A report on Vietnam's labor market in the new context, conducted by Coc Coc Research in collaboration with Vieclam 24h, surveyed over 1,000 workers and employers nationwide. The findings indicate that workers are increasingly cautious about job changes, prioritizing mental well-being in high-pressure environments.

77% of surveyed workers stated their readiness to trade income for a healthy, respectful, and more balanced work environment, particularly among gen Z. More than half of this group accepted about a 10% salary reduction for a suitable work environment; 25% were willing to make a higher trade-off, suggesting this group particularly prioritizes mental health or is experiencing negative workplace pressure; 25% prioritized financial stability or were satisfied with their current environment. This ratio reflects that company environment, culture, and mental health are becoming key criteria in career choice and commitment.

Beyond income, workers, especially gen Z, are increasingly concerned with the work environment, corporate culture, and mental health. Photo: Hong Chieu

The concept of "stable employment" is being re-evaluated by workers. Stability no longer means long-term contracts or high salaries but is more closely linked to work-life balance and sustainable development. 47% of workers chose to stay in their current jobs due to this stability factor; 46% cited environment, culture, and colleagues; 36% were motivated by salary, bonuses, and benefits; direct management ranked last with 19% of choices.

In 2026, workers primarily expect financial stability, meaning clear income and timely salary payments. This factor is also linked to clear job goals, psychological safety in the workplace, and opportunities for skill enhancement to avoid being left behind by technological and AI advancements.

Most workers reported that transparent information about salary levels and company culture explicitly stated in job postings provides the greatest sense of security and appreciation during the job search. This is followed by prompt HR responses, even automated emails, to prevent candidates from waiting in vain; a clear and transparent interview process; and finally, friendly and professional interviewers.

Conversely, vague job descriptions are the primary reason candidates immediately reject job offers, even with attractive salaries, with 55% choosing this reason. Signs of a toxic culture, identified through negative reviews, followed with a 49% rate. This factor also most strongly influences gen Z's decision to decline job offers if a company has negative work culture reviews. This highlights workers' particular sensitivity to employer brand reputation.

The report suggests that the 2025-2026 period does not lack opportunities but rather a lack of confidence for workers to make decisions. They do not feel secure enough to leave their current positions, while companies are still hiring but are not attractive enough to the talent pool waiting for better prospects. These dynamics indicate a labor market that appears stable on the surface but is stagnant underneath, awaiting a rebound in 2026.

Most workers are staying in their current jobs, but beneath this stable exterior is a growing sense of caution. Approximately 49% are considering new opportunities, while only 28% are ready to switch jobs immediately if an attractive offer arises. Within this overall picture, gen Z stands out as the most mobile group, actively seeking employment and ready to make immediate changes.

Hong Chieu