast Asian markets at 12.5%,
followed by Malaysia at 11.8%.

Companies with staff promotion

20%

70%
15% 64% 67%
60% 59% 62%

12.5%
10% 11.8% 11.3%
11.1% 10.6%
9.2%

5%

0%
SEA Malaysia Singapore Philippines Thailand Indonesia

Average salary increment Promoted at least 1 employee

09
13
Section 3

Maximising impact:
leave & general benefits
“Happy employees ensure happy customers. And happy customers ensure happy
shareholders, in that order.”
– Simon Sinek

Simon Sinek, a renowned authority on organisational culture, emphasises the pivotal role of
employee satisfaction in driving business success. His words underscore the profound
impact of employee well-being on the overall success of an organisation. It resonates with
the truth that corporate culture is not just an abstract concept, but a tangible force that
shapes the course of a business. How management chooses to treat its people impacts
everything, for better or for worse.

In Southeast Asia, employees are generally entitled to basic benefits, such as public
holidays, paid leave, sick leave and maternity leave amongst others. However, more
companies are revamping their benefits. Many of them provided additional benefits to
attract the best talent and more are planning to do so in the next one year.

In this section, we will delve into the outlook of:

Special leaves

Employee benefits

Accommodation benefits

Career development programmes

Employee benefits

Work-life balance benefits

Other benefits

09
Maximising impact: leave & general benefits

Current & future outlook:

special leaves
The special leaves that are newly provided / being planned by companies include
additional parental leave, family care and birthday leave. Additional parental leave is most
prominent in Malaysia, possibly influenced by the Employment (Amendment) Act 2021
introduced by the Malaysian government. Birthday leave is more prevalent in Singapore,
the Philippines and Thailand while Indonesia sees higher trend of family care and study /
examination leave indicating more support for employee’s various life circumstances.

Overview of Special Leaves – Southeast Asia

SEA MY SG PH TH ID

Additional maternity leave 5% 7% 12% 21% 9% 14% 6% 10%

Additional paternity leave 4% 8% 12% 20% 11% 13% 8% 9%

Family care leave 4% 8% 12% 12% 12% 17% 9% 11%

Birthday leave 3% 9% 12% 11% 13% 21% 10% 6%

Study / examination leave 4% 7% 10% 11% 7% 13% 10% 11%

Compassionate leave 5% 4% 10% 10% 8% 15% 8% 7%

Marriage leave 4% 5% 10% 12% 7% 14% 7% 6%

Menstrual leave 2% 7% 9% 8% 5% 15% 6% 9%

Graduation leave 3% 5% 8% 7% 5% 11% 7% 10%

Community service leave 2% 6% 8% 8% 8% 11% 4% 8%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
15
Maximising impact: leave & general benefits

Current & future outlook:

employee benefits
More companies are prioritising the well-being of their employees with many of them
adding / planning to provide health checks / screening coverage and medical insurance.
The trend is consistent across most countries. On the other hand, the initiative to safeguard
the mental health of employees is also an emerging trend particularly in the Philippines and
Indonesia, where it is the most popular benefit offered / planned to be offered in the future.

Overview of Benefits – Southeast Asia

SEA MY SG PH TH ID

Health checks / 6% 9% 15% 20% 14% 16% 14% 13%

Medical screening coverage

Medical insurance 6% 9% 15% 19% 10% 20% 12% 12%

Mental health treatment coverage/

4% 10% 14% 14% 9% 26% 10% 13%
Insuracnce

Life insurance 4% 9% 13% 14% 8% 20% 12% 11%

Dental coverage 5% 7% 12% 13% 10% 18% 10% 11%

Pension fund / Retirement plan 3% 9% 12% 8% 5% 24% 12% 11%

Optical coverage 3% 9% 12% 11% 7% 22% 8% 10%

Flexible benefits 3% 8% 11% 8% 11% 19% 9% 7%

Contribution to social benefits 4% 5% 10% 7% 6% 14% 13% 11%

Stock option 3% 7% 10% 9% 7% 13% 10% 10%

Purchase of organisation stock 3% 5% 8% 6% 7% 12% 9% 8%

at discounted prices

Personal loan 3% 5% 8% 7% 5% 12% 8% 7%

Tax subsidies 3% 5% 8% 4% 4% 17% 7% 7%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
16
Maximising impact: leave & general benefits

Current & future outlook:

accommodation benefits
Accommodation benefits, which encompass various forms of assistance related to housing
or lodging, are not commonly extended by companies as part of the Southeast Asian
employee compensation packages. Among companies that offer such accommodations,
the most prevalent and widely provided benefit is housing loan, but only provided by 6% of
the companies on an average.

Overview of Accommodation Benefits – Southeast Asia

SEA MY SG PH TH ID

Housing loan 2% 4% 6% 3% 3% 9% 5% 8%

Accommodation rental 1% 4% 5% 4% 3% 9% 4% 7%
reimbursement

Cash housing allowance 1% 4% 5% 2% 3% 10% 3% 7%

Mortgage interest subsidy 2%3% 5% 3% 3% 7% 4% 7%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
17
Maximising impact: leave & general benefits

Current & future outlook:

career development programmes
In an era where upskilling is more important than ever, more companies are prioritising the
development of their employees by offering career development opportunities such as
training / self-learning programmes, job rotation and apprenticeship / mentoring
programme. The former is the top benefit newly provided / planned to be provided by
companies across all countries. On the other hand, apprenticeship / mentoring programme
is an emerging trend in the Philippines.

Overview of Career Development Programmes – Southeast Asia

SEA MY SG PH TH ID

Training / Self-learning 7% 10% 17% 15% 13% 26% 13% 16%

programme

Job rotation 6% 8% 14% 14% 10% 19% 14% 14%

Apprenticeship /
5% 9% 14% 13% 10% 24% 7% 15%
Mentoring programme

Education allowance / 2% 8% 10% 8% 6% 20% 6% 11%

Sponsorship

Posting at overseas office 2% 6% 8% 7% 6% 12% 5% 10%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
18
Maximising impact: leave & general benefits

Current & future outlook:

work-life balance benefits
In line with the ongoing efforts to enhance mental health support, more companies in the
Philippines and Indonesia are also prioritising mental health or wellness counselling talks
and thus, offering a comprehensive benefit. On the other hand, both Malaysia and
Singapore have a stronger prioritisation towards employee organisation activities, likely to
foster stronger team bonds and boost engagement, which was not possible during the
Covid-19 pandemic.

Overview of Work-Life Balance Benefits – Southeast Asia

SEA MY SG PH TH ID

Mental health or
wellness counselling / talks
4% 11% 15% 10% 10% 30% 9% 15%

Organisation activities
(Travelling, interest class)
4% 9% 13% 17% 11% 18% 8% 12%

Employee assistance programme

(Stress relief support)
2% 11% 13% 12% 7% 25% 9% 13%

Flexible working hours 6% 7% 13% 15% 11% 18% 9% 11%

Entertainment /
Physical fitness at workplace
3% 9% 12% 12% 7% 20% 9% 14%

Flexible working location 6% 6% 12% 14% 9% 15% 9% 11%

Flexible working days 4% 8% 12% 13% 9% 18% 8% 10%

Free snacks / beverage / fruits 6% 5% 11% 9% 7% 18% 10% 13%

Mental health app subscriptions 2% 9% 11% 9% 6% 24% 6% 9%

Entertainment /
fitness facilities rented at other places
3% 8% 11% 10% 6% 17% 8% 12%

Mental health day off / MC 2% 8% 10% 9% 7% 24% 6% 9%

Free meal (e.g. Breakfast, lunch, dinner) 4% 6% 10% 15% 6% 14% 8% 11%

Early leave on festive days 3% 5% 9% 7% 5% 16% 6% 10%

Gym membership /
Subsidised membership
2% 7% 9% 6% 7% 16% 6% 8%

Causal wear every day 4% 4% 8% 10% 6% 13% 5% 7%

Sleeping pods at workplace 2% 5% 7% 5% 4% 13% 5% 9%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
19
Maximising impact: leave & general benefits

Current & future outlook:

family-friendly benefits
Companies are also increasingly providing benefits to family members of employees to
support the well-being and needs of employees and their families. Among the top benefits
provided is the extension of activities / events to family members, especially in Indonesia
and Malaysia. In the Philippines, there is a higher prioritisation for medical protection for
family members while providing a workplace nursing room is the top benefit provided /
planned in Thailand to support working mothers.

Overview of Family-friendly Benefits – Southeast Asia

SEA MY SG PH TH ID

Activities / events extended to

2% 9% 11% 9% 6% 18% 5% 18%
family members

Medical protection /
2% 8% 10% 8% 5% 21% 5% 9%
insurance for family members

Nursing room at workplace 2% 7% 9% 7% 6% 13% 9% 11%

Medical checkup for

2% 7% 9% 5% 5% 19% 5% 9%
family members

Playroom at workplace 2% 5% 7% 6% 5% 11% 5% 10%

Dental allowance for 1% 6% 7% 3% 6% 16% 3% 9%

family members

Children education 1% 6% 7% 3% 4% 13% 6% 10%

allowance

Childcare support (e.g. daycare / 1% 5% 6% 5% 4% 12% 3% 7%

babysitting at workplace

Optical allowance for 1% 5% 6% 3% 3% 14% 2% 8%

family members

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
20
Maximising impact: leave & general benefits

Current & future outlook:

other benefits
In 2023, transportation allowances, both within and outside the country, emerged as the
most prevalent newly offered benefits across various countries. These allowances aim to
incentivize and facilitate business development activities or the transition back to office
work. Notably, in Malaysia, where car ownership rates are high, there is an additional
emphasis on providing free parking slots at office buildings to benefit employees who
commute by car.

Overview of Other Benefits – Southeast Asia

SEA MY SG PH TH ID

Transportation / fuel / toll allowance

5% 4% 9% 10% 7% 12% 6% 9%
for travelling in the country

Transportation allowance for

5% 4% 9% 9% 7% 13% 7% 8%
outside country for work

Work phone and package 3% 4% 7% 8% 4% 9% 8% 8%

Free parking slots at office

3% 4% 7% 10% 5% 8% 5% 7%
building

Internet / broadband allowance 3% 4% 7% 5% 4% 11% 5% 8%

Company vehicle 2% 4% 6% 5% 4% 8% 7% 8%

Uniform laundry allowance 2% 4% 6% 4% 4% 11% 4% 6%

Provide (New benefit given in 2023)

Plan to be added in the next 12 months

Top new leave provided / for the future by country

09
21
Section 4

Beyond office walls:

Southeast Asia’s future workplace
The concept of the workplace has undergone a profound transformation post pandemic. In
this section of our report, we examine the compelling trends and paradigm shifts that are
redefining how and where work unfolds in 2024.

Delving deeper, we will explore the changing workplace landscape in 2023 and consider
how it will evolve further. Is there still a need for permanent office spaces? For both
employees and employers, it’s a recognition that remote work is no longer a perk but a
fundamental aspect of organisational culture, reflecting a deep understanding of the
changing needs and aspirations of the modern workforce.

Furthermore, we'll also be looking at the range of support employers are providing to adapt
to the ever-shifting workplace situation, from flexible working hours to the seamless
integration of cloud storage solutions.

09
Beyond office walls: Southeast Asia’s future workplace

Working arrangement
for the next 6 months
Across Southeast Asia, slightly more than half of the companies surveyed indicated that
they have fully returned to the office, with particularly higher rates in Malaysia, Indonesia,
and the Philippines. However, 37% of companies still maintain some form of work-from-
home arrangement. The most common arrangement, prevalent in Thailand and Indonesia,
entails a mix of employees working in the office and from home, depending on their job
function.

Working arrangement anticipated in H1 2024

SEA 55%

Malaysia 58%

Singapore 51%

Philippines 56%

Thailand 51%

Indonesia 57%

All employees fully returned to office / workplace

SEA 9% 4% 19% 5% 37%

Malaysia 7% 4% 16% 5% 32%

Singapore 10% 3% 17% 5% 35%

Philippines 9% 7% 17% 5% 38%

Thailand 12% 2% 23% 5% 42%

Indonesia 5% 2% 23% 4% 34%

All

All employees working remotely

Some employees fully at the workplace, and some work remotely depending on job function

Employee rotation between workplace and work remotely (e.g. Team A / B rotation)

23
Beyond office walls: Southeast Asia’s future workplace

Remote working support

With flexible working arrangements here to stay, remote working support remains an
essential requirement for employers. The most common forms of support provided are
laptops for employees (61%) and virtual meeting support (57%), which were also highest
rated in 2022. In Indonesia specifically, there are more support in allowances for internet
connectivity.

To further enhance support for remote working, priority should be given to providing
laptops for employees and virtual meeting support. Additionally, there is a growing
recognition of the need for allowances for internet connectivity and the introduction of new
HR roles dedicated to supporting employees in remote working. These initiatives aim to
ensure the maintenance of employee productivity and motivation in a remote work
environment.

SEA Malaysia Singapore Philippines Thailand Indonesia

Laptop for employees 1 61% 1 55% 1 64% 2 58% 2 60% 1 68%

Virtual meeting support

2 57% 2 51% 2 56% 1 31% 1 67% 2 55%
(e.g. Ms teams, slack, zoom)

Cloud storage 3 34% 3 30% 3 36% 6 34% 3 45% 3 33%

Work from home guidelines 4 31% 5 29% 5 24% 3 26% 5 35% 9 21%

Office mobile phones 5 30% 4 30% 6 21% 4 23% 4 40% 7 25%

Remote access solution 6 27% 6 27% 4 31% 5 23% 6 25% 5 26%

Laptop activity monitoring

by IT
7 18% 8 17% 7 15% 8 23% 7 13% 6 26%

Allowance for internet

8 18% 7 17% 8 7% 7 23% 9 10% 4 32%
connectivity

New HR roles to support

employees
9 12% 9 7% 10 4% 9 23% 8 12% 8 23%

Allowance for setting up

work from home space 10 6% 10 6% 9 5% 10 23% 10 5% 10 7%

09
24
Section 5

Nurturing workplace mental

health for a productive workforce
“Mental health problems don’t define who you are. They are something you
experience.”
– Matt Haig

Mental health is declining across Southeast Asian markets and a rising concern globally,
especially among young and working adults. This section of our report highlights the vital
topic of workplace mental health in 2023, illuminating the challenges that organisations and
their employees face.

Ahead, we'll understand the triggers, manifestations, and the profound impact declining
mental health has on employee well-being. We'll look at overall stress levels, causes and
examine the initiatives organisations are employing to champion the mental health of their
workforce.

It is essential to recognise that addressing these challenges is not only a duty to employees
but also a strategic investment in the success and sustainability of the organisation, and
therefore imperative for companies to take a note of and action accordingly.

25
Nurturing workplace mental health for a productive workforce

Organisation stress level

Encouragingly, the majority of hirers (71%) rated their companies as moderately stressful
workplaces, falling between level 3 to 7, with the most common rating at 5 points. This
suggests that most workplaces maintain a moderate stress level, with an overall average
stress level across all surveyed companies of 5.2.

However, approximately 15% of companies were categorised as highly stressful, receiving

ratings between 8 to 10 points. Notably, Malaysia and the Philippines have slightly more
companies falling into this category. Companies in this zone may need to implement
effective measures to provide support and address the well-being of their employees, as
well as recognising the importance of fostering a healthier work environment.

26%

14%
13%

10%
9%
8%
6%

4% 4%
3% 2%

0 1 2 3 4 5 6 7 8 9 10
Not stressful Highly
at all stressful

Low stress zone Moderate stress zone High stress zone Average
(Rating 0 to 2) (Rating 3 to 7) (Rating 8 to 10) stress level

SEA 14% 71% 15% 5.2

Malaysia 12% 71% 18% 5.4

Singapore 9% 76% 16% 5.5

Philippines 11% 71% 18% 5.3

Thailand 18% 69% 14% 4.9

Indonesia 18% 70% 12% 4.7

26
Nurturing workplace mental health for a productive workforce

Causes of employee stress

Generally, most hirers felt that the top causes of stress in their organisations are heavy
workload (37%), high pressure from management (27%) and lack of career opportunities /
development / growth (23%).

On the other hand, these trends are further amplified amongst companies in the high stress
zones where issues such as high pressure from management / fast pace / demanding
(61%), high pressure from management (57%), lack of appreciation / recognition of good
performance (39%), lack of career opportunities / development / growth (39%) and too
much hierarchy (21%) are more prevalent.

Top causes to employee stress

Heavy workload
37%
61%
High pressure from management / 27%
fast pace / very demanding 57%
Lack of career opportunities / 23%
development / growth 34%
Insufficient resources 23%
(headcount, budget, etc.) 33%
Lack of training / 22%
preparation / support 28%
Lack of appreciation / recognition 20%
for good performance 39%
19%
Low pay
30%
17%
High turnover / resignations
34%
16%
Long working hours
28%
12%
Startup / fast-growing company
11%
9%
Too much hierarchy
21%
7%
Prejudice / discrimnination
17%
Job insecurity 6%
(jobs easily replaced) 10%
Company is in sunset industry/ 6%
declining performance 8%
Exposure to hazards (e.g. dangerous 4%
working environment, chemical, etc.) 6%
Total
4%
Others
3% High stress zone

27
Nurturing workplace mental health for a productive workforce

Efforts by organisations to
improve employees’ mental health
While mental health is of utmost priority for the new generation, it is evident that employers
need to do more to support their employees. 48% of hirers agree that their organisations
are currently doing enough to help employees cope with stress, led by the Philippines,
Thailand and Indonesia. Companies in these countries also conducted more frequent
mental health / wellness talks.

Encouragingly, 46% of companies have started new initiatives in 2023 to help their
employees, particularly in the Philippines. Countries like Malaysia and Singapore with higher
stress levels may need to ramp up their efforts to assist employees in coping with stress and
increase the frequency of mental health/wellness talks to ensure the well-being of their
workforce.

% of respondents who agreed that their % of respondents who said their

organisations are doing enough to help organisations started new initiatives to help
employees cope with stress employees to cope with stress
58% 58% 57%
48% 62%
37% 38% 46% 37% 43% 43%
34%

SEA MY SG PH TH ID SEA MY SG PH TH ID

Frequency of mental health / wellness talks by companies in 2023

4.6 4.4 5
4.08 4.2
3.9
3.3 4
49%
42% 3
36% 35%
32% 31%
24%
28% 27% 27% 25% 2
21% 20% 20% 20% 19% 21% 22% 22%
19% 17% 18%
13% 14%
1

0
SEA Malaysia Singapore Philippines Thailand Indonesia

More than 6 times 4 - 6 times 2 - 3 times Once Average

28
Summary

Key takeouts and recommendations

1 Seize the opportunity to recruit top talent for your company in 2024.
Many employers view this year as active for hiring, presenting a favourable chance for those
seeking skilled professionals. The demand for both permanent and contractual employees
varies based on business functions, and most employers are likely to adopt a balanced
approach aligned with their specific business objectives.

2 Enhance your compensation and benefits strategy by conducting more frequent

and comprehensive reviews.
Many companies only focus on factors like salary benchmarking and introducing new /
revised existing benefits but there is room for more proactive measures such as developing /
revising the company’s pay structure and conducting simple internal surveys to gauge
employee sentiments and needs. These cost-effective and efficient methods can
significantly contribute to improving your compensation and benefits structure.

3 Enhance your benefits package by introducing popular offerings from each

category.
In the current landscape, many new benefits have emerged, and additional plans are
underway to attract and retain employees. Seize this opportunity to make impactful
changes, by considering the following examples that can significantly contribute to
attracting and retaining a motivated and satisfied workforce:

Special leaves: Parental leave, family-care leave, birthday leave

Employee benefits: Health checks / medical screening coverage, medical insurance

and mental health treatment coverage / insurance

Career development: Training / self-learning programme, job rotation and

apprenticeship / mentoring

Work-life balance benefits: mental health / wellness talks, organisation activities,

employee assistance programme

Family Friendly: Activities / events extended to family members, medical protection /

insurance, nursing room at the workplace

Other benefits: Transportation allowance in and out of country, work phone package

4 Enhance efforts to boost employee morale and support those experiencing

stress within your organisation.
As most companies fall into the moderate stress zone, it's crucial to provide ample support
for employees navigating stressful situations. Consider prioritising work-life balance
benefits to address this need. Top recommendations include more organisation events,
flexible workplace arrangements, working days and mental health / wellness counselling
talks. These initiatives can significantly contribute to creating a supportive and healthier
work environment.

29
 As your #1 Trusted Talent Partner,
we’re always ready to help you find Better Matches.

Need help? Please contact: [Link]

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