A new survey by Randstad Canada reveals that nearly one in four Canadian workers intend to change jobs within the next six months, with Generation Z workers showing nearly double the propensity to move. The survey, which polled over 3,500 workers across the country, identifies low compensation, desire for better work-life balance, and lack of growth opportunities as the primary motivators for leaving current positions.
Key Drivers Vary by Age and Occupation
According to the survey, the top reasons for job departure differ across demographics. Older generations are more likely to leave for higher pay, while digital talent often cites insufficient professional development as their main concern. Overall, 80% of workers value workplace benefits such as flexibility, time off, and health and wellness programs.
Marie-Eve Robitaille, division president of professional talent solutions at Randstad Canada, stated: “This year’s data reminds us that the foundation of the employer-employee relationship hasn’t fundamentally changed: workers want to be fairly compensated and able to live their lives outside of work. What has changed is how quickly they act when they feel those needs aren’t being met.”
Compensation and Work-Life Balance Top Priorities
The survey also examined what Canadians prioritize when choosing an employer. Compensation and work-life balance are tied as the top priorities overall. However, when forced to choose, a competitive salary prevails. Marie-Pier Bedard, division president of operational talent solutions at Randstad Canada, explained: “Our data shows that salary and work-life balance are actually tied as the two top priorities for Canadians. But the second an employee is forced to make a hard choice, a competitive salary wins every single time. Financial security is still the ultimate foundation of job security.”
The importance of salary increases with age: 54% of Gen Z respondents prioritize it, compared to 77% of baby boomers. Women place slightly more importance on salary (69%) than men (62%).
Employers Must Offer Both Salary and Wellbeing
To prevent turnover, employers need to address both compensation and employee wellbeing. Bedard noted: “Navigating this doesn’t require employers to completely reinvent the wheel. It’s about building a sustainable, manageable day-to-day work environment.”
Despite high job-change intentions, a majority of respondents rated their current employers positively on work-life balance. Bedard added: “Employers should expect a highly competitive hiring season where candidates aren’t just daydreaming about finding something better — they are actively ready to jump ship. Because job-seeking intentions are outperforming actual historical moves, talent is going to gravitate toward companies that clearly deliver on what they value most.”
Effective Job Search Channels
When exploring new opportunities, most Canadians emphasize in-person contact but underestimate the power of referrals and social media. Only 29% of candidates said they used referrals, yet 27% landed a job through them. Similarly, about half actively search for jobs on Facebook, but 62% had previously secured a job via the platform.
