JobsDB HK 2021 Job Seeker Salary Survey Report

2021
Job Seeker
Salary Survey
Report
Table of contents
• Introduction
• Scope and Methodology
• Definition
• Section 1: Current Job Status Of Respondents
• Section 2: Job Hunting Status Of Unemployed
• Section 3: Basic Monthly Salary Changes In 2021
• Section 4: Bonus And Double Pay
• Section 5: Job Switch Dynamics In Past 12 Months
• Section 6: Job Switch Propensity In The Coming Three Months
• Section 7: Employment Outlook In 2021
• Section 8: Working Outside Hong Kong
• Section 9: Employer’s Coping Policies
• Section 10: Analysis By Industry
2
Table of contents
• Section 11: Basic Monthly Salary Change In 2021
Accounting Admin & HR Analytics Banking Finance
Insurance Building & Construction Engineering Customer Services Corporate Sales & Business
Development
Retail Sales Beauty Care / Health Medical Services Design Digital Marketing, E-
commerce & Social Media
Marketing & Branding Public Relations & Media & Advertising Education Food and Beverage
Corporate Affairs
Hospitality / Tourism Information Technology General Management Legal / Compliance Manufacturing
Merchandising & Property / Real Estate Public / Civil / Social Sciences, Lab, R&D Transportation & Logistics
Purchasing Services
• BY CAREER LEVEL
• Appendix: Respondents’ Profile
3
Introduction
To capture the current recruitment trends, JobsDB compiled a salary report, in conjunction with Acorn Organization
Limited, based on the most updated information of job-seeking members. The report aims to compare the changes in
salaries and bonuses between 2020 and 2021, examine the latest job-changing situation among job seekers in Hong
Kong, and to understand their sentiment and reaction to several key topics related to employment in Hong Kong.
Disclaimer
The information provided in this report is for reference only. Whilst JobsDB endeavors to ensure the accuracy of the information in this report, no express or implied
warranty is given by JobsDB as to the accuracy of the information. JobsDB shall not be liable for any damages (including, without limitation, damages for loss of
business or loss of profits) arising in contract, tort or otherwise from the use of or inability to use this report, or any material contained in it, or from any action or decision
taken as a result of using this report or any such material.
4
Scope and methodology
1. Objectives
This survey aims to:

1) Help job seekers review their present salaries and adjust their expected salaries / benefits when they start job hunting, as
well as for better career planning.
2) Help companies make informed hiring decisions and talent retention, and adjust the salaries and benefits of current staff.
5
2. Survey coverage
The survey covered 4,288 candidates from 31 job functions.
Job Function Percentage Job Function Percentage
Accounting 9.1% Public Relations & Corporate Affairs 1.3%
Admin & HR 13.1% Media & Advertising 1.2%
Analytics 1.9% Education 2.6%
Banking 2.8% Food and Beverage 2.6%
Finance 2.2% Hospitality / Tourism 2.0%
Insurance 1.3% Information Technology 7.3%
Building & Construction 4.0% General Management 2.6%
Engineering 4.5% Legal / Compliance 2.0%
Customer Services 3.3% Manufacturing 2.2%
Corporate Sales & Business Development 3.5% Merchandising & Purchasing 4.4%
Retail Sales 2.0% Property / Real Estate 3.2%
Beauty Care / Health 0.5% Public / Civil / Social Services 2.4%
Medical Services 1.8% Sciences, Lab, R&D 1.3%
Design 2.7% Transportation & Logistics 6.1%
Digital Marketing, E-Commerce & Social Media 1.7% Others 0.8%
Marketing & Branding 3.5%
6
Remarks: The figures are rounded to the nearest 1 d.p.
3. Datum point
Present basic monthly salaries (excluding any bonuses, but including commission) of surveyed job seekers as of 1 March 2021
were recorded, and adjustment to basic monthly salaries compared with those in 2020 was captured based on job seekers’
declared adjustment.
4. Data collection method

The survey was conducted by an online questionnaire. Job seekers were invited to fill in the questionnaire from 1 March to 21
March 2021.
5. Data analysis
Surveyed job seekers were requested to provide data of their basic monthly salaries as of 1 March 2021, recent salary
adjustment, bonus, double pay, job status, job title, job function, and industry of their company.
The data was analyzed to determine the “arithmetic average” for salary adjustment and bonus received. To avoid extreme
values, outliers with values that are more than three standard deviations from the mean were excluded for analysis.
Analysis was conducted to identify any differences that might exist in salary and bonus adjustment among 31 job functions.
(Percentage of monthly salary adjustment in 2021 by position will only be shown if sufficient data is collected for calculation.)
7
Definition
Weighting
To provide a representative overall view, data is weighted according to distribution of industry as per government statistics.
Basic monthly salary (HK$):

The present monthly salary excluding any bonuses (both guaranteed and non-guaranteed bonuses) but including commission.
The present salary was recorded as of 1 March 2021.
Average:
A mathematical average of a set of data values (basic monthly salaries, salary adjustments, and bonus received). To avoid
extreme values, outliers with values that are more than three standard deviations from the mean were excluded from the
analysis.
8
SECTION 1
CURRENT JOB STATUS OF RESPONDENTS
Current job status of respondents
Current job status of respondents
Among all the respondents, 81% of them are currently working while 14% are unemployed but actively looking for a job.
1%
14%
Working on full time basis
1%
4%
Working on part time basis
Working on freelance basis
Non working, but job seeking
81% Non working, and not job seeking
Base : All respondents (n=4288)
2020 findings
10
Question: Q1a Do you have a job now?
Section 2
JOB HUNTING STATUS OF
SECTIONTHE
2 UNEMPLOYED
JOB HUNTING STATUS OF THE UNEMPLOYED
Job hunting status of the unemployed
Previous work experience of unemployed respondents
Among the respondents who are currently unemployed but intend to find jobs, 96% have previous work experience. For those who have never had a full-time job before,
majority are fresh graduates or aged under 30.
4%
Have previous full time job experience
Do not have full time job before
96%
Base : All unemployed but are job seeking (n=594)
12
Question: Q1b When did you leave your last full time job?
Attitudes towards changing job functions
72% of job seekers who are currently unemployed are open to changing job functions, around a quarter of them plan to make that change in the coming job.
Change job function in coming job
27%
45% Find a job from the same job function as before
No plan to change job function but open to it if better

opportunities arise
28%
Base : All unemployed but are job seeking and have

worked on full time before (n=571)
2020 findings
13
Question: QR9a As you are looking for / will look for a job, will you change job function in this round?
Reason for changing job functions
Job seekers who are currently unemployed plan to change job functions largely out of push factor: Job opportunities in original job function / nature contracted due to
COVID-19 (24%), and original job function / nature is declining (20%). Making a change in job functions for greater work-life balance or flexibility is another key reason
(20%).
Job opportunities of original job function / nature contracted sharply due to COVID-19 24% 1
New job function allows greater work-life balance or flexibility in scheduling 20% 2
Original job function / nature is a declining field, career prospect is getting worse 20% 3
Declining interest in original job function / nature 14%
Attracted by other job functions / nature which have better prospect / higher pay 11%
Change job function / nature for better career opportunities after migrating 3%
Invited by friends or prospective employer to switch job function 2%
Change upon getting professional qualification in other fields 2%
Under the advice or request of family 1%
Others 4%
Base : All unemployed who are job seeking, have worked on full time before would change job function in new job (n=154) 14
Question: QR9a1 Why do you plan to change your job function / job nature?
Expected time required for job hunting
Only 24% (further decline from 31% in 2020) expected to find a job within two months. In addition, 35% (vs 24% in 2020) expected the job-seeking process will go beyond
half a year (35%).
14%
24%
Within 2 months
Average : Within 3 - 6 months

21% 6.2
months
Within 7 - 12 months
Even longer
41%

2020 findings
15
Question: Q10a How long do you estimate it will take you to get a new job?
Expected salary adjustments in new job compared with previous job (Among unemployed respondents)
Only 16% of the unemployed respondents expect a salary increase compared with their previous job while 30% expect no change. A much larger proportion (48%) are
pessimistic and prepared for a salary-cut in new job (vs 33% in previous year).
Expected Salary Decrease (Average) : 23%
6% Expected Salary Increase (Average) : 14%

16%
Increased
No Change
48%
30% Decreased
Do not have a job before

2020 findings
16
Question: Q10b Compared with the salary of your previous job, how would you expect on the salary adjustment for your new job?
Section 3
BASIC MONTHLY SALARY
SECTIONCHANGES
3 IN 2021
BASIC MONTHLY SALARY CHANGES IN 2021
Basic monthly salary changes in 2021
For respondents who are currently working on a full-time basis, 55% maintained the same salary as last year (vs 40% in 2020). Only 34% received a pay-rise (a further slip
from 50% in 2020).
11%
Increased
34%
No Change
Decreased
55%
Base : All working on full time basis (n=3463)
2020 findings
18
Question: Q5a Compared with the salary in 2020, what is your salary adjustment rate in 2021?
For respondents who are currently working on a part-time or freelance basis, only 8% received a pay-rise (vs 16% in 2020). Over half received a pay-cut.
8%
Increased
No Change
53%
39%
Decreased
Base : All working on part time or freelance basis (n=168)
2020 findings
19
Basic monthly salary changes in 2021 – by age
Respondents aged 26 - 30 (43%) and 31 - 35 (39%) had a higher incidence of pay-rise, whilst more mature respondents had a higher incidence of pay-drop (aged 46 - 50:
15%, aged above 50: 18%).
Increased No Change Decreased

100%
11% 6% 6% 9% 11% 13% 15% 18%
80%
Percentage of Respondents (%)
51%
56% 52%
60% 55% 56%
60% 57%
59%
40%
20% 43% 39%

34% 38% 33%
27% 28%
23%
0%
Total Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50
(n=3463) (n=273) (n=602) (n=727) (n=754) (n=428) (n=374) (n=299)
Base : All working on full time basis 20

Basic monthly salary changes in 2021 – by career level
Salary adjustment patterns across different career levels are largely consistent. Only “Fresh Graduates / with less than one year of experience” had a higher incidence of
maintaining their current salary (70%) and a lower incidence of salary cut (3%).

100%
3%
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80%
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40%
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34% 34% 34% 35% 35%
27%
0%
Total Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3463) (n=79) (n=681) (n=1707) (n=877) (n=119)

Basic monthly salary changes in 2021 – by job function
Three job functions indicated a relatively higher incidence of pay-rise in 2021 – Finance (52%), Banking (44%), and Digital Marketing, E-Commerce & Social Media (44%).
On the contrary, three job functions saw a higher pay-cut proportion - 33% from Retail Sales, 36% from Hospitality / Tourism ,and 30% from Food & Beverage.

100%
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80%
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60% 55% 56% 59% 65% 64% 55%
54% 50% 62% 54%
46% 50%
40%
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20% 39% 45% 52% 43% 41% 44% 38% 36% 38% 40% 39% 41% 40% 39% 34% 33%
34% 36% 35% 34% 30% 31%
21%
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Basic monthly salary changes in 2021 – by industry
Three industries reflect more positive scenarios in terms of pay-rise incidence in 2021: Insurance (52%) and Financial Services (non-bank) (48%), Property Development &
Management (45%), and Account / Audit / Tax (45%). On the contrary, industries like Travel & Tourism (36%), Security / Fire / Electronic Access Controls (28%), and
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Overall average percentage of monthly salary adjustments over the years
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2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021

Question: Q5b1, 5b2 Compared with the salary in 2020, your salary is …… by _____%
Percentage of monthly salary adjustments and satisfaction ratings in 2021 – by job function
The average salary adjustment in 2021 was 0.4%, a further slip from 1.3% in 2020. In comparison, Digital Marketing, E-Commerce & Social Media (3.8%), Legal /
Compliance (3.3%), and Media & Advertising (3%) registered the highest salary increases. Salary adjustment was most unfavorable among Hospitality / Tourism (-8%),
Retail Sales (-6.4%), and Food & Beverage (-4%). The average satisfaction rating of 2021 is 2.61.
Salary Adj. Overall Satisfaction (5=very satisfied, 1 =very dissatisfied ) Overall salary adjustment = 0.4%
2.61 2.67 2.70 2.61 2.58 2.69 2.53 2.68 2.58 2.69 2.53 2.22 2.70 2.39 2.64 2.31 2.55 2.58 2.79 2.60 2.62 2.82 2.58 2.66 2.59 2.61 2.88 2.60 2.62
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Question: Q5b1, 5b2, 5c Compared with the salary in 2020, your salary is …… by _____% ? Are you satisfied with this salary
adjustment?
Percentage of monthly salary adjustments and satisfaction rating in 2021 – by industry
The average salary adjustment in 2021 is 0.4%. Several industries have recorded positive adjustments: Information & Communications Technology (3.8%), Accounting /
Audit / Tax (2.7%), Legal Services (2.5%), and Human Resources / Recruitment (2.5%).
Salary Adj. Overall (5=very satisfied, 1 =very dissatisfied ) Overall salary adjustment = 0.4%
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Industry with less than 30 respondents is not shown e.g. Fintech
fo
26
In
Question: Q5b1, 5b2, 5c Compared with the salary in 2020, your salary is …… by _____% ? Are you satisfied with this salary
Percentage of monthly salary adjustments in 2021 – by age
Salary adjustment generally declines as age increases. Higher average salary adjustments were reported by respondents aged under 25 (average of 2.5%), 26 - 30
(average of 3.4%), and 31 - 35 (average of 1.3%). Salary reductions were recorded among respondents aged 40 or above.
4.0%
3.4%
Overall salary adjustment = 0.4%
2.5%
2.0%
1.3%
0.4%
0.0%
0.0%
-1.4%
-2.0%
-2.0%
-3.1%
-4.0%
(n=3463) (n=273) (n=602) (n=727) (n=754) (n=428) (n=374) (n=299)

Question: Q5b1, 5b2 Compared with the salary in 2020, your salary is …… by _____% ?
Percentage of monthly salary adjustments in 2021 – by career level
The highest average salary adjustment (average of 2%) was revealed by Fresh Graduates / those with less than one year of work experience. Salary adjustments declined
as seniority increased. Respondents from the level of Directors / VPs / CEOs faced an average salary reduction of 1.2%.
4.0%
Overall salary adjustment = 0.4%
2.0%
2.0%
0.8%
0.4% 0.4%
0.2%
0.0%
-1.2%
-2.0%
(n=3463) (n=79) (n=681) (n=1707) (n=877) (n=119)

Question: Q5b1, 5b2 Compared with the salary in 2020, your salary is …… by _____% ?
Perception of salary compared with market standard
As compared with market standard, almost half of the respondents (46%) consider their salary to be below market average, while 45% think theirs is about average.
9%
Above average
46%
About average
45%
Below average
2020 findings
29
Question: Q6a Compared with the market standard, do you think your salary is above average or below average?
Reasons for accepting a “below-average” salary
Respondents accept a “below-average” salary as they have quite a negative view about the employment situation – they fear difficulty in job seeking as a result of social
instability (47%), they foresee limited options during the current economic downturn (46%), and they would rather stay put at their current company which has a lower
chance of layoff (38%).
Difficulty in getting a new job / maintaining job security due to social instability 47% 2
Limited choices in the face of an economic downturn 46% 1
Company is relatively stable, hence a lower chance of layoff 38% 2020 findings
Company did not implement other policies that lowered income 21%
Enjoy the good relationship with current co-workers 21% 3
Simply out of inertia to not go through job-seeking process 20%
Satisfied with current workload / working hours 17%
Interested in current job and think it may not be easy to find a similar one 14%
Not certain about the ability to get a job with higher pay 13%
Do not want to be seen as a job hopper on the resume 13%
Have a sense of belonging to the current company and do not want to quit 11%
Company provides other support (e.g., WFH, additional allowances, flexible working hours) 10%
Willing to stay with the company as it is facing financial difficulties 5%
Others 8%
Base : All working on full time basis and consider their salary ‘below market average’ (n=1581) 30
Question: Q6b Why would you accept a salary that you think might be below average?
Section 4
BONUS, DOUBLE PAY AND
SECTION 4 PROMOTION
BONUS AND DOUBLE PAY
Bonus and double pay
Bonus & double pay
Among respondents currently working on a full-time basis, one-third received neither a bonus or double pay this year (further increase from 26% in 2020). Only 21%
received both double pay and bonus.
20% Double pay only
34%
Bonus only
Double pay and bonus
25%
None of the above
21%
2020 findings
32
Question: Q7a Which of the benefits did your company provide for
2020?
Bonus & double pay
The majority (79%) of the respondents currently working on a part-time or freelance basis did not receive any bonus or double pay, as per previous year (76%).
8%
Double pay only
8%
5%
Bonus only
Double pay and bonus
None of the above

79%
Base : All working on part time or freelance basis (n=207)

2020 findings
33
Question: Q7a Which of the benefits did your company provide for 2020?
Bonus satisfaction
Among respondents who have received a bonus, 7% felt very satisfied (received 1.3 months on average), while 24% felt negative about their bonus size (received smaller
bonus which is 1.1 months of salary). The response pattern is largely consistent with previous year.
9% 7%
Very satisfied (Approx.1.3 Mths)
15%
Satisfied (Approx.1.4 Mths)
31%
Neutral (Approx.1.3 Mths)
Dissatisfied (Approx.1.1 Mths)
38%
Very dissatisfied (Approx.1.1 Mths)
Base : All who work on full time basis and receive bonus (n=1558)
2020 findings
( ) denotes bonus size in 2021 34
Bonus received - by job function
Overall, 46% of the currently employed respondents received a bonus in 2021. Job functions such as Banking (81%), Finance (63%), and Transportation & Logistics (60%)
reported a higher incidence of receipt of bonus. The average bonus size for these respondents was 1.2 months’ extra pay.
Received Bonus Did not receive Bonus Bonus size Overall average bonus size = 1.2 Mths
100% 2.2
54% 51% 54% 49% 19% 37% 28% 49% 46% 52% 53% 66% 74% 80% 68% 60% 52% 50% 78% 86% 67% 72% 56% 56% 55% 46% 52% 47% 87% 60% 40% 2.0
1.7 1.7 1.9 1.7
80% 1.8
1.9 1.6
1.3 1.4* 1.4 * 1.4 1.4 1.3
1.3 1.2 * 1.4
60% 1.2 1.2 1.1 1.2
1.1 1.1
1.1 1.0 1.0 1.1*
1.0 1.0 * 1.0 1.0* 1.0 1.2
1.0
40% 0.7 0.7*
0.8
0.5
0.6
20% 0.4
46% 49% 46% 51% 81% 63% 72% 51% 54% 48% 47% 34% 26% 20% 32% 40% 48% 50% 22% 14% 33% 28% 44% 44% 45% 54% 48% 53% 13% 40% 60% 0.2
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Question: Q7a, 7b Which of the benefits did your company provide for 2020? How much bonus did you get for 2020?
Bonus received - by industry
Industries that record a higher incidence of receiving bonus: Banking (76%), Insurance (71%), Financial Services (68%), and Freight Forwarding / Delivery / Logistics (67%).
Among these industries, Banking and Financial Services also register relatively larger bonus sizes (average of 1.7 months and 1.8 months respectively).
Overall average bonus size = 1.2 Mths
Received Bonus Did not receive Bonus Bonus size
100% 2.2
54% 82% 82% 53% 48% 51% 49% 24% 29% 32% 54% 44% 40% 50% 60% 81% 58% 33% 63% 45% 53% 56% 75% 73% 58% 58% 57% 58% 35% 69% 2.0
1.7 1.8
80% 1.7 1.8
1.6
1.5 1.6
1.4 1.4 1.4
1.2 * 1.2 1.2 * * 1.4
60% 1.2 * 1.2
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1.0 1.0 1.0 1.2
1.0 1.0 0.9
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0.6 0.8
0.6
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0.2
46% 18% 18% 47% 52% 49% 51% 76% 71% 68% 46% 56% 60% 50% 40% 19% 42% 67% 37% 55% 47% 44% 25% 27% 42% 42% 43% 42% 65% 31%
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respondents also got larger bonus sizes (1.4 months on average for “Managers” and 1.7 months on average for “Directors / VPs / CEOs”).
Overall average bonus size = 1.2 Mths

Received Bonus Did not receive Bonus Bonus size
100% 2.0
54% 77% 60% 55% 47% 44%
1.8
80% 1.7 1.6

1.4
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1.0
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0.6
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46% 23% 40% 45% 53% 56%
0% 0.0
(n=3463) (n=79) (n=681) (n=1707) (n=877) (n=119)

Overall average size of bonus received over the years
2.4
Average no. of month of salary (%)
2.2
2.0
1.8 1.7
1.6
1.6 1.5 1.5
1.4
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1.2 1.2
1.2
1.0 0.9
0.8
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0.6 0.5
0.4 0.4
0.4
0.2
0.3
0.0
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021
Base in 2021 : All working on full time basis and received bonus (n=1558) 38
Question: Q7b How much bonus did you get for 2020?
Double pay received - by job function
Less than half of respondents (41%) received a double pay this year. Higher incidence of double pay was recorded among three job functions: Merchandising &
Purchasing (69%), and Manufacturing (67%), and Transportation & Logistics (63%).
Received Double Pay Did not receive Double Pay
100%
59% 52% 66% 68% 83% 65% 68% 51% 54% 59% 49% 54% 69% 60% 62% 56% 59% 53% 88% 81% 77% 63% 63% 65% 33% 31% 64% 89% 56% 37%
80%
60%
40%
20%
41% 48% 34% 32% 17% 35% 32% 49% 46% 41% 51% 46% 31% 40% 38% 44% 41% 47% 12% 19% 23% 37% 37% 35% 67% 69% 36% 11% 44% 63%
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D ig
Question: Q7a Which of the benefits did your company provide for 2020? 39
Double pay received - by industry
More respondents from four industries reported a higher incidence of receiving a double pay: Clothing / Garment / Textile (71%), Jewellery / Gems / Watches (69%),
Testing / Laboratory (68%), Freight Forwarding / Delivery / Logistics(67%), Trading and Distribution (64%), and Manufacturing / Packaging (62%).

100%
59% 83% 84% 44% 36% 38% 49% 82% 73% 73% 77% 74% 56% 89% 67% 89% 83% 33% 65% 52% 56% 68% 85% 73% 54% 32% 69% 29% 37% 31%
80%
60%
40%
20%
41% 17% 16% 56% 64% 62% 51% 18% 27% 27% 23% 26% 44% 11% 33% 11% 17% 67% 35% 48% 44% 32% 15% 27% 46% 68% 31% 71% 63% 69%
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For ‘receipt of double pay’, industry with less than 30 respondents is not shown e.g. Fintech 40
Double pay received - by job function
Junior career levels such as “Fresh Graduates / with less than one year of work experience” (28%) and “Junior Executives / with 1 - 4 years of work experience” (33%)
reflect a relatively lower incidence of receiving a double pay.

100%
59% 72% 67% 57% 57% 49%
80%
60%
40%
20%
41% 28% 33% 43% 43% 51%

0%
(n=3463) (n=79) (n=681) (n=1707) (n=877) (n=119)

Section 5
JOB SWITCH DYNAMICS IN
SECTIONPAST
5 12 MONTHS
JOB SWITCH DYNAMICS IN PAST 12 MONTHS
Job switch dynamics in past 12 months
Incidence of changing jobs – by employment mode
Overall, 24% changed jobs in the past 12 months, with a majority changing employers only. Mobility was higher among those working on a part-time and freelance basis -
41% made a move, and they also showed a higher incidence of changing both employers and job functions (21%).
Change employer & job function Change employer only No change

100%
80%
59%
60% 76% 77%
40%
20%
20% 41%
16% 16%
24% 23% 21%
8% 7%
0%
Total All working on full time basis All working on part-time / freelance basis
2020 findings (n=3670) (n=3463) (n=207)
Base : All working respondents 43

Question: Q8a Did you change your job in the last 12 months?
Incidence of changing jobs – by age
Respondents aged under 25 (30%) and between 26 - 30 (30%) reflected a higher incidence of changing jobs in the past 12 months. Changing job functions is particularly
common among the youngest respondents aged under 25 (16%).

100%
80%
70% 70%
60% 76% 78% 78% 79% 80% 77%
40%
14%
20% 21%
16% 30% 30% 16% 12% 12% 15%
24% 22% 17% 22% 23%
16% 20% 20%
8% 9% 6% 5% 8% 8% 8%
0%
(n=3670) (n=302) (n=625) (n=750) (n=784) (n=459) (n=405) (n=339)

Incidence of changing jobs – by career level
Junior Executives / with 1 - 4 years of work experience (30%) and Fresh Graduates / with less than one year of work experience (27%) had a higher incidence of changing
jobs in the past 12 months. Changing job functions along with job switch is also more common in these two segments: 15% of Fresh Graduates / with less than one year
of work experience and 14% of Junior Executives / with 1-4 years of work experience made such move.

100%
80%
73% 70%
60% 76% 77% 79% 83%
40%
20% 12% 16%

16% 27% 30% 17%
24% 23% 15% 11%
15% 21% 17%
14%
8% 6% 6% 6%
0%
(n=3670) (n=104) (n=714) (n=1799) (n=920) (n=133)

Incidence of changing jobs – by job function
Respondents from these job functions showed more movement: Retail Sales ( 37%), Food & Beverage (36%), Medical Services (32%), Education (32%), Property / Real
Estate (31%).

100%
76% 79% 77% 78% 84% 72% 76% 75% 82% 71% 79% 63% 68% 75% 69% 78% 71% 68% 64% 92% 78% 82% 77% 82% 84% 69% 74% 73% 76%
80%
60%
40%
21% 29%
20% 20% 13% 18% 23% 27% 18% 17%
12% 16% 16%
16% 18% 12% 14% 10% 19% 23% 12% 20% 16%
12% 12% 13% 4% 11% 10% 12%
8% 3% 11% 7% 4% 8% 14% 6% 6% 16% 8% 16% 14% 1% 8% 10% 2% 14% 7% 3% 7% 7% 9% 5% 14% 14% 11% 8%
0% 3%
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Incidence of changing jobs in the past 12 months – by industry
The top five industries with a higher incidence of job switch in the past 12 months: Security / Fire / Electronic Access Controls (50%), Management Consultancy / Service
(32%), Food and Beverage (31%), Government & Public Organization (30%), and Information & Communications Technology (30%).

100%
77% 70% 72% 80% 81% 83% 82% 80% 76% 76% 79% 68% 72% 50% 73% 73% 75% 80% 94% 76% 79% 69% 83% 96% 72% 77% 70% 82% 79% 79%
80%
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14% 22% 21% 22% 21% 13%

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16% 15% 13% 15% 16% 19% 15% 20% 14%
10% 14%
7% 16% 7% 5% 6% 4% 5% 8% 5% 5% 12% 10% 28% 13% 8% 5% 4% 4% 7% 9% 2% 2% 12% 10% 9% 5% 4% 3%
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Reasons for changing jobs (Top 5 reasons)
Full-time employees were largely triggered by “discontent with company culture / management style” (38%), “dissatisfied with salary / benefits”(31%), “low advancement
opportunity” (30%), or the pursuit of a higher pay (33%). Those working on a part-time or freelance basis, on the other hand, were mainly pushed by “layoff” (32%),
followed by “discontent with company culture” (29%), “poor company prospect” (26%), and “workload / pressure issue” (24%).
Working on Full Time Basis Working on Part-time / Freelance Basis
(n=787) (n=84)
Discontent with company culture / management style 38% 29% 2
Sought higher pay (even at the same rank) in new job 33% 14%
Dissatisfied with salary/benefits 31% 21%
Low advancement opportunity 30% 13%
Too much workload / pressure 27% 24% 4
Company prospect not good 27% 26% 3
Sought for career advancement / higher rank in new job 23% 12%
Tried to switch to another company for better job security 21% 15%
Long working hours 19% 12%
Bad relationship with co-workers / supervisors 17% 21%
Being laid off 15% 32% 1
Change of organization leaders 11% 12%
Last company implemented pay cuts / no-pay leaves 11% 14%
Promotion salary adjustment was less than satisfactory 12% 6%
Not enough training & development 9% 10%
Change in job nature 9% 9%
Unsuitable career path 8% 9%
Dissatisfied with work location 8% 8%
Last company closed down / withdrew from HK market 7% 15%
Employment contract expired 6% 12%
Unable to take care of family 6% Pull Factors
4%
Others 7% Push Factors 13%
Base : All who changed job in P12M 48
Question: Q8b Overall speaking, what were the reasons for changing your job?
Circumstances of leaving the previous job – by employment mode
Overall, more than half of respondents had taken their own initiatives to change jobs in the past 12 months. Among them, majority would resign after securing a new job
offer.
Zooming in on respondents of different employment modes, however, those working on a part-time or freelance basis showed a reversed pattern. Close to half have been
pushed (company closure, layoff, forced resignation) to change their jobs in the past 12 months.
Own initiatives* : 57% 60% 27%
Passive factors* : 26% 23% 47%
100%
17% 16%
26%
80% 10%
11%
11% 10%
3% 19%
60% 4%
15%
15%
16%
40%
11%
20% 42% 45% 12%
15%
0%
(n=871) (n=787) (n=84)
Intend to change job, resign after getting offer Intend to change job, resign before getting offer
Previous company closed down Previous company laid off employees
Forced to resign Other scenarios
*Own initiatives – ‘Intend to change job, resign after getting offer’ / ‘Intend to change job, resign before getting offer’
*Passive factors - ‘Previous company closed down’ / ‘Previous company laid off employees’ / ‘Forced to resign’
Base : All working respondents who changed job in P12M 49
Question: Q8a1 When you changed your job in the past 12 months, did you ….
Circumstances of leaving the previous job – by age
Larger proportion of younger segments reported job switch out of their own initiatives (those aged under 25: 75%, 26 - 30: 66%, 31 - 35: 64%) and majority resigned only
after getting a new offer. Among respondents aged 50, however, half were pushed to change jobs by passive factors and “layoff” accorded 26%.
Own initiatives* : 57% 75% 66% 64% 50% 56% 46% 33%
Passive factors* : 26% 11% 19% 22% 28% 36% 25% 49%
100%
8%
17% 14% 16% 14% 18%
22% 9%
5% 29%
80% 4% 9% 10%
11% 2%
6% 9% 18% 18%
3% 16%
11% 4% 12%
23%
60% 4% 16% 9%
16% 10%
11% 26%
15% 2% 10%
3%
13%
40%
17% 6%
52% 50% 11%
42% 48% 46%
20% 37%
29%
22%
0%
(n=871) (n=91) (n=187) (n=168) (n=169) (n=94) (n=82) (n=77)
Circumstances of leaving the previous job – by career level
Junior Executives / with 1–4 years of work experience seemed to be more proactive in switching jobs (own initiatives: 66%) than senior-level respondents.
Own initiatives* : 57% 77% 66% 54% 53% 50%
Passive factors* : 26% 0% 19% 27% 33% 33%
100%
17% 15% 13% 17%
23% 20%
80% 8% 15%
11% 0% 13%
0% 6% 12%
5%
11% 14%
60% 34% 12% 16%
4% 15%
3% 4%
15% 5%
14% 14%
12%
40%
51%
20% 42% 44% 39% 39% 38%
0%
(n=871) (n=28)# (n=216) (n=412) (n=193) (n=23)#
# Caution: small base
Experience after changing jobs
More than half of those having changed jobs in the past 12 months (54%) have found a better experience in the new role.
25%
Better than previous job
Worse than previous job

54%
21% No change
Base : All working respondents who changed job in P12M (n=871)
2020 findings
52
Question: Q8c Overall, how would you describe your work experience after changing your job?
Switching job functions
Switching job functions in the past 12 months
Zooming in on those who changed job functions in the past 12 months, 15% shifted to another scope within the same function.
15%
Just a shift from other scope within the same job

function
Change to other job function
85%
2020 findings
Base : All working who have changed job function in past 12 months(n=292)
Question: Q8a4 Then, from which job function / nature did you change to your current job function / nature [answer in Q2a] ?
53
Switching job functions – Why?
Major reasons for changing job functions during the last job switch
Contraction of job opportunities of original job function due to COVID-19 (24%) is a top reason, followed by the pull of other job functions with better prospect / higher pay
(18%).
Job opportunities of original job function contracted sharply due to COVID 19 24% 1
Attracted by other job function which has better career prospect / higher pay 18% 2 1
Original job function / nature is a declining field, so career prospect was declining 12% 2020 findings
Lost interest in original job function / nature 10% 2
Invited by friends or prospective employer to switch job function 7%
New job function allows greater work life balance or flexibility in scheduling 7%
A change upon getting professional qualification in other field

3%
Change job function for better career opportunities after migrating 2%
Advised or requested by family 2%
Others 16%
Base : All who changed job function when changing job in P12M (n=292) 54
Question: Q8a3 Why did you change your job function/job nature when you changed your last job in the past 12 months?
Switching job functions – Decision-making time
Time for making the decision to change job functions
22% revealed that their changing of job functions was not a self-initiated move. Among the rest, they were more prudent with this decision. On average, they took five
months to make up their mind (vs 3.8 months in 2020). 44% were more decisive and took less than 2 months to arrive at this decision.
22% 23% Less than a month

1 - 2 months
3 - 6 months
2% Average: 7 - 12 months
5% 5 months 1 - 2 years
2 - 3 years
7% More than 3 years
21%
Changing job function was a forced choice
19%
Base : All who changed job function when changing job in P12M (n=292)
Question: Q8a6 How long did you take to make the "changing job function / job nature" decision? 55
Switching job functions – Salary adjustment
Percentage of salary adjustment upon switching of job functions in the past 12 months
Respondents with 3 - 10 years of work experience reflected a more positive picture upon changing job functions (3 - 5 years: 69% had a pay-rise, 6 - 10 years: 65% had a
pay-rise). Respondents with 10 years of work experience or more reported a reversed picture (61% experienced a pay-cut).
Reduced 40%+ Reduced 21-40% Reduced13% - 20% Reduced 9% - 12% Reduced 5% - 8% Reduced <5% No salary adjustment
Average
Increased <5% Increased 5% - 8% Increased 9% - 12% Increased 13% - 20% Increased 21-40% Increased 40%+
adjustment
Total
18% 9% 6% 5% 4% 3% 10% 8% 4% 5% 13% 8% 7% -5.7%
(n=292)
With Reduction (net) : 45% With Increment (net) : 45%
< 2 years
4% 7% 2% 15% 16% 2% 3% 5% 16% 15% 15% +12.9%
(n=36)
3 - 5 years
7% 5% 1%2% 9% 7% 16% 10% 19% 11% 13% +8.3%
(n=45)
6 - 10 years
7% 6% 9% 3% 2% 7% 10% 4% 7% 21% 9% 13% +7.2%
(n=60)
>10 years -19.1%
30% 13% 5% 7% 1% 5% 10% 7% 2% 6% 7% 4% 2%
(n=151)
Base : All who changed job function when changing job in P12M (n=292) 56
Question: Q8a5 What is the percentage of the salary adjustment as the result of “changing job function / job nature"?
SECTION 6 Section 6
JOB SWITCH PROPENSITY IN COMING THREE MONTHS
Job switch propensity in the coming three months
Propensity to change jobs in the coming three months – by employment mode
Overall, 77% (vs 76% in 2020) of respondents are receptive to changing jobs. 34% (vs 32% in 2020) indicate a plan to change jobs in the coming three months. By
comparison, all those who work on a part-time or freelance basis are more inclined to change jobs in general (41%, vs 33% in 2020) and to change both employers and
job functions in particular (23%, vs 16% in 2020).
Plan to change employer & job function Plan to change employer only
No plan but will consider if better opportunities are available No plan to change
100%
17%
23% 24%
80%
60% 41%
42% 42%
40%
19%
20% 23% 23%
23%
11% 11%
0%
2020 findings (n=3670) (n=3463) (n=207)

Question: Q9a Do you intend to change your job now or in coming three months?
Propensity to change jobs in the coming three months – by age
Propensity to change jobs in the future is largely consistent across different age groups, with respondents aged 26 - 30 showing a slightly higher tendency (40%). In
addition, respondents aged under 25 show a higher propensity to change job functions along with job switch (21%).
100%
18% 22% 22%

23% 24% 28% 28%
29%
80%
60% 42%
42% 41% 43% 45% 37% 40% 44%
40%
14% 27%
23% 25% 21%
20% 24% 23% 20%
21%
11% 13% 10% 8% 13% 9% 9%
0%
(n=3670) (n=302) (n=625) (n=750) (n=784) (n=459) (n=405) (n=339)

Propensity to change jobs in the coming three months – by career level
Directors / VPs / CEOs indicate a lower propensity to switch jobs (29%). On the other hand, junior-level respondents express an inclination to change employers and
change job functions in the coming three months (Fresh Graduates / with less than one year of experience: 23%, Junior Executives / those with 1-4 years: 16%).
100%
23% 21% 22% 24% 23% 24%

80%
60%
42% 45% 41% 43%
42% 46%
40%
12% 21%
20%
23% 23% 25%
34% 34% 37% 34% 34% 22%
29%
23%
11% 16% 11% 9% 7%
0%
(n=3670) (n=104) (n=714) (n=1799) (n=920) (n=133)

Propensity to change jobs in the coming three months – by job function
Respondents from Marketing & Branding (50%) express the highest propensity to change jobs, followed by those from Hospitality / Tourism (46%), Retail Sales (45%),
and Digital Marketing, E-Commerce & Social Media (45%).
Change employer & job function Change employer only No plan but will consider if better opportunities arise No change
100%
8%
14% 12% 16% 17% 21% 23% 22%
23% 24% 20% 22% 26%
29% 27%
19% 21% 22% 25% 29% 19% 30% 29%
22%
30%
21% 22%
32% 31%
80%
47% 43% 34%

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60% 40% 39% 34% 43%
42% 44% 46% 35% 33% 39% 46% 46% 45%
36% 48% 48% 42%
38% 40% 57% 52%
42% 43% 45%
40% 14% 16%
37%
23% 29% 30% 27% 20%
24% 30% 34% 34% 15% 24% 21% 21%
20% 26% 20% 24% 28% 24% 18% 28% 25% 14% 20%
11% 23% 20%
11% 6% 10% 11% 8% 10% 12% 6% 10% 13% 15% 31% 9% 10% 11% 13% 7% 16% 14% 30% 6% 9% 14% 6% 11% 11% 14%
0% 2% 7%
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61
Propensity to change jobs in the coming three months – by industry
The top four industries with a higher propensity to job switch: Design (50%), Travel & Tourism (47%), Human Resources / Recruitment (42%), and Retail (40%).
Change employer & job function Change employer only No plan but will consider if better opportunities arise No change
100%
6% 10%
18% 14% 13%
21% 22% 23% 22% 22% 23% 22% 20% 19%
24%
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31% 29% 28% 25% 29% 27%
80%
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60% 40% 51%
42% 36% 41% 45% 36% 37% 53% 41% 29% 43% 42% 43% 41% 42% 66%
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20% 13% 20% 23% 33%
17% 17% 19%
21% 26% 20% 19% 17%
17%
11% 11% 9% 15% 9% 9% 10% 8% 7% 12% 5% 3% 7% 0% 10% 12% 13% 12% 10% 7% 9% 10% 24% 10% 6% 4% 16% 6% 7%
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Reasons for NOT planning to change jobs in the coming three months
“Prefer staying with current job during social inability” is the prime reason (42%), followed by personal reasons like “enjoy good relationship with current
supervisors / co-workers”(38%), and “satisfied with current situation in terms of workload/working hours” (37%).
Prefer staying with current job during social instability 42% 1 1
Enjoy the good relationship with current supervisors / co-workers 38% 2 2
Satisfied with current situation in terms of workload / working hours 37% 3

33% 3
New job offers with better conditions are absent in the face of an economic downturn
Satisfied with the salary and other benefits 32%
Current company is well established / with good reputation 31%
Have sense of belonging to the current company and do not want to quit 24%
Interested in my current job and may not be easy to find a similar one 23%
My company does not lay off / cut salaries / implement no-pay leaves like other companies in same industry 19%
Company arrangements during the pandemic are satisfactory 16%
Do not want to be seen as a job hopper on the resume 16%
Simply out of inertia to go through job seeking process 15%
Do not have the ability to get a job with similar / higher pay elsewhere 14%
Good advancement prospect in current company 14%
Others 6% 2020 findings

Base : All who do not plan to change job in N3M(n=862) 63
Question: Q9b2 What are the reasons for NOT changing your current job?
Reasons for changing jobs in the coming 3 months (Maximum 5 reasons)
Regardless of employment mode, “seeking higher pay” is the main reason for changing jobs in the coming months. For full-time employees, other key reasons
include “dissatisfaction with salary / benefits” (45%), “discontent with company culture / management style” (42%). Whilst for part-time employees / freelancers, the
main reason is specifically to “pursue for better job security” (36%).
Working on Full Time Basis Working on Part-time / Freelance Basis
(n=1178) (n=85)
Seeking higher pay (even at same rank) in new job 46% 1 2 41% 1 1
Dissatisfied with salary / benefits 45% 2 1 21% 2
Discontent with company culture / management style 42% 3 3 11%
Low advancement opportunity 34% 25%
Seek for career advancement / higher rank in new job 33% 33% 3
Too much workload / pressure 26% 19%
Company prospect not good 24% 17%
Hope to switch to another company for better job security 19% 36% 2 3
Promotion salary adjustment is less than satisfactory 20% 11%
Long working hours 15% 12%
Change in job nature 12% 11%
Hoping to take care of family 11% 15%
Change of organization leaders 10% 8%
Unsuitable career path 9% 21%
Bad relationship with co-workers / supervisors 9% 9%
Not enough training & development 8% 5%
Dissatisfied with work location 7% 15%
Possibility of being laid off 7% 6%
Company (may) implement pay cuts / compulsory no-pay leaves 7% 6%
Company may close down / withdraw from Hong Kong market 6% 7%
Employment contract to be expired 5% Pull Factors 16% 2020 findings
Push Factors 6%
Others 5%
Base : All who plan to change job in N3M 64
Question: Q9b1 Overall speaking, what are the reasons for changing your current job?
Major reasons for planning to change job functions
Pursuit of better terms and condition seems to trigger job function switch in the coming three months: Reasons include “attracted by other job function / nature
which has better prospect / higher pay” (21%), “lost interest in original job function” (19%), “pursue greater work-life balance or flexibility in scheduling in new job
function” (14%).
Is attracted by other job function / nature which has better prospect / higher pay 21% 1 2
Lose interest in original job function / nature 19% 2 3
New job function allows greater work life balance or flexibility in scheduling daily activities 14% 3
Original job function / nature is a declining field, career prospect is getting worse 12% 1
Job opportunities of original job function / nature contracted sharply due to COVID 19 12%
Change job function / nature for better career opportunities after migrating to another country 8%
Will change upon getting professional qualification in other field 5%
Invite by friends or prospective employer to switch job function 2%
Advice or request of family 1%
Others 5% 2020 findings
Base : All who plan to change job function in N3M(n=326) 65

Question: Q9a1 Why do you plan to change your job function / job nature ?
19% (vs 15% in 2020) of the respondents expect to find a job successfully within two months. 48% (vs 43% in 2020) are more conservative and expect it would take 3 - 6
months before finding a new job. 33% (vs 42% in 2019) expect it would take 7 months or even longer.
11%
19%
Within 2 months
22% Within 3 - 6 months

Average :
6.2 months
Even longer
48%
Base : All working on full time basis and plan to change job in N3M (n=1178)
2020 findings
66
Question: Q9c How long do you estimate it will take you to switch to a new job?
Similarly, among those working on a part-time or freelance basis, 22% (vs 39% in 2020) expect to find a job successfully within two months. About half are more
conservative and expect it would take 3 - 6 months.
6%
22%
Within 2 months
21%
Within 3 - 6 months
Average :
5.5 months
Even longer
51%
Base : All working on part-time or freelance basis and plan to change job in N3M (n=85)
2020 findings
67
Question: Q9c How long do you estimate it will take you to switch to a new job?
Expected salary adjustment in new job
The full-time employees who plan to change jobs in the coming three months seem to be more positive, with 69% (vs 60% in 2020) expecting a salary increase (16% on
average). One quarter expect the salary at the new role to stay put. On the other hand, 6% expect a pay-cut (16% on average).
Expected Salary Decrease (Average) : 16%
6% Expected Salary Increase (Average) : 16%
24%
Increased
No Change
69%
Decreased
2020 findings
Base : All working on full time basis and plan to change job in N3M (n=1178)
Question: Q9d How would you expect on the salary adjustment after changing your job?
68
Expected salary adjustment in new job
Those working on a part-time or freelance basis are more conservative, with 42% expecting a salary increase at the new role.
Expected Salary Decrease (Average) : 18%#
Expected Salary Increase (Average) : 27%

16%
Increased
42%
No Change
42%
Decreased
2020 findings Base : All working on part-time or freelance basis and plan to change job in N3M (n=85)
#caution: small base 69
Question: Q9d How would you expect on the salary adjustment after changing your job?
SECTION 7 Section 7
EMPLOYMENT OUTLOOK IN 2021
Employment outlook in 2021
Overall situation
About half of respondents hold a negative view on the employment outlook but it is a substantial reduction from last year (75% with negative view). While pessimism is
reduced, the respondents are still prudent. 39% hold a neutral view while only 8% see the employment outlook in a positive light (slight pick-up from 5% in 2020).
5%
8%
Positive
Neutral
52%
75% 39%
20%
Negative

2020 findings
71
Question: Q12 Thinking about Hong Kong’s overall employment outlook in 2021, do you feel ….
Overall employment outlook – by employment mode
Respondents who are working on a part-time / freelance basis are relatively optimistic (13%), whilst larger proportion of those currently unemployed and seeking job hold
a negative view (58%).
Positive Neutral Negative

100%
90%
80%
52% 52% 51%
70% 58%
60%
50%
40%
30% 36%
39% 41% 31%
20%
10%
8% 13% 11%
8%
0%
Total All working on full time basis All working on part-time / freelance All unemployed but are job seeking
(n=4288) (n=3463) basis (n=594)
(n=207)
Base : All respondents 72

Overall employment outlook – by age
View across different age groups are primarily consistent.
Positive Neutral Negative

100%
90%
80%
52% 50% 53% 53% 49%
54% 54% 56%
70%
60%
50%
40%
30% 42% 41%

39% 36% 39% 40% 38% 35%
20%
10%
8% 10% 7% 8% 8% 8% 10% 9%
0%
(n=4288) (n=352) (n=677) (n=805) (n=859) (n=547) (n=525) (n=516)

Perception of personal situation
Unlike their perception of the overall employment situation, respondents are more positive about their own job security. Regarding current job security, 54% give top-2-box
score and only 11% reveal a sense of insecurity. When projecting into the situation six months in the future, however, respondents generally reveal a lower sense of job
security. (T2B : 54%->49%, B2B : 11%->13%)
Top-2-Box Score 54% Top-2-Box Score 49%

Bottom-2-Box Score 11% Bottom-2-Box Score 13%
2% 3% 9%
9% 10%
10%
Very secure (5)
Quite secure (4)

Job
Current Security
Average (3)
Job After 6
34% Security Months 40%
Quite insecure (2)
38%
44%
Very insecure (1)
74
Question: Q12a On a personal level, how do you feel about your job security currently? , Q12b How do you feel about your job security after 6 months?
Perception of personal situation – by employment mode
Those working on a part-time / freelance basis are significantly less positive about their own job security than respondents working on a full-time basis. Only 27% feel
security currently and six months later.
All working All working on full time basis All working on part-time/freelance basis
(n=3670) (n=3463) (n=207)
Top-2-Box Score: 54% 56% 27%

Bottom-2-Box Score: 11% 10% 32%
11% Very secure (5)

10%
4%
44% 45%
CURRENT
23% Quite secure (4)

34% 34% 41%

Average (3)
9% 8%
24%
2%
All working All working on2%
full time basis All working on part-time/freelance basis
(n=3670) (n=3463) (n=207)
8% Quite insecure (2)
Top-2-Box Score: 49% 50% 27% Very insecure (1)

Bottom-2-Box Score: 13% 12% 24%
9% 9%
4%
6 MONTHS LATER
40% 41% 23%
38% 38% 49%
10% 10% 19%

3% 3%
5% 75
Perception of personal situation – by age
Young respondents are more positive. About two-thirds give top-2-box rating. (Aged under 25: 69%, Aged 26 - 30: 65%). Sense of job security declines with age. For those
aged 40 or above, top-2-box rating is revealed by less than half. Bottom-2-box rating is higher among those aged 46 or above.
Projecting into situation six months in the future, age difference maintains. Optimism in the younger segments declines directionally. (Aged under 25: T2B@69% to >64%,
aged 26 - 30: T2B@65% to >58%).
All working Below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 Above 50

(n=3670) (n=302) (n=625) (n=750) (n=784) (n=459) (n=405) (n=339)
Top-2-Box Score: 54% 69% 65% 57% 55% 46% 46% 39%
Bottom-2-Box Score: 11% 10% 10% 11% 10% 12% 15% 15%
10% 15% 12% 9% 7% 4% Very secure (5)

18% 6%
46% 39% 39% 35%
44%
CURRENT
50% 45%
34% 36% 42% 40% 46%

22% 25% 32%

Average (3)
9% 8% 9% 8% 7% 10% 11% 12%
2% 2% 1% 3% 2% 2% 3%
3%
Quite insecure (2)
Top-2-Box Score: 49% 64% 58% 47% 49% 44% 43% 39%
Bottom-2-Box Score: 13% 8% 12% 14% 10% 14% 15% 18% Very insecure (1)
9% 14% 13% 10% 8% 7% 6% 4%

6 MONTHS LATER
40% 37% 41% 37% 37% 34%

51% 45%
38% 30% 39% 41% 42% 42% 43%

27%
10% 7% 9% 10% 9% 11% 11% 14%
3% 2% 2% 3% 1% 3% 3% 5% 76
Perception of personal situation – by career level
Currently, respondents in junior career levels feel a stronger sense of job security (Fresh Graduates/with less than one year of experience: 18% top box rating, Junior
Executives / with less than four years of work experience: 14% top box rating).
When projecting into the situation six months in the future, sense of job security generally declines with the exception of rebound among “Directors / VPs / CEOs” (T2B:
47% to >53%).
All working Fresh Graduate/ <1 Yr Junior Exec/ 1-4 Yr Supervisor/ 5 Yr+ Manager Director/ VP/ CEO
(n=3670) (n=104) (n=714) (n=1799) (n=920) (n=133)
Top-2-Box Score: 54% 70% 59% 53% 53% 47%

Bottom-2-Box Score: 11% 9% 11% 11% 12% 16%
10% 18% 14% 9% 9% Very secure (5)

9%
44% 45% 44% 44% 38%
CURRENT
34% 30% 36% 35% 37%

21% Average (3)
9% 8% 8% 8% 10% 10%
2% 2% 2% 2% 3% 6%
Quite insecure (2)
Top-2-Box Score: 49% 66% 51% 47% 49% 53%
Bottom-2-Box Score: 13% 7% 11% 14% 13% 13% Very insecure (1)
10% 15% 12% 8% 7% 10%

6 MONTHS LATER
44% 39% 39% 41% 43%

51%
34% 27% 37% 39% 39% 35%

9% 6% 9% 11% 10% 8%
2% 1% 3% 3% 2% 5% 77
Specific job security concerns (apart from declining economy / COVID-19)
Overall, 67% indicate they have specific concerns about their own job. Major ones are “company restructuring makes own position / department redundant” (28%) and
“need to acquire new skill to adapt to digital transformation / technological advancement of own industry” (22%).
Have any concern about job security (net) 67%
Company restructuring makes own position / department redundant 28%
Need to acquire new skill due to digital transformation / technological advancement of own industry 22%
Company shifts my duties to other low-cost markets 15%
Company is in a sunset industry, will be replaced by technology 14%
Parent company stops Hong Kong operations 13%
Own role can be replaced under digital transformation / technological advancement 12%
Company hires non-Hong Kong employees to take up my post 10%
Others 9%
Have no concern about job security at all 33%
Base : All respondents (n=4288) 78

Question: Q14a Apart from the issues arising from declining economy / COVID 19, do you have other concerns about your job security? What are your concerns?
Specific job security concerns (apart from declining economy / COVID-19)
In comparison, all those who are currently unemployed but are job seeking (88%) show greater concerns than working respondents (63%-65%). Though they are still at
the job searching stage, they have job security concerns in various aspects.
Total All working on full-time All working on part-time/ All unemployed but are
(n=4288) basis (n=3463) freelance basis (n=207) job seeking (n=594)
Have any concern about job security (net) 67% 63% 65% 88%
Company restructuring makes own position / department redundant 28% 26% 1 20% 1 42%
Need to acquire new skill due to digital transformation / technological 22% 22% 2 19% 2 25%
advancement of own industry
Company shifts my duties to other low-cost markets 15% 14% 10% 24%
Company is in a sunset industry, will be replaced by technology 14% 13% 13% 20%
Parent company stops Hong Kong operations 13% 11% 10% 22%
Own role can be replaced under digital transformation / technological 12% 12% 13% 15%
advancement
Company hires non-Hong Kong employees to take up my post 10% 8% 6% 17%
Others 9% 8% 17% 15%
Have no concern about job security at all 33% 37% 35% 12%
Grey box denotes distinctive focus of the sub-group

Specific job security concerns (apart from declining economy / COVID-19) – by career level
Among all career levels, Fresh Graduates / with less than one year of work experience are relatively less worried (55%).
“Need to acquire new skill to cope with digital transformation / technological advancement of own industry” cut through all career levels. Apart from this, different
focuses are reflected – junior-level respondents like Fresh Graduates and Junior Executives are more concerned about complete replacement of their role as a result of
digitalization, whilst senior-level respondents like Managers and Directors / VPs / CEOs worry about macro changes at company such as the impact of company
restructuring and parent company ceasing HK operations.
Fresh Graduate/ Junior Exec/ Supervisor/ Director/ VP/

Total
<1 Yr 1-4 Yr 5 Yr+ Manager CEO
(n=4288)
(n=140) (n=799) (n=2073) (n=1076) (n=175)
Have any concern about job security (net) 67% 55% 65% 67% 69% 70%
Company restructuring makes own position / department redundant 28% 1 11% 25% 1 28% 1 32% 1 30% 1
Need to acquire new skill due to digital transformation / technological 22% 2 24% 1 25% 2 21% 2 23% 2 17% 2
advancement of own industry
Company shifts my duties to other low-cost markets 15% 12% 14% 17% 14% 14%
Company is in a sunset industry, will be replaced by technology 14% 11% 13% 14% 16% 16%
Parent company stops Hong Kong operations 13% 6% 9% 12% 15% 19%
Own role can be replaced under digital transformation / technological 12% 17% 2 16% 12% 11% 4%
advancement
Company hires non-Hong Kong employees to take up my post 10% 6% 9% 9% 10% 13%
Others 9% 7% 10% 9% 9% 13%
Have no concern about job security at all 33% 45% 35% 33% 31% 30%
Grey box denotes distinctive focus of the sub-group 80
Solutions ever considered to cope with job security concerns – by employment mode
Majority have considered some solutions in response to their concerns over job security (93%). Key ones include psychological and pragmatic solutions: “adjust mindset
and face the challenges with a positive attitude” (40%) and “acquire new skills and be equipped for different roles” (33%).
Consider any solution (net) 93%

Adjust mindset and face the challenges with a positive attitude 40% 1
Acquire new skills and be equipped for different roles 33% 2
Attend training / exam.to attain qualifications / licenses for other job functions 30%
Switch to a company with better job security 29%
Cut expenses and save up for the future 27%
Return to study in Hong Kong 23%
Take up part-time / freelance jobs to increase income 23%
Acquire investment products to increase income 21%
Switch to another job function with better sustainability in HK 21%
Seek overseas employment opportunities 18%
Apply for government jobs 18%
Attempt to establish on my own 13%
Improve interpersonal relations to reduce the risk of layoff 10%
Pursue further studies abroad 7%
Discuss with supervisor / employer for resorts or solutions 6%
Others 3%
Have not considered any possible solution 7%
‘Job switch’ related solution (net) 61%

Base : All who have other concerns for job security (n=2854) 81
Question: Q14b In the face of your other concern(s) over job securities that you just mentioned, have you considered any of these solutions?
Solutions Ever Considered to Cope with Job Security Concerns – by employment mode
Solutions considered by respondents of different employment modes are largely similar. In particular, those working on a part-time / freelance basis (40%) and those
currently unemployed but are seeking job (27%) prefer “taking up part-time/freelance jobs to increase income”.
Total All working on Full All working on part-time / All unemployed but are job
(n=2854) Time basis (n=2180) freelance basis (n=135) seeking (n=523)
Consider any solution (net) 93% 93% 96% 94%
Adjust mindset and face the challenges with a positive attitude 40% 1 39% 1 41% 1 45%1
Acquire new skills and be equipped for different roles 33% 2 34% 2 27% 32%
Training / exam. to attain qualifications / licenses for other job 30% 29% 27% 33%2
functions
29% 29% 22% 31%
Switch to a company with better job security
27% 26% 26% 32%
Cut expenses and save up for the future
23% 23% 20% 23%
Return to study in Hong Kong
23% 20% 40% 2 27%
Take up part-time / freelance jobs to increase income
21% 23% 15% 16%
Acquire investment products to increase income
21% 19% 16% 28%
Switch to another job function with better sustainability in HK
18% 19% 16% 18%
Seek overseas employment opportunities
18% 18% 18% 19%
Apply for government jobs
13% 12% 17% 16%
Attempt to establish on my own
10% 10% 4% 9%
Improve interpersonal relations to reduce the risk of layoff
7% 8% 5% 4%
Pursue further studies abroad
6% 6% 5% 7%
Discuss with supervisor / employer for resorts or solutions
3% 3% 4% 3%
Others
7% 7% 4% 6%
Have not considered any possible solution
‘Job switch’ related solution (net) 61% 60% 56% 66%
Blue box denotes distinctive focus of the sub-group
Base : All who have other concerns for job security 82
Solutions ever considered to cope with job security concerns – by age
Younger respondents (aged up to 35) consider “acquiring new skills to equip myself for different roles’’ as their top solution, while mature respondents (aged 36 or
above) tend to adjust their mindsets and face challenges with a positive attitude instead.
Interestingly, the more mature the respondents, the higher the tendency to cut their expenses to cope with their job security issue, while the younger respondents choose
to attend training / exams / back to schools to equip themselves, acquire investment products to increase income, or apply for government jobs to gain job security.
Aged Aged Aged Aged Aged Aged Above
Total
below 25 26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 50
(n=2854)
n=209 n=421 n=517 n=593 n=379 n=377 n=353
Consider any solution (net) 93% 98% 94% 93% 94% 90% 93% 93%
Adjust mindset and face the challenges with a positive attitude 40% 1 36% 32% 38% 2 41% 1 42% 1 47% 1 48% 1
Acquire new skills and equip myself for different roles 33% 2 39% 2 37% 1 39% 1 32% 2 30% 2 28% 27%
Training / exam. to attain qualifications / licenses for other job 30% 41% 1 31% 35% 29% 22% 28% 26%
functions
29% 22% 33% 2 29% 32% 2 29% 31% 2 23%
27% 17% 21% 28% 29% 28% 28% 35% 2
23% 28% 30% 24% 25% 19% 20% 14%
23% 22% 22% 26% 23% 20% 19% 24%
21% 33% 28% 25% 21% 16% 17% 14%
21% 22% 21% 21% 23% 18% 19% 22%
18% 20% 20% 20% 18% 17% 16% 19%
18% 24% 22% 16% 20% 16% 14% 13%
13% 13% 13% 16% 14% 11% 13% 10%
10% 10% 8% 10% 10% 11% 11% 10%
7% 16% 12% 8% 6% 6% 4% 0%
6% 6% 6% 7% 4% 7% 10% 7%
3% * 3% 4% 3% 3% 3% 4%
Others
7% 2% 6% 7% 6% 10% 7% 7%
‘Job switch’ related solution (net) 61% 59% 65% 65% 64% 57% 60% 55%
Blue box denotes distinctive focus of the sub-group 83
Base : All who have other concerns for job security
Solutions ever considered to cope with job security concerns – by career level
“Adjust mindset and face the challenges with a positive attitude” is the top or the second top solution to cope with job security concerns across all career levels. Fresh
graduates or those with less than one year of work experience choose to acquire investment products to increase income (37%), and the respondents who are at director
grade tend to seek overseas employment opportunities.
Take up training / exams is also one of the most popular solutions to tackle job security concerns among all respondents.
Total Fresh Graduate/ Junior Exec/ Supervisor/ Director/ VP/

(n=2854) <1 Yr 1-4 Yr 5 Yr+ Manager CEO
(n=77) (n=519) (n=1382) (n=739) (n=122)
Consider any solution (net) 93% 96% 96% 93% 93% 95%
Adjust mindset and face the challenges with a positive attitude 40% 1 37% 1 36% 2 39% 1 45% 1 46% 1
Acquire new skills and equip myself for different roles 33% 2 33% 37% 1 31% 2 35% 2 34%
Training / exam. to attain qualifications / licenses for other job 30% 36% 2 37% 1 31% 2 25% 14%
functions 29%
Switch to a company with better job security 20% 29% 29% 31% 24%
27% 15% 24% 26% 32% 33% 2
23% 24% 28% 25% 17% 16%
23% 27% 23% 24% 21% 18%
21% 37% 25% 20% 19% 28%
21% 13% 24% 20% 22% 20%
18% 22% 15% 15% 23% 43%
18% 23% 24% 19% 13% 11%
13% 19% 11% 12% 15% 23%
10% 11% 10% 9% 11% 7%
7% 18% 9% 7% 5% 5%
6% 0% 6% 6% 8% 9%
3% 1% 3% 3% 4% 6%
Others
7% 4% 4% 7% 7% 5%
‘Job switch’ related solution (net) 61% 56% 62% 60% 62% 67%
Blue box denotes distinctive focus of the sub-group 84
Base : All who have other concerns for job security
Solutions ever considered to cope with job security concerns – by work experience
“Acquire new skills and equip myself for different roles” is a prime solution considered by respondents of different levels of work experience.
Respondents who have less than two years (44%) or who have 6 - 10 years (35%) of work experience tend to choose “training / examination to attain qualifications /
licenses for other job functions” as one more means to safeguard their jobs; respondents with 3 - 5 years (37%) or 10 years or more (44%) of work experience prefer to
use a more positive attitude to manage the challenges.
Total 0 - 2 years 3 - 5 years 6 - 10 years >10 years
(n=2854) (n=176) (n=285) (n=570) (n=1803)
Consider any solution (net) 93% 98% 96% 94% 93%
Adjust mindset and face the challenges with a positive attitude 40% 1 34% 37% 2 33% 44% 1
Acquire new skills and equip myself for different roles 33% 2
39% 2 38% 1 37% 1 31% 2
Training / exam. to attain qualifications / licenses for other job 30% 44% 1 31% 35% 2 27%
functions
29% 28% 31% 30% 29%
27% 15% 23% 26% 30%
23% 31% 29% 27% 20%
23% 25% 22% 24% 22%
21% 35% 29% 21% 19%
21% 20% 27% 19% 21%
18% 20% 16% 21% 18%
18% 27% 20% 18% 16%
13% 15% 12% 13% 13%
10% 11% 8% 12% 10%
7% 18% 8% 10% 5%
6% 4% 6% 6% 7%
3% 1% 2% 3% 4%
Others
7% 2% 4% 6% 7%
‘Job switch’ related solution (net) 61% 63% 64% 62% 60%
Blue box denotes distinctive focus of the sub-group
Base : All who have other concerns for job security 85
SECTION 8 Section 8
WORKING OUTSIDE HONG KONG
Working outside Hong Kong
Attitudes towards working outside Hong Kong for a long term within two years
More respondents are open to working outside Hong Kong in this year (49% (net) vs 44% in 2020). Indeed, around a quarter relate this to migration (to pave the way for
migration: 23%, already started job searching in view of coming migration: 3%).
23% Will consider
Will consider to pave way for migration
51%
Will move abroad in near future and have begun job searching
23%
Not consider
3%
Question: Q16 Would you consider working outside Hong Kong in a long term within 2 years ? “Long term” means staying in a job or position for 1 year or more. Which of the 87
following best describes your situation?
Attitudes towards working outside Hong Kong for a long term within two years – by age
More than half of the respondents aged 40 or below expressed the desire to work outside Hong Kong within two years. More than 30% of the respondents aged 30 or
below will consider to work abroad due to their migration plan.
Will consider Will consider to pave way for migration Will move abroad in near future, have already begun job searching Not consider
Will consider (net): 49% 54% 51% 50% 51% 47% 41% 43%
100%
80%
46% 49% 50% 49%
51% 53%
59% 57%
60%
4%
3% 1% 3%
3% 3%
40% 2% 3%
23% 29% 28% 26% 25% 11%
22% 15%
20%
29%
23% 21% 21% 23% 23% 22% 24%
0%
(n=4288) (n=352) (n=677) (n=805) (n=859) (n=547) (n=525) (n=516)

Question: Q16 Would you consider working outside Hong Kong in a long term within 2 years ? “Long term” means staying in a job or position for 1 year or more. Which of the following best describes your situation?
Attitudes towards working outside Hong Kong for a long term within two years – by career level
Respondents of senior career levels (Managers and Directors / VPs / CEOs) show a higher inclination to work outside Hong Kong. In particular, three quarter of Directors
/VPs /CEOs are open to this option. Respondents from this career level register the highest incidence of “have already started searching for job as they will move abroad
soon” (6%).
Will consider Will consider to pave way for migration Will move abroad in near future, have already begun job searching Not consider
Will consider (net): 49% 52% 45% 44% 56% 74%
100%
26%
80%
48% 44%
51% 55% 56% 6%
60% 20%
3%
1%
3%
2% 2%
40% 24%
27%
23%
24% 21%
48%
20%
29%
23% 24% 20%
19%
0%
(n=4288) (n=140) (n=799) (n=2073) (n=1076) (n=175)

Question: Q16 Would you consider working outside Hong Kong in a long term within 2 years ? “Long term” means staying in a job or position for 1 year or more. Which of the following best describes your situation?
Triggers for considering to work outside Hong Kong
This segment will consider working outside Hong Kong but they do not directly attribute such plan to migration plan. ‘‘Gain exposure and broaden horizon” is the top
reason (55%), followed by two “pull factors” – “overseas work experience is valuable for personal development with more career opportunities” (43%) and “get higher
salary (even for same position)” (36%). Nevertheless, “lack of confidence in Hong Kong’s economy” is also a strong push factor (36%).
Work-related triggers (net) 76%
Overseas work experience is valuable for personal development, more career opportunities 43% 2
Get higher salary (even for the same position) 36% 3
Overseas work experience offers a better self-fulfilment 30%
To work in thriving economy with a greater market demand for own job function 22%
Better job security 14%
Non-work-related triggers (net) 81%
To gain greater exposure and broaden horizon 55% 1
Lack of confidence in Hong Kong’s economy 36% 3
Aspire to live in other countries 28%
Take this chance to check if I can emigrate and adapt to live in another country 19%
For children to grow up in a better environment 16%
Others 5%
Base : All who will consider working outside Hong Kong (n=999) 90
Question: Q18 Why do you want to work outside Hong Kong?
Reasons for NOT considering to work outside Hong Kong
Key hurdles for working outside Hong Kong skew towards non-work-related factors: “need to live apart from family and friends” (62%), “need to build a new social
network from scratch” (45%). Prime work-related hurdle rests with “need to adapt to different workplace culture and lifestyle” (47%).
Work-related barriers (net) 76%
Need to adapt to different workplace culture and lifestyle 47% 2
Academic qualifications and experience may not be recognized in other regions 34%
May need to accept lower rank positions or switch to another job function with a lower pay 32%
Lower salary (even for the same position) than in Hong Kong 31%
It is difficult to find another job if the first job does not work out 23%
Non-work-related barriers (net) 89%
Need to live apart from family and friends 62% 1
Need to build a new social network from scratch 45% 3

Worry about ethnic discrimination 35%
Higher cost of living and taxes when working outside Hong Kong 32%
Not used to living alone in a new place 27%
The children need to readjust to a new culture and build a new social network 13%
Others 6%
Base : All who will not consider working outside Hong Kong (n=2207) 91
Question: Q17 Thinking about working outside Hong Kong, what is/are your key concern(s)?
Top three preferred places for working outside Hong Kong
While top places preferred by respondents are mainly in Asia Pacific, the United Kingdom surges as the second most preferred place for overseas work.
ASIA PACIFIC (NET) 95% EUROPEAN COUNTRIES (NET) 48% MIDDLE EAST (NET) 3%
Ø Australia 41% Ø United Kingdom 39% Ø Dubai 2%
Ø Taiwan 37% Ø Germany 4%
Ø Singapore 30% Ø Netherlands 2%
Ø China 26% Ø Switzerland 2%
Ø Japan 17% Ø France 1% AFRICA (NET) 1%
Ø Macau 13% Ø Ireland 1%
Ø New Zealand 9% Ø Denmark 1%
Ø Malaysia 8% Ø Spain 1%
Ø Thailand 6% Ø Sweden 1%
Ø Vietnam 4% Ø Italy 1%
Ø South Korea 4% Ø Finland 1%
Ø Cambodia 1% Ø Austria 1%
Ø Philippines 1% Ø Norway 1%
Ø Indonesia 1% Ø Other Districts 1%
Ø India 1% AMERICAS (NET) 34%
Ø Brunei 1% Ø Canada 23%
Ø Bangladesh 1% Ø United States of America 13%
Ø Other Districts 2% Ø Other Districts 1%
Answer with less than 1% mention is not shown
Question: Q20 Apart from Hong Kong, where do you want to work in the future? Please select your top 3 options from the list.
Top three preferred places for working outside Hong Kong – by age
The preferred places selected by more than 20% of the respondents from each segment are summarized below.
The United Kingdom, Australia, and Taiwan are the top three preferred places among respondents aged below 45. Among the respondents who are aged 46 or above,
China is their most preferred work location, while Australia and Singapore are also high on their list.
TOTAL (n=2081)
Ø Australia 41%
Ø United Kingdom 39%
Ø Taiwan 37%
Ø Singapore 30%
Ø China 26%
Ø Canada 23%
Aged below 25 Aged 26 – 30 Aged 31 – 35 Aged 36 – 40 Aged 41 – 45 Aged 46 – 50 Aged above 50

(n=192) (n=348) (n=405) (n=442) (n=256) (n=214) (n=221)
United Kingdom 43% United Kingdom 46% Australia 46% Australia 45% Australia 43% China 43% China 50%
Australia 43% Taiwan 43% United Kingdom 41% United Kingdom 43% United Kingdom 41% Singapore 34% Australia 29%
Taiwan 39% Australia 42% Taiwan 39% Taiwan 41% Taiwan 41% Australia 30% Singapore 25%
Canada 31% Singapore 30% Singapore 32% Singapore 30% Singapore 35% United Kingdom 28% Taiwan 24%
Singapore 24% Canada 28% China 24% Canada 23% China 28% Taiwan 28% Macau 21%
USA 21% Canada 23% China 21% Canada 22% United Kingdom 20%
Japan 21%
Top three preferred places for working outside Hong Kong – by career level
The preferred places selected by more than 20% of the respondents from each segment are summarized below.
Respondents of junior career levels (Fresh Graduates / with less than one year of work experience, Junior Executives / with less than four years work experience) have
more diverse choices within and beyond Asia Pacific. Directors / VPs / CEOs, on the other hand, focus mainly on Asia Pacific.
TOTAL (n=2081)
Ø Australia 41%
Ø United Kingdom 39%
Ø Taiwan 37%
Ø Singapore 30%
Ø China 26%
Ø Canada 23%
Fresh Graduate / <1 year Junior Executive / 1 - 4 years Supervisor / 5 years+ Manager Director / VP / CEO
(n=71) (n=358) (n=906) (n=604) (n=130)
Canada 37% Taiwan 44% Australia 46% Australia 39% China 42%
United Kingdom 36% United Kingdom 40% United Kingdom 41% United Kingdom 39% Singapore 42%
Australia 34% Australia 40% Taiwan 41% Singapore 35% Australia 24%
Taiwan 31% Canada 29% Singapore 27% China 33% Taiwan 23%
United States of America 27% Singapore 26% Canada 24% Taiwan 32% Macau 21%
Japan 27% Japan 20% China 24%
Singapore 26%
SECTION 9 Section 9
EMPLOYER’S COPING POLICIES
Employer’s coping policies
Implementation of short- to mid-term cost-saving policies due to COVID-19 and economic downturn
Only one-third report that their company is adopting some short- to mid-term cost-saving policies.
2%
Yes
32%
No
66% Not sure
96
Question: Q5d Has your company implemented any short to midterm cost-saving policies (e.g. salary reduction or no pay leaves) due to COVID 19 and economic downturn that affect you?
Implementation of short- to mid-term cost-saving policies due to COVID-19 and economic downturn – by industry
Implementation varies across industries. Top three industries: Travel & Tourism (89%), Hospitality (82%) and Mass Transportation (71%).
Yes No
100%
90% 66% 81% 88% 59% 71% 61% 72% 83% 88% 80% 74% 74% 79% 72% 60% 78% 54% 68% 29% 78% 75% 45% 15% 11% 77% 61% 83% 55% 77% 45%
80%
70%
60%
50%
40%
30%
20%
10%
32% 17% 11% 39% 28% 38% 28% 15% 10% 19% 26% 26% 19% 22% 40% 20% 42% 30% 71% 20% 24% 54% 82% 89% 23% 35% 16% 44% 21% 55%
0%
'm
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ory
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Inf
Industry with less than 30 respondents is not shown. e.g. Fintech
Question: Q5d Has your company implemented any short to midterm cost-saving policies (e.g. salary reduction or no pay leaves) due to COVID 19 and economic downturn that affect you?
Implementation of specific cost-saving policies to cope with declining economy
Current implementation of cost-saving policies is moderate (companies that have any policy under implementation: 39%). Top three cost-saving policies adopted:
“change the calculation or payment method of commission or bonus” (19%), “require staff members to take no-pay leaves” (11%), “reduce or cut benefits” (10%).
It is worth noting that more cost-saving policies are expected to be implemented in the coming six months, including: “pay-cuts” (15%), “change the calculation or
payment method of commission or bonus” (15%), “reduce or cut benefits” (13%), “sign a new contract with employees which does not reduce salary but cut staff
benefits” (12%), “encourage resignation without favorable compensation” (12%) and “buyout plan” (11%).
Under implementation Implemented for a while but canceled now Likely implement in N6M No, and not expected
Change the calculation or payment method of commission or bonus 19% 3% 15% 63%
Requires staff members to take no-pay leaves 11% 10% 9% 70%
Reduce or cut benefits (e.g. medical allowance, transportation allowance) 10% 2% 13% 75%
Pay cuts 8% 5% 15% 72%
Sign a new contract with employees which does not reduce salary but cut staff benefits 6%1% 12% 81%
Changes of employment terms e.g. from full time to part time, from permanent term to contract term 6%1% 10% 83%
Encourage resignation without favourable compensation 6% 2% 12% 80%
Buyout plan 5%2% 11% 82%
Change the method of reimbursement, such as deferring, paying by half 3%2% 6% 89%
With ANY policy under implementation 39%

‘No and not expected’ for ALL policies 37%
Question: Q13a In view of the declining economy, companies have adopted different approaches to cope with the situation. Has your company implemented these policies?
98
Solutions ever considered to cope with employer’s cost-saving policies
The most common solution considered is rather passive: “adjust mindset and face the challenges with a positive attitude” (42%). It is followed by “switch to a company
with better job security” (32%), and “cut expenses and save up for the future” (31%). 63% (net) consider “job switch-related” solutions.
Consider any solution (net) 91%

Adjust mindset and face the challenges with a positive attitude 42% 1
Switch to a company with better job security 32% 2
Cut expenses and save up for the future 31% 3
Acquire new skills and equip myself for different roles 28%
Attend training courses / examinations to attain qualifications or licenses for other job functions / occupations 25%
Acquire investment products (e.g. stock trading) to increase income 23%
Take up part-time / freelance jobs to increase income 21%
Switch to a company that is profitable / not affected by current economic decline 21%
Return to study in Hong Kong 20%
Apply for government jobs 18%
Seek overseas employment opportunities 18%
Attempt to establish on my own 13%
Switch to another job function / occupation that is not / less affected by current economic decline 12%
Improve interpersonal relations to reduce the risk of layoff 9%
Discuss with supervisor / employer for resorts or solutions 8%
Pursue further studies abroad 6%
2% Job switch related solution
Others
At this stage, I have not considered any possible solution 9%
Base : All working on full time basis (except those have not and would not encountered cost saving policies) (n=2071)
Question: Q13b To cope with current company measures, have you considered any of these solutions?
99
Video job interview
Incidence of video job interview – by employment mode
Slightly more than one-third of the respondents have experience with a video job interview. Incidence of video job interview is relatively higher among those working on a
part-time / freelance basis (44%) and those who are job seeking (44%).
Yes No
100%
90%
80%
70% 56% 56%

62% 63%
60%
50%
40%
30%
20% 44% 44%

38% 37%
10%
0%
Total All working on full time basis All working on part-time / freelance All unemployed but are job seeking
(n=4288) (n=3463) basis (n=594)
(n=207)

Question: Q11a Have you ever encountered any video interviews while job seeking?
Video job interview
Incidence of video job interview – by age
The youngest respondents aged under 25 report a higher incidence of experience with a video job interview (47%).
Yes No
100%
90%
80%
53%
70% 62% 59% 62% 61% 62% 66% 68%
60%
50%
40%
30%
47%
20% 38% 41% 38% 39% 38% 34% 32%
10%
0%
(n=4288) (n=352) (n=677) (n=805) (n=859) (n=547) (n=525) (n=516)

Video job interview
Experience of Video Job Interview – by career level
Directors / VPs / CEOs (60%), Fresh Graduates / with less than one year of experience (53%), and Managers (44%) show higher incidence of experience with a video job
interview.
Yes No
100%
90%
80% 40%
47%
70% 56%
62% 66%
67%
60%
50%
40%
30% 60%
53%
20% 44%
38% 34%
33%
10%
0%
(n=4288) (n=140) (n=799) (n=2073) (n=1076) (n=175)

Video job interview
Benefits of video job interview
Key benefits of a video job interview are time-related: “More flexible in scheduling interview date and time” (56%) and “Reduced transportation time” (56%). In
addition, respondents appreciate it for reduced social contact during the pandemic (56%).
More flexible in scheduling interview date and time 56% 1
Reduced transportation time 56% 2
Reduced social contact during the pandemic 56% 3
No need to take an extra leave for job interview 41%
Less stressful environment would improve interview performance 26%
Have better preparation at my own place (e.g., easier access to reference) 21%
Have interaction with interviewer like traditional interview 16%
Others 2%
Base : All respondents (n=4288) 103

Question: Q11b What are the benefits of video interviewing?
Section 10
ANALYSIS
SECTION 10 BY INDUSTRY
ANALYSIS BY INDUSTRY
Current job status of respondents - by industry
Current job status of respondents – by industry
A few industries show a higher penetration of “not working but job seeking”: Clothing / Garment / Textile (43%), Electronics / Electrical Equipment (23%), Design (23%),
and Hospitality (22%).
Working on full time basis Working on part time basis Working on freelance basis Non working but job seeking
100%
14% 10% 8% 15% 15% 17% 18% 14% 9% 11% 7% 0% 6%
* 1% 1% 13% 10% 6% 9% 13% 23% 8% 15% 11% 18% 13% 9% 17% 22% 14% 11% 16% 3%
2% 1% 3% 1% 43% 23% 9% 16%
3% 5% 1% 1% 1%
1% 2% 6% 3% 1% 2% 1% 2% 9% 6% 8% 3% 2% 1% 1% 2% 4% 3% 3% 2%
80% 3% * 1% 3% 5% 2% 5%
4%
3% 2% 11% 2% 9% 3% 10% 2% 4% 3% 1% 8%
6%
1%
6%
60%
1%
40%
20%
81% 88% 85% 80% 82% 69% 80% 85% 89% 84% 90% 85% 81% 93% 82% 81% 64% 83% 73% 86% 78% 85% 89% 72% 75% 80% 83% 82% 90% 90% 56% 75% 88% 74%
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* Denotes less than 0.5%
Inf
Industry with less than 30 respondents is not shown. e.g. Fintech 105
Question: Q1a Do you have a job now?
Basic monthly salary changes in 2021 - by industry
Perception of salary compared with market standard – by industry
In this round, more respondents from Testing / Laboratory (68%) consider their own salary to be below market average.
Above average About average Below average

100%
46% 29% 41% 50% 49% 49% 42% 51% 39% 49% 36% 59% 41% 39% 50% 45% 46% 51% 39% 40% 49% 53% 45% 47% 41% 68% 43% 36% 42% 52% 42%
80%
49%
60% 54% 51%
49% 38%
54% 51% 50% 49% 47% 44% 51% 50% 49%
45% 46% 46% 43% 49%
43% 40% 45% 40% 46% 43% 42% 44% 41%
40% 41%
38%
26%
20%
9% 22% 11% 7% 11% 6% 20% 9% 7% 5% 10% 3% 7% 11% 7% 9% 8% 7% 12% 13% 7% 6% 12% 4% 15% 6% 6% 13% 8% 7% 8%
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Question: Q6a Compared with the market standard, do you think your salary is above average or below average?
106
Bonus and double pay - by industry
Double pay and bonus – by industry
In this year, respondents from Freight Forwarding / Delivery / Logistics (87%) are better remunerated in terms of bonus and double pay.
Double pay only Bonus only Double pay and bonus Neither one
100%
34% 72% 70% 23% 16% 23% 17% 18% 15% 22% 41% 32% 19% 50% 40% 73% 46% 13% 47% 23% 27% 41% 63% 60% 34% 23% 43% 18% 17% 14%
80% 47% 14%

32% 18% 12% 13% 23% 31% 46%

26% 34% 17% 27% 32%
19%
60% 21% 15% 22% 17%
10% 13% 17% 16%
4% 20%
11% 11%
40% 10%
21% 20% 15% 32%
13%
28% 3% 20%
25% 38% 27% 20% 29%
7% 4% 4% 18% 19%
20% 58% 36% 41% 38% 27% 22% 13% 26%
11% 14% 52% 15%
64%
20% 10% 12% 30% 32% 28% 32% 6% 14% 10% 13% 12% 21% 39%
0% 20% 8% 13% 20% 16% 22% 26% 15% 12% 13% 24% 35% 15% 40% 17% 55%
0%
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Ele
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m
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Hu
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Inf
107
SECTION 11
BASIC MONTHLY SALARY CHANGE IN 2021
(JOB TITLES)
Basic Salary Change in 2021
Percentage of Monthly Salary Adjustment in 2021

Accounting – by Job Position
Overall adjustment in Accounting : 1.4%

6% 5.3%
4.9% 4.9% 4.9%
4% 3.7% 3.7%
3.2%
1.8% 2.1%
2% 1.6%
1.1% 1.2% 1.0% 1.0%
0.5% 0.4% 0.2%
0%
-0.3%
-2%
-2.1%
-4%
-5.0%
-6%
Acc ount Senior Acc ount Senior Acc ounts Assis tant Acc ountant Senior Assis tant Acc ount Assis tant Acc ount & Assis tant Finance Senior Audit Auditor Senior Audit Financial
Clerk / Acc ount Officer Acc ount Supervis or Acc ountant Acc ountant Acc ount Manager Acc ount & Finance Finance Manager Finance Junior Auditor Manager Controller
Assis tant Clerk Officer Manager Finance Manager Manager Manager
Manager
Job position with less than 4 respondents is not shown
Base : All working on full time basis currently (unweighted)
Question : Q5b1 / 5b2 Compared with the salary in 2020, your salary is …… by ____%?
109
HK$
$120K 117K
112K
$110K
Average Monthly Salary 2021
$100K
Accounting – by Job Position
$90K
$80K
$70K
63K
61K
$60K
50K 50K
$50K
42K 42K
40K
$40K 37K
35K 34K
28K 29K
$30K
23K 23K 24K 24K
22K
19K 18K
$20K 16K 16K 17K
$10K
$0K
Assistant Chief
Account Senior Assistant Senior Assistant Account & Assistant Senior Senior
Account Accounts Assistant Senior Account Account & Finance Senior Audit Financial Financial
Clerk / Account Account Account Accountant Account Finance Finance Finance Audit Clerk Audit Junior Auditor Financial
Officer Supervisor Accountant Accountant Manager Finance Manager Auditor Manager Controller Officer /
Assistant Clerk Officer Officer Manager Manager Manager Manager Controller
Manager CFO
Job
Function $33,296 $16,044 $19,010 $18,000 $22,794 $23,050 $23,759 $21,571 $28,462 $34,529 $36,560 $41,657 $33,819 $42,307 $40,000 $50,156 $60,529 $15,550 $16,733 $23,900 $28,769 $49,740 $62,750 $117,000 $112,220
Average

Base : All working on full time basis currently or within last one year (unweighted)
Question: Q4 / 4a What is your average monthly salary as at 1 March 2021 (latest average monthly salary)? (Salary EXCLUDING any bonuses, but INCLUDING commission) Please exclude any current salary
110
cuts due to no pay leaves or short or midterm salary cut measures of your company (if any), and provide your original monthly salary.

Admin & HR – by Job Position
10% Overall adjustment in Admin & HR : 0.03%
8.0%
8%
6%
3.9% 3.9% 4.2% 4.2%
4% 3.2%
2.1% 1.7% 1.7% 2.1%
1.6% 1.6%
2% 0.9%
0.3% 0.0%
0%
-2% -0.8% -0.8% -0.7%
-1.9% -1.5%
-2.3%
-4%
-4.3% -4.4%
-6%
-6.0%
-8%
-10% Receptionist Office Assistant HR / Se nior HR / Assistant Executive Administrator
-8.2%
Admin HR / Admin Se nior HR / Assistant HR Assistant Admin HR Admin & HR Se nior HR Se creta ry / Executive Personal Recruitmen t Tra ining Tra ining
Assistant Clerk Admin Clerk Clerk Admin HR / Admin Office r Executive Office r Admin Mana ger HR & Admin Mana ger Mana ger Mana ger HR & Admin Director Admin Se creta ry Assistant / Consultant Office r Mana ger
Assistant Office r Office r Mana ger M anager Se creta ry Executive
Assistant

111
HK$
$80K
Admin & HR – by Job Position
$70K
63K
$60K 56K
$50K 46K
43K
$40K 36K 37K
34K 33K
31K
27K 28K 28K 28K
$30K 27K
24K 25K
23K 23K 23K
20K
$20K 17K 17K
16K 14K 15K
13K
$10K
$0K
Personal
Assistant Assistant Recruit-
HR / HR / HR / Senior HR Assistant Admin & Senior HR Secretary Assistant
Recept ion- Office Assistant Senior HR / Executive Adminis- Admin HR & Admin HR HR Senior Executive ment Training Training
Job Admin Admin Admin / Admin HR HR & Admin / Admin /
ist Assistant Clerk Clerk Admin Officer trat or Executive Admin Manager Manager Director Secretary Secretary Consul- Officer Manager
Function Clerk Assistant Officer Officer Manager Manager Manager Secretary Executive
officer Manager tant
Average Assistant
$26,053 $15,607 $13,017 $14,362 $14,540 $20,259 $17,157 $17,487 $27,111 $22,621 $23,050 $22,690 $27,871 $33,622 $30,607 $35,560 $46,020 $36,925 $56,433 $63,063 $24,387 $28,250 $32,510 $28,494 $26,750 $24,902 $43,050

Question: Q4 / 4a What is your average monthly salary as at 1 March 2021 (latest average monthly salary)? (Salary EXCLUDING any bonuses, but INCLUDING commission) Please exclude any current
112
salary cuts due to no pay leaves or short or midterm salary cut measures of your company (if any), and provide your original monthly salary.

Analytics – by Job Position
Overall adjustment in Analytics : 3.2%

9%
7.9%
8%
7%
6.0%
6%
5%
4%
3.1%
3%
1.9%
2%
1.3% 1.4%
0.9%
1%
0%
Research Assistant Research Manager Financial Analyst Senior Financial Analyst Business / Senior Business / Business Analysis
Data Analyst Data Analyst Manager
113
HK$ Average Monthly Salary 2021

$70K Analytics – by Job Position
$60K
$50K
45K
43K
39K
$40K
29K 29K
$30K 27K
$20K 18K
16K
$10K
$0K
Senior Financial Business / Data Senior Business / Business Analysis
Research Assistant Research Analyst Research Manager Financial Analyst
Analyst Analyst Data Analyst Manager
Job Function
$37,594 $18,400 $16,448 $38,750 $26,944 $29,303 $28,966 $42,714 $44,750
Average

Question: Q4 / 4a What is your average monthly salary as at 1 March 2021 (latest average monthly salary)? (Salary EXCLUDING any bonuses, but INCLUDING commission) Please exclude any current
114
salary cuts due to no pay leaves or short or midterm salary cut measures of your company (if any), and provide your original monthly salary.

Banking – by Job Position
10%
Overall adjustment in Banking : 2.5%
8% 7.5%
6.6% 5.7%
6%
4.8%
4%
2.5%
2% 1.2% 1.4%
1.0% 1.0%
0.4%
0%
-2% -1.4%
-4%
-4.5%
-6%
Bank Teller / Assistant Operations RM Assistant Client Service Relationship Credit / Loan Product Project Officer Project AML Assistant Risk Manager
Clerk Operations Manager Officer Manager Manager Manager Manager Manager
Manager
115

$80K Banking – by Job Position 73K
$70K
$60K
53K
$50K
45K 45K
42K
$40K 36K
34K 35K
32K
$30K 26K
19K 21K
$20K
$10K
$0K
Assistant
Bank Teller / Operations Client Service Relationship Credit / Loan Product AML Assistant
Operations RM Assistant Project Officer Project Manager Risk Manager
Clerk Manager Officer Manager Manager Manager Manager
Manager
Job
Function $ 39,41 0 $19,208 $33,600 $42,200 $20,625 $26,293 $34,806 $44,571 $44,750 $32,023 $53,358 $36,167 $73,405
Average

116

Finance – by Job Position
10% Overall adjustment in Finance : 1.9%
7.9%
8%
6%
3.8% 3.8%
4% 3.2% 3.0%
1.8%
2%
0%
-2%
-4% -3.6%
-6%
Credit / Loan Officer Risk Analyst Relationship Manager Operations Manager Corporate Finance Trader / Dealer Responsible Officer
Manager

117

$100K Finance – by Job Position
$80K
73K
64K
$60K
43K 44K
$40K 35K
26K 27K
$20K
$0K
Corporate Finance
Credit / Loan Officer Risk Analyst Relationship Manager Operations Manager Trader / Dealer Responsible Officer
Job Manager
Function $42,761 $26,450 $27,250 $35,167 $43,160 $72,833 $44,419 $63,875
Average

118

Insurance – by Job Position
Overall adjustment in Insurance : 0.9%

8%
7.0%
6%
4%
2%
0.8%
0%
-1.0%
-2%
-2.6%
-4%
Insurance Clerk Insurance Agent / Sales / Financial Planner Underwriter Project Manager
/ Wealth Management Manager

119

$70K Insurance – by Job Position
63K
$60K
$50K
41K
$40K
35K
$30K
23K
$20K
$10K
$0K
Insurance Agent / Sales / Financial
Insurance Clerk Underwriter Project Manager
Planner / Wealth Management Manager
Job Function
$36,290 $23,000 $35,050 $41,320 $63,333
Average

120

Building & Construction – by Job Position
10%
8.8% Overall adjustment in Building & Construction : 2.3%
8%
6%
4.0% 4.0%
4% 3.5% 3.6%
3.1%
2.8% 2.6%
2%
0.9%
0%
-2%
-4%
-4.1%
-6%
Draftsman Foreman Safety Clerk Assistant Quantity Senior Quantity Project Assistant Project Project
Officer of Works Quantity Surveyor Surveyor Surveyor Coordinator / Manager Manager
Officer
121

Building & Construction – by Job Position
$70K 68K
59K
$60K
50K
$50K 48K
45K
$40K 38K
36K 35K 35K
29K
$30K
23K
20K
$20K
$10K
$0K
Assistant Senior Project Assistant
Quantity Project Senior Project
Draftsman Foreman Safety Officer Site Supervisor Clerk of Works Quantity Quantity Coordinator / Project
Surveyor Manager Manager
Job Surveyor Surveyor Officer Manager
Function $41,067 $22,775 $35,500 $37,650 $34,750 $50,338 $20,211 $34,833 $47,700 $29,256 $45,467 $58,707 $67,800
Average

122

12% Engineering – by Job Position
9.7%
10%
Overall adjustment in Engineering : 2.3%
8%
6% 5.0%
3.8%
4.1%
4% 2.9% 2.7%
2.3%
2% 1.0% 0.8%
0%
-0.2%
-2% -0.8% -0.9%
-4%
-6%
-8% -7.0%
-10%
Management Technician Senior Inspector Technical Assistant Engineer Project Senior Assistant Engineering Project Engineering
Trainee / Technician Manager Engineer Engineer Engineer Engineering Manager Manager Director
Graduate Manager
Trainee
123

$100K Engineering – by Job Position 95K
$90K
$80K
$70K
$60K 56K
52K
$50K 47K
42K
37K 38K
$40K
32K
29K
$30K
23K
20K 19K 19K
$20K
$10K
$0K
Management
Assistant
Trainee / Senior Technical Assistant Project Senior Engineering Project Engineering
Technician Inspector Engineer Engineering
Graduate Technician Manager Engineer Engineer Engineer Manager Manager Director
Manager
Job Trainee
Function $35,661 $20,268 $19,368 $23,436 $36,556 $56,220 $19,398 $29,092 $31,938 $38,288 $42,104 $47,011 $51,708 $95,000
Average

124

Customer Services – by Job Position
8%
Overall adjustment in Customer Services : -0.8%
6% 5.5%
4%
2%
0.4%
0%
-0.9%
-2%
-2.6% -2.7%
-4%
-3.9%
-6%
Customer Service Assistant Customer Service Officer / Senior Customer Service Customer Service Supervisor Assistant Customer Customer Relationship
Executive / Representative Officer / Executive / Relationship Manager / Manager / Customer
Representative Assistant Customer Experience Manager
Job position with less than 4 respondents is not shown Experience Manager
125

$50K Customer Services – by Job Position
$40K
35K
31K
$30K
24K
22K
$20K 18K
16K
$10K
$0K
Assistant Customer
Senior Customer Service Customer Relationship
Customer Service Customer Service Officer / Customer Service Relationship Manager /
Officer / Executive / Manager / Customer
Assistant Executive / Representative Supervisor Assistant Customer
Representative Experience Manager
Experience Manager
Job Function
$21,927 $16,332 $18,229 $23,561 $22,034 $31,305 $34,992
Average

126

Corporate Sales & Business Development– by Job Position
6%
Overall adjustment in Corporate Sales & Business Development : -1.2%
4% 3.8%
3.1%
1.9% 1.8%
2%
0.8%
0.4%
0%
-2%
-2.0%
-4%
-5.0%
-5.2%
-6%
Sales Executive / Senior Sales Assistant Sales Sales Manager / Senior Sales Sales Director / Senior Business Business Senior Business
Sales Officer / Sales Executive / Senior Manager / Assistant Account Manager Manager / Senior Account Director Development Development Development
Coordinator / Account Executive / Account Manager Account Manager Executive Manager Manager
Account Executive / Senior Account
Account Officer Officer
127
HK$
Corporate Sales and Business Development – by Job Position
71K
$70K
$60K 55K
$50K 48K
39K
$40K 35K
33K
$30K 26K 27K
24K
19K
$20K
$10K
$0K
Sales Executive /
Senior Sales
Sales Officer / Assistant Sales
Executive / Senior Sales
Sales Sales Supervisor Manager / Sales Manager / Senior Business Business Senior Business
Senior Account Manager / Senior Sales Director /
Coordinator / / Account Assistant Account Development Development Development
Executive / Account Account Director
Account Supervisor Account Manager Executive Manager Manager
Senior Account Manager
Executive / Manager
Officer
Job Account Officer
Function $35,311 $19,391 $24,450 $25,875 $33,299 $38,736 $54,500 $70,702 $26,750 $35,423 $47,600
Average
128

Retail Sales – by Job Position
Overall adjustment in Retail Sales : -7.3%

10% 9.0%
5%
1.9%
0%
-5% -4.3%
-10%
-10.0%
-11.9%
-15%
-16.9%
-20%
Retail Sales Associate / Senior Retail Sales Associate Retail Sales Supervisor Assistant Store Manager Store Manager Retail Operations Manager
Shop Sales

129

Retail Sales – by Job Position
$40K
36K
35K
30K
$30K
24K
$20K 19K
17K
13K
$10K
$0K
Retail Sales Associate / Senior Retail Sales Assistant Store Retail Operations
Retail Sales Assistant Retail Sales Supervisor Store Manager
Shop Sales Associate Manager Manager
Job Function
$23,217 $13,140 $16,655 $18,833 $24,147 $30,280 $36,250 $35,000
Average

130

Beauty Care / Health – by Job Position
Overall adjustment in Beauty Care / Health : -6.2%
0%
-2%
-4%
-6%
-8%
-10%
-10.0%
-12%
Beauty Consultant / Advisor

131

Beauty Care / Health – by Job Position
$70K
$60K
$50K
$40K
$30K
23K
$20K
$10K
$0K
Beauty Consultant / Advisor
Job Function
Average$22,040 $22,833

132

Medical Services – by Job Position
4%
Overall adjustment in Medical Services : 0.2%
2% 1.8%
1.1%
0%
-2%
-3.0%
-4%
-4.0%
-6%
Patient Care Assistant Clinical Nurse / Assistant Enrolled Nurse Registered Nurse
Physician Assistant

133
HK$
Medical Services – by Job Position
$50K
44K
$40K
$30K
23K
$20K 18K
17K
$10K
$0K
Clinical Nurse / Assistant
Patient Care Assistant Enrolled Nurse Registered Nurse
Physician Assistant
Job Function
Average $34,505 $18,318 $16,869 $23,250 $43,936

134

Design – by Job Position
10%
Overall adjustment in Design : 0.4%
8.0%
8%
6%
4%
2.3% 2.0%
2%
1.1%
0.7%
0.0%
0%
-0.8%
-2%
-2.3%
-4%
Graphic / Web / Interior Designer Senior Fashion Product Designer Designer Senior Designer Design Manager Art / Design Director
Multimedia Designer Designer

135

HK$
Design – by Job Position
$50K 47K
40K
$40K
32K
$30K 27K 27K
25K
19K
$20K
16K
$10K
$0K
Graphic / Web / Senior Fashion
Interior Designer Product Designer Designer Senior Designer Design Manager Art / Design Director
Multimedia Designer Designer
Job Function $27,089
$19,488 $24,786 $26,856 $31,750 $16,045 $26,583 $39,722 $47,478
Average

136

Digital Marketing, E-commerce & Social Media – by Job Position
Overall adjustment in Digital Marketing, E-commerce & Social Media : 3.5%

8%
7.1%
6.3%
6%
5.0%
4% 3.5%
2%
1.3%
0.6%
0.3%
0%
Social Media Executive / Digital Marketing Digital Marketing Multimedia Editor E-commerce Executive / E-commerce Manager Account Manager
Officer Officer Manager Officer
137

Digital Marketing, E-commerce & Social Media – by Job Position
39K
$40K 37K
32K
$30K
22K
20K
$20K 18K
17K
$10K
$0K
Social Media Executive / E-commerce Executive /
Digital Marketing Officer Digital Marketing Manager Multimedia Editor E-commerce Manager Account Manager
Officer Officer
Job Function
$29,787 $16,750 $18,329 $32,000 $21,520 $20,265 $39,256 $37,409
Average

138

Marketing & Branding – by Job Position
20%
Overall adjustment in Marketing & Branding : 1.6% 17.9%
15%
10%
8.4%
5%
1.9% 2.0%
1.3%
0%
-0.8% -0.8%
-1.8%
-5%
Marketing Assistant Marketing Executive / Senior Marketing Assistant Marketing Sales & Marketing Marketing Manager Brand Manager Marketing Director
Officer Executive / Officer Manager Manager

139

$80K Marketing & Branding – by Job Position 78K
$70K
$60K
49K 49K
$50K
42K
$40K 37K
31K
$30K
24K
$20K 18K
15K
$10K
$0K
Marketing Marketing Senior Marketing Assistant Sales & Marketing Senior Marketing
Marketing Manager Brand Manager Marketing Director
Assistant Executive / Officer Executive / Officer Marketing Manager Manager Manager
Job Function
Average $31,537 $15,374 $18,329 $24,031 $30,974 $37,257 $41,842 $48,850 $49,233 $78,220

140

Public Relations & Corporate Affairs – by Job Position
6% Overall adjustment in Public Relations & Corporate Affairs : 1.7%
3.9% 4.0%
4%
2.2%
2%
1.4%
0.8%
0%
Corporate Communications Public Relations Executive / Senior Public Relations Executive / Assistant Public Relations Manager Public Relations
Officer Officer Officer / Senior Corporate / Assistant Corporate Manager
Communications Officer Communication Manager
141

HK$
Public Relations & Corporate Affairs – by Job Position
$40K
34K 33K
30K
$30K
22K
$20K 19K
$10K
$0K
Senior Public Relations Executive Assistant Public Relations
Corporate Communications Public Relations Executive /
/ Officer / Senior Corporate Manager / Assistant Corporate Public Relations Manager
Officer Officer
Communications Officer Communication Manager
Job Function
$30,536 $18,825 $21,582 $29,657 $34,000 $33,090
Average

142

Media & Advertising – by Job Position
Overall adjustment in Media & Advertising : 3.0%
11.8%
12%
10%
8%
6%
4%
2.1%
2%
1.0%
0%
Reporter Editor Video Editor
143

Media & Advertising – by Job Position
$40K
$30K
22K
20K
$20K
17K
15K
$10K
$0K
Reporter Copywriter Editor Video Editor
Job Function
Average$20,848 $14,967 $22,250 $16,577 $20,267

144

Education – by Job Position
6% Overall adjustment in Education : 2%

5.3%
4%
2.2%
2.0%
2% 1.7%
0.0%
0%
Teaching Assistant / Vice Teacher Teacher Tutor at Tutorial School Project / Program Officer Student Affairs Officer

145

Education – by Job Position
$70K
$60K
$50K
39K
$40K
34K
30K
$30K
24K
20K
$20K
15K 16K
$10K
$0K
Teaching Assistant / Project / Program
Teacher Lecturer Tutor at Tutorial School Course Instructor Student Affairs Officer
Vice Teacher Officer
Job Function
$25,049 $14,833 $29,613 $39,250 $15,550 $23,800 $19,794 $34,171
Average

146

Food and Beverage – by Job Position
Overall adjustment in Food and Beverage : -3.6%

0.2%
0.0%
0%
-2%
-2.0%
-3.3%
-4%
-4.6%
-6%
-8%
-10% -9.4%
Waiter / Server Restaurant Supervisor Assistant Restaurant Restaurant Manager F & B Manager Chef
Manager
147

Food and Beverage – by Job Position
$70K
$60K
$50K
39K
$40K
$30K 26K
25K
23K
20K
$20K 16K
$10K
$0K
Assistant Restaurant
Waiter / Server Restaurant Supervisor Restaurant Manager F & B Manager Chef
Manager
Job Function
Average $26,325 $16,440 $20,227 $22,667 $26,373 $38,900 $24,700

148
Hospitality / Tourism – by Job Position
Overall adjustment in Hospitality / Tourism : -6.7%

0.0%
0%
-1.7%
-5%
-5.8%
-10%
-15%
-20%
-20.5%
-25%
Duty Manager Front Office Manager Travel Consultant Cabin Crew
149

Hospitality / Tourism – by Job Position
$70K
$60K
$50K
42K
$40K
$30K 28K
25K
$20K 16K 16K 16K
$10K
$0K
Concierge Duty Manager Front Office Manager Travel Consultant Cabin Crew Flight Purser
Job Function
$24,827 $16,000 $28,175 $41,750 $16,219 $15,780 $24,857
Average

150

Information Technology – by Job Position
Overall adjustment in Information Technology : 2.8%

10% 9.1%
8%
6.7% 6.5%
5.5%
6% 5.0% 5.2%
4.4% 4.7%
4%
2.9%
2.4%
2.0%
2% 1.4% 1.3%
1.1% 1.0% 0.9%
0.3% 0.6%
0.0%
0%
-0.1%
-2%
-4%
-3.8%
-6%
IT Technical Network System Senior IT DevOps Developer UI / UX Programmer Analyst Senior System Senior Project Project IT Officer Senior IT Assistant IT IT IT
Assistant Support / IT Engineer Engineer Engineer Engineer Designer Programmer Analyst Analyst System Executive Manager Officer IT Manager Manager Consultant Director
Support / Programmer Analyst
System
Admin / I T
Admin /
Systems
Support
151
HK$
Information Technology – by Job Position 87K
$80K
$60K
53K 53K
50K
46K 47K
43K 43K
$40K 36K 38K
34K
29K 31K
26K 28K 26K
24K 22K
22K 20K
$20K 18K
$0K
Technical
Support / IT
Support /
Senior Senior
System Network System Senior IT DevOps UI / UX Analyst System Project Project Senior IT Assistant IT IT
IT Assistant Developer Programmer Analyst System IT Officer IT Manager IT Director
Admin / IT Engineer Engineer Engineer Engineer Designer Programmer Analyst Executive Manager Officer Manager Consultant
Programmer Analyst
Job Admin /
Function Systems
Average Support
$38,739 $17,700 $24,273 $25,767 $29,188 $42,973 $52,500 $22,088 $27,593 $22,217 $34,190 $35,702 $46,324 $50,429 $20,053 $47,240 $25,547 $31,156 $37,682 $52,911 $42,900 $86,680

152

General Management – by Job Position
Overall adjustment in General Management : 0.6%

8%
6.3%
5.7%
6%
4% 3.3%
2%
0.0%
0%
-0.5%
-2%
-4%
-6%
-8%
-10%
-12%
-12.5%
-14%
Assistant Manager Operation Manager Manager Senior Manager General Manager Director
Base : All working on full time basis currently (unweighted) 153

$120K General Management – by Job Position
$110K 108K
$100K
$90K
$80K 77K
$70K
58K
$60K
$50K 44K
$40K 36K
31K
$30K
$20K
$10K
$0K
Assistant Manager Operation Manager Manager Senior Manager General Manager Director
Job Function
$63,150 $31,483 $35,800 $44,200 $58,243 $77,215 $107,750
Average

154

Legal / Compliance – by Job Position
12%
Overall adjustment in Legal / Compliance : 3.3%

10% 9.6%
8%
6.6%
5.8%
6%
4% 3.6%
2.4%
2%
0.0%
0%
-0.1%
-2%
Company Senior Company Assistant Company Legal Assistant Legal Regulatory Compliance Legal Secretary
Secretarial Officer Secretarial Officer Secretary Executive / Paralegal Manager

155

$120K Legal / Compliance – by Job Position
110K
$110K
$100K
$90K
$80K
$70K
$60K
47K
$50K
$40K 35K
30K 30K 31K
$30K 25K 27K
23K
$20K
$10K
$0K
Legal and
Compliance
Assistant Regulatory
Company Senior Company Legal Executive / Officer / Legal
Company Legal Assistant Compliance Legal Secretary Lawyer / Solicitor
Secretarial Officer Secretarial Officer Paralegal Officer /
Secretary Manager
Compliance
Officer
Job Function
Average $38,721 $24,756 $30,340 $34,860 $23,080 $26,782 $30,000 $47,425 $31,375 $110,125

156

Manufacturing – by Job Position
10% Overall adjustment in Manufacturing : 0.2%

8.3%
8%
6.3%
6%
4%
2.4% 2.0%
2%
0.0% 0.0%
0%
-0.5%
-2%
-4%
-6%
-8% -7.5%
-10%
-12%
-11.8%
-14%
Quality Control / Quality Control / Project Product Production Production Program Operations Technical
Assurance Officer Assurance Engineer Manager Planner Manager Manager Manager Manager
Manager

Manufacturing – by Job Position
$70K
$60K
$50K
41K 42K
$40K 36K 37K
35K 36K
31K 32K
$30K 28K
$20K
$10K
$0K
Quality Control /
Quality Control / Production Production Operations Technical
Assurance Project Engineer Product Manager Program Manager
Assurance Officer Planner Manager Manager Manager
Manager
Job Function
$35,779 $27,821 $41,449 $34,875 $36,278 $31,125 $32,206 $35,750 $37,325 $42,357
Average

158

Merchandising & Purchasing – by Job Position
6% Overall adjustment in Merchandising & Purchasing : -0.1%
4%
3.1% 3.2% 3.0%
2.6%
2%
0.6%
0%
-0.4%
-2% -1.3%
-2.0%
-4% -3.6%
-6%
Merchandising Merchandiser / Senior Buyer Assistant Merchandising Procurement Sourcing Manager Quality Assurance
Clerk Purchasing Officer Merchandiser Merchandising Manager Manager Manager
Job position with less than 4 respondents is not shown Manager
159

Merchandising & Purchasing – by Job Position
$70K
59K
$60K
55K
53K
$50K 46K 47K
45K
$40K
32K 33K
$30K 28K
26K
20K 22K 21K
$20K
$10K
$0K
Merchandiser / Assistant Senior Quality
Merchandising Senior Merchandising Director of Purchasing Procurement Procurement Sourcing
Purchasing Buyer Merchandising Purchasing Assurance
Clerk Merchandiser Manager Merchandising Manager Executive Manager Manager
Job Officer Manager Manager Manager
Function $31,939 $20,175 $21,667 $26,274 $28,200 $31,813 $45,739 $52,600 $33,113 $58,750 $20,642 $44,500 $46,860 $54,660
Average

160

Property / Real Estate – by Job Position
Overall adjustment in Property / Real Estate : 0.4%

6%
4.5%
4%
2.9%
2.1%
2% 1.3% 1.5%
0.5%
0.0%
0%
-2%
-4%
-6%
-8%
-7.9%
-10%
Property Clerk / Property Officer / Senior Property Officer / Assistant Property Property Manager / Security Guard Facilities Manager Leasing Manager
Estate Assistant Estate Officer Senior Estate Officer Manager / Assistant Estate Manager
Job position with less than 4 respondents is not shown Estate Manager
161

Property / Real Estate – by Job Position
$70K
$60K
52K
$50K 47K
42K
$40K 37K
33K
29K
$30K
$20K 18K
15K 16K
$10K
$0K
Assistant Property Real Estate Agent
Senior Property
Property Clerk / Property Officer / Manager / Property Manager / Property
Officer / Senior Security Guard Facilities Manager Leasing Manager
Estate Assistant Estate Officer Assistant Estate / Estate Manager Consultant / Real
Estate Officer
Manager Estate Consultant
Job Function
$28,860 $15,300 $18,472 $28,744 $33,238 $46,521 $16,130 $42,183 $37,000 $52,320
Average

162

Public / Civil / Social Services – by Job Position
Overall adjustment in Public / Civil / Social Services : 2.3%

10% 8.8%
8%
6.4% 6.0%
6% 5.3%
3.8%
4%
1.8% 1.9%
2%
0.3%
0%
-2%
-4%
-6%
-5.4%
-8%
-8.6%
-10%
Programme Assistant Officer Officer Senior Officer Executive Officer Project Officer / Project Manager Manager Social Worker Inspector
Assistant Coordinator
163

Public / Civil / Social Services – by Job Position
$70K
$60K
$50K
44K 45K
43K
40K 41K
$40K
33K
29K
$30K 26K
22K
$20K 18K
16K
$10K
$0K
Programme Assistant Executive Project Officer Project
Workman Officer Senior Officer Manager Social Worker Inspector
Assistant Officer Officer / Coordinator Manager
Job Function
$29,527 $18,125 $15,514 $22,136 $28,996 $43,180 $39,950 $25,641 $44,106 $45,093 $33,241 $41,120
Average

164

Sciences, Lab, R&D – by Job Position
4% Overall adjustment in Sciences, Lab, R&D : 1.8%

3.5%
2%
0%
-0.6%
-2%
Laboratory Technician Research Assistant

165

Sciences, Lab, R&D – by Job Position
$70K
$60K
$50K
$40K
$30K
19K 20K
$20K
$10K
$0K
Laboratory Technician Research Assistant
Job Function
$24,863 $19,000 $20,195
Average

166

Transportation & Logistics – by Job Position
Overall adjustment in Transportation & Logistics: -0.3%

4.0% 3.8%
4%
3.0%
1.9% 2.1% 2.0%
2% 1.3% 1.3%
0.7% 1.0%
0.1%
0%
-0.7%
-2% -1.2%
-2.0% -2.1%
-3.0%
-4% -3.6%
-6%
-8%
-10% -8.6%
Driver Logistics / Logistics / Senior Logistics Logistics Assistant Logistics Head of Shipping Senior Shipping Warehouse Warehouse Warehouse Warehouse Supply Senior
Operations Operations Logistics / Supervisor Analyst Logistics Manager Logistics Clerk Shipping Supervisor Picker / Officer Supervisor Manager Chain Supply
Clerk Officer Operations Manager Clerk Clerk Manager Chain
Officer Manager

Transportation & Logistics – by Job Position
$80K
73K
$70K
$60K
54K
$50K
42K
$40K 37K
32K 33K
31K
$30K 26K 27K
24K
22K 22K
19K 19K 20K 19K
$20K 16K 14K 15K
$10K
$0K
Senior Senior
Logistics / Logistics / Assis tant Senior Warehouse Supply Supply
Logistics / Logistics Logistics Logistics Head of Shipping Shipping Warehouse Warehouse Warehouse Supply
Driver Operations Operations Logistics Shipping Picker / Chain Chain
Operations Supervis or Analyst Manager Logistics Clerk Supervis or Officer Supervis or Manager Chain
Clerk Officer Manager Clerk Clerk Coordinator Manager
Officer Manager
Job
Function $25,504 $21,667 $15,665 $19,214 $25,938 $21,667 $30,500 $31,889 $37,267 $73,143 $14,261 $19,070 $26,522 $14,640 $19,512 $24,143 $33,257 $19,450 $41,982 $54,000
Average

168
SECTION 11
BASIC MONTHLY SALARY CHANGE IN 2021
- BY CAREER LEVEL

By Career Level
Overall adjustment : 0.8%

2.0%
2%
1.5%
1%
0.7%
0.5%
0%
-0.5%
-1%
Fresh graduates / less than Junior executive or Supervisor or Manager / Director / VP / CEO
1 year work experience 1 - 4 years work experience 5+ years work experience Senior Manager

170

By Career Level 82K
$80K
$70K
$60K
$50K
45K
$40K
$30K 28K
19K
$20K 16K
$10K
$0K
Fresh graduates / less than 1 year Junior executive or 1 - 4 years Supervisor or 5+ years work
Manager / Senior Manager Director / VP / CEO
work experience work experience experience
$15,886 $19,115 $28,011 $44,828 $82,444
171

Management Trainee / Graduate Trainee
6%
4.1%
4%
2%
0%
Management Trainee / Graduate Trainee

172

Intern vs Management Trainee / Graduate Trainee
$20K
18K
$10K
8K
$0K
Intern Management Trainee / Graduate Trainee
$8,275 $18,221
173

By Career Level
Overall adjustment : 0.4%

2.0%
2%
1% 0.8%
0.4%
0.2%
0%
-1%
-1.2%
-2%
Fresh graduates / less than Junior executive or Supervisor or Manager / Director / VP / CEO
1 year work experience 1 - 4 years work experience 5+ years work experience Senior Manager

174

By Career Level 81K
$80K
$70K
$60K
$50K
43K
$40K
$30K 27K
19K
$20K 15K
$10K
$0K
Fresh graduates / less than 1 year Junior executive or 1 - 4 years Supervisor or 5+ years work
Manager / Senior Manager Director / VP / CEO
work experience work experience experience
$15,486 $18,694 $27,320 $43,441 $80,794
175
Appendix
RESPONDENTS’ PROFILE
Respondents’ profile - gender
Male
46%
54%
Female

Question: P1 Gender
Respondents’ profile - age
12% 8%
Below 25
26 - 30
16%
12% 31 - 35
36 - 40
41 - 45
13%
19% 46 - 50
51 or above
20%

Question: P2 Exact Age
Respondents’ profile – education level
13%
18% F.5 / School Certificate or below
6%
F.7 / Matriculated / DSE
Non-degree Tertiary
16%
Degree
Postgraduate or above
47%

Question: P3 Education level
Respondents’ profile – career level
4% 3%
Fresh graduate / less than 1 year experience
19%
25% Junior executive or 1-4 years experience
Supervisor or 5+ years work experience
Manager / Senior Manager
Director / VP / CEO
49%
Base : All except non working and will not work (n=4264) 180
Question: P4 What is your position level?
Respondents’ profile – work experience
0 - 2 years
7%
3 - 5 years
11%
29%
6 - 10 years
21% 11 - 15 years
15%
16 - 20 years
17%
>20 years
Base : All except non working and will not work (n=4264) 181
Question: P5 Years of work experience
Respondents’ profile – industry
Industry Percentage Industry Percentage
Government & Public Organization 5.4% Education & Training 3.8%
Charity / Social Services / Non-Profit Organisation 3.4% Human Resources / Recruitment 0.8%
Public Utilities 0.6% Freight Forwarding / Delivery / Logistics 4.0%
Retail 7.3% Mass Transportation 1.5%
Trading and Distribution 5.4% Building / Construction 3.9%
Wholesale 0.8% Engineering 4.2%
Manufacturing / Packaging 5.1% Food and Beverage 3.8%
E-commerce 1.2% Hospitality 2.0%
Accounting / Audit / Tax 2.0% Travel & Tourism 1.3%
Banking 4.4% Biotech 0.4%
Insurance 2.6% Medical / Pharmaceutical 2.7%
Fintech 1.0% Testing / Laboratory 0.9%
Financial Services (Non Bank Organization) 3.6% Telecommunication 1.7%
Legal Services 1.1% Information & Communications Technology 3.2%
Management Consultancy / Service 1.0% Clothing / Garment / Textile 2.3%
Research / Survey 0.2% Electronics / Electrical Equipment 1.6%
Property Development & Management 5.5% Jewellery / Gems / Watches 0.8%
Security / Fire / Electronic Access Controls 0.5% Entertainment / Recreation 0.6%
Advertising / Public Relations / Marketing Services 1.3% Sports, Health & Beauty Care 1.2%
Media / Publishing / Printing 1.6% Others 3.5%
Design 1.1% Not fixed 0.7%
182
Section 10
ANALYSIS BY INDUSTRY
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2021

Accounting Admin & HR Analytics Banking Finance

Hospitality / Tourism Information Technology General Management Legal / Compliance Manufacturing

This survey aims to:

4. Data collection method

Basic monthly salary (HK$):

Working on freelance basis

Non working, but job seeking

81% Non working, and not job seeking

Base : All respondents (n=4288)

Have previous full time job experience

Do not have full time job before

Base : All unemployed but are job seeking (n=594)

Change job function in coming job

45% Find a job from the same job function as before

No plan to change job function but open to it if better

Base : All unemployed but are job seeking and have

Declining interest in original job function / nature 14%

Invited by friends or prospective employer to switch job function 2%

Change upon getting professional qualification in other fields 2%

Under the advice or request of family 1%

Average : Within 3 - 6 months

Base : All unemployed but are job seeking (n=594)

Expected Salary Decrease (Average) : 23%

6% Expected Salary Increase (Average) : 14%

Do not have a job before

Base : All unemployed but are job seeking (n=594)

Base : All working on full time basis (n=3463)

Base : All working on part time or freelance basis (n=168)

Increased No Change Decreased

20% 43% 39%

Base : All working on full time basis 20

Increased No Change Decreased

60% 55% 70% 55% 55% 54% 50%

Base : All working on full time basis 21

Increased No Change Decreased

# caution : small base

Job function with less than 20 respondents is not shown.

Increased No Change Decreased

5.8% 5.7% 5.9% 5.7%

Base : All working on full time basis (n=3463) 24

1.9% 1.6% 1.5% 2.1% 1.7%

0.0% -0.3% -5 .00

# Caution : small base

Job function with less than 20 respondents is not shown

Base : All working on full time basis (n=3463) 25

Base : All working on full time basis 27

Base : All working on full time basis 28

Base : All working on full time basis (n=3463)

Do not want to be seen as a job hopper on the resume 13%

Willing to stay with the company as it is facing financial difficulties 5%

20% Double pay only

Double pay and bonus

Base : All working on full time basis (n=3463)

Double pay and bonus

None of the above

Base : All working on part time or freelance basis (n=207)

Neutral (Approx.1.3 Mths)

Dissatisfied (Approx.1.1 Mths)