​In a time of massive workforce disruption, Gen Z remains steadfast in their flexibility, while seeking opportunities for growth and positive well-being encouraged by employers, notes ManpowerGroup’s latest Global Insights White Paper: World of Work for Generation Z in 2025. ​​Key findings include: Generation Z (born 1996-2012) will comprise approximately one-third of the global workforce in 2030. The majority of the generation has entered or will enter the workforce during a period of massive disruption – from the COVID-19 pandemic to geopolitical unrest and widespread digital transformation and automation. According to ManpowerGroup’s 2024 Global Talent Barometer Research, global Gen Zers’ current lives as “corporate Zoomers” are a mixed proposition. Gen Z workers were the most likely (47%) of all age groups to say they will voluntarily leave their current roles in the next six months, but were also the least confident they could find a new job that meets their needs. Despite some persistent concerns, employers are undertaking a variety of strategies to make their workplaces more palatable to Gen Z, including improving technology tools (76%), workforce well-being (75%), work hours flexibility (73%), increasing compensation (73%), and career development opportunities (73%). The Gen Zers of 2030 will be more accustomed to remote or hybrid professional work and frontline work infused with AI-based technologies and automation. Gen Zers are likely to amass an unprecedented number of diverse, transferable skills that they can use to redeploy into new roles as business and economic conditions continue to evolve. For more insight into how employers can keep their Gen Z pipelines moving, download the full report. ​​

​The global Financials & Real Estate sector is facing a wave of change as disruptive forces alter its global landscape. Economic pressures, shifting labor dynamics, digital advancements and evolving regulations are changing how organizations operate and compete. As a result, companies in the industry are examining workforce strategies and rethinking business priorities that balance transformation, cost savings and reduced risk. This ManpowerGroup Global Insights report examines how these megatrends will impact the future of work in the financial sector. How will accelerating AI adoption impact the future of finance? Will return to office mandates help the commercial real estate sector rebound? How are industry leaders handling the accelerated pace of change? Download the full report for the latest industry trends in Financial Services and Real Estate for employers to consider in 2025. ​​​

​In 2025, 83% of employers in Singapore report difficulty finding the skilled talent they need, increasing 4% from 2024’s survey (79%). This figure has doubled since 2019 (41%). Employers in the Transport, Logistics, and Automotive sector face the most difficulty finding skilled talent (91%), followed by Communication Services (90%), and Information Technology (88%). SINGAPORE (23 JANUARY 2025) – Even as employers in Singapore maintain cautiously optimistic approach towards hiring in Q1 2025, rising talent shortages present a significant challenge to recruitment efforts, according to the latest ManpowerGroup Global Talent Shortage Survey. ​Despite a stable hiring demand (a Net Employment Outlook of +25%), 83% report difficulty finding the skilled talent they need in 2025, increasing 4% from 2024’s survey (79%). This figure has doubled since pre-COVID-19 (2019: 41%). ​To address the ongoing talent scarcity, employers in Singapore are focusing on three main actions, including upskilling & reskilling current employees (39%), increasing wages (28%), and targeting new talent pools (27%). ​“Singapore has long grappled with falling birth rates and a rapidly ageing population which cumulates in a shrinking workforce. Coupled with factors such as rapid technological advancements demanding specialized skills, and a widening gap between available skills and employer needs, talent shortage has seen a significant increase since 2019,” says Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. "This underscores the need for employers to adapt by investing in upskilling and targeting new talent pools to navigate talent scarcity and remain competitive.” ​Key Findings: Majority of sectors in Singapore see an increase in talent shortage in 2025: Employers in six of nine sectors report experiencing more talent scarcity than a year ago. Talent shortage most acute in Transport, Logistics, and Automotive sector: Those in the Transport, Logistics, and Automotive sector report the most difficulty finding skilled talent (91%), followed by Communication Services (90%), and Information Technology (88%). IT & Data skills continue to be the most difficult to find: The top three skills employers in Singapore report as the most difficult to find are IT & Data (38%), Engineering (28%), and Operations & Logistics (23%). Skills related to ESG and green economy remain in demand: Demand for Sustainability/Environmental skills and ESG Risk/Advisory/Governance skills form a collective 41%. Top skills demanded in 2025 Top skills demanded in 2024 1. IT & Data 2. Engineering 3. Operations & Logistics 4. Sustainability & Environmental 5. Sales & Marketing 6. ESG/Advisory Risk, & Governance 7. Human Resources 8. Manufacturing & Production 9. Administration & Office Support 10. Front Office & Customer-Facing 1. IT & Data 2. Engineering 3. Sustainability & Environmental 4. ESG/Advisory Risk, & Governance 5. Operations & Logistics 6. Sales & Marketing 7. Manufacturing & Production 8. Front Office & Customer-Facing 9. Administration & Office Support 10. Human Resources ​ “Within the Transport, Logistics, and Automotive sector, shifts in trade routes along with the normalization of shipments transiting Singapore drove hiring intentions to an all-time high in Q1 2025, leading to the increase in demand for talent with strong operations and logistics skills," says Ms. Teo. “Rapid advancements in technology create a constant demand for specialized IT and data skills. With more companies investing in emerging technologies such as AI and quantum computing, demand outpaces the ability of traditional education and training programs to keep up.” ​She further comments, "In line with growing demand for action to address climate change, skills related to sustainability and environmental is likely to continue remaining high as employers search for the talent they need to achieve their sustainability goals.” ​To view the full Singapore Findings of the 2025 Talent Shortage Survey, visit: www.manpowergroup.com.sg/talent-shortage-2025.

Executive SummaryJapan’s new Freelancer Protection Act (FPA) took effect in November 2024. Formally entitled the “Act on Ensuring Proper Transactions Involving Specified Entrusted Business Operators,” the law should bring welcome clarity to the legal status of freelancers and provide them with some much-needed protections, including some of a type that apply mostly in employment relationships, The new law will also increase the compliance burden and risks for companies using freelancers. Note that ManpowerGroup is not a law firm. This Alert is provided to facilitate understanding the services offered by our Japanese operations. Please consult with an attorney if you have any questions about employment law in Japan. What is a freelancer? The FPA defines a “freelancer” as an individual or corporation with only a single director and no employees that engages in outsourced activities. This definition is clearly intended to exclude SMEs with multiple employees or corporate officers from the scope of the law. However, guidance from the FPA’s principal regulator, Japan’s Fair Trade Commission (FTC) notes that freelancers who rely on the help of cohabitating family members (who are not corporate officers of the company) or the occasional part-time employee will not lose their status. Of course, merely describing an arrangement as “freelancing” will not make it so even if the “freelancer” meets the definitional criteria; if it is functionally an employment relationship, the law will treat it as such. The scope of “outsourced activity” covered by the FPA is broad, including manufacturing, content creation (programming, video, text, pictures, etc.) and the provision of services. This would mean both platform-based food delivery workers and lawyers handling trials for corporate clients as solo practitioners would be freelancers.  Duties of users of freelancersMost of the FPA is directed at users of freelancers, which are essentially any businesses that use them but are not freelancers themselves. The underlying assumption is that freelancers have less bargaining power compared to the companies that use them. A similar assumption underlies the Subcontractor Protection Act.[1] This is an existing law that protects subcontractors from abusive commercial practices by general contractors, in particular delays in getting paid. Some freelancers may also be subcontractors for purposes of that law. However, the FPA extends additional protections to freelancers, as well as imposing duties on a broader range of businesses who use them.[2]For example, the FPA mirrors the Subcontractor Protection Act by prohibiting the imposition of payment terms longer than sixty days on freelancers.[3] There is an exception for contractors who are further outsourcing all or a part of a job to a freelancer, in which case payment is required no later than 30 days from the contractor being paid. The FPA requires that when engaging a freelancer, a business must identify in writing (which may include e-mail or text messages) basic information about the engagement, including:Identification of the client and freelancerDate of engagementNature of engagement (deliverables or services required)The date and place of delivery of deliverables or servicesThe amount of compensation to be paid and payment date​In addition to protecting freelancers from excessively long payment terms, the FPA also prohibits users of freelancers from engaging in various other abusive practices such as:Refusing to accept deliverables or services for reasons that are not the freelancer’s faultReducing the compensation paid to freelancers for reasons that are not the freelancer’s faultSetting prices unreasonably low compared to prices for similar services or deliverablesForcing freelancers to use services or purchase items unless there is a valid reason for doing so, such as to ensure uniformity of output or improve quality of deliverablesRequiring freelancers to provide money, services or other benefitsRequiring the freelancer to make changes or redo deliverables when the need to do so is not the freelancer’s fault. All of these protections reflect the assumption that users of freelancers will generally be larger business concerns with greater bargaining power that can be used abusively. ​Employee-style protectionsThe FPA differs from the Subcontractor Protection Act in that it also extends certain protections to freelance workers that are typically associated with the employer-employee relationship. First, the FPA imposes requirements on the content of advertisements soliciting freelancers that are similar to those that apply to job listings. Second, users of freelancers will have certain obligations with respect to those who are pregnant or have child-rearing or other caregiving responsibilities. If the freelancing arrangement is of an ongoing nature, the business user must make reasonable accommodations for the freelancer’s situation if requested to do so by the freelancer. If the engagement is not of a continuing nature, the business user must at least make efforts to consider what accommodations might be possible.Third, users of freelancers must have measures in place to prevent harassment and other similar behavior directed at the freelancer which negatively impact the freelancing arrangement or their working environment, and to enable freelancers to raise their concerns about such behavior if it occurs. Canceling a freelancing contract or taking similar retaliatory actions against a freelancer raising such concerns is prohibited. Finally, freelancers in an ongoing arrangement must be given at least thirty days’ prior notice of the termination or non-renewal of their contract, subject to certain exceptions when doing so is not possible. During the notice period the freelancer may request an explanation of the reason for termination or non-renewal and the business user is obligated to disclose their reason.​EnforcementThe dual character of the protections in the FPA makes enforcement complicated. The provisions on payment and other terms can be enforced by raising a complaint to the FTC. Potential violations of the “employment” style provisions, however, should be reported to the Ministry of Health Welfare and Labor (MHLW). Both ministries are empowered to conduct investigations, demand information and issue recommendations and orders for improvement. The Small and Enterprise Agency can also become involved in certain problem situations. There are minor criminal and civil fines for failing to comply with an order or providing false information in response to a demand. The most likely-used sanction will probably be the “name-and-shame” power that seems increasingly common in Japanese regulations. ​Compliance issues and solutions The FPA will require companies that rely on freelancers to establish at least a minimalist compliance system to use them without unintentional violation. Regulatory guidance issued with the law suggests that such violations may easily occur. For example, deducting a bank transfer fee from a payment to a freelancer will constitute an abusive “reduction in compensation” unless the freelancer has been notified at the time of the engagement. Similarly, businesses that use freelancers to create content should be clear to specify in their terms of engagement that transfer of intellectual property rights are included in the deliverables and reflected in the compensation. Unilaterally declaring the intellectual property rights to belong to the freelancer user risks being deemed an abusive practice.Just casually inquiring to multiple freelancers about their interest in possible engagements risks violating the FPA requirements on solicitations. Soliciting freelancers through technology platforms is also subject to these requirements. Finally, one interesting area where both the FPA and related regulatory guidance are silent is their applicability to freelancers working from abroad for companies in Japan. The ability to work from anywhere is one of the growing attractions of freelancing, but it remains to be seen whether freelancers abroad are protected by the FPA. From a compliance standpoint, the safe assumption should be that they are. ManpowerGroup works with a broad range of freelancers and takes pride in providing compliant workforce solutions to clients in Japan and globally. If you have any questions about this Alert, please contact: [email protected]. ​[1]The official title is the Act against Delay in Payment of Subcontract Proceeds, etc. to Subcontractors.[2]The Subcontractor Protection Act generally only applies to large general contractors whose capitalization exceeds certain thresholds depending on their line of business. [3] An exception is that in the case of contractors who are further subcontracting outsourced work to freelancers, the payment deadline is no later than thirty days from when the primary contractor is paid.​​​HR compliance is often a complex subject, and ensuring that your organization meets regulations, especially across various countries, can be challenging. At ManpowerGroup, we offer a variety of HR compliance services. Whether you need assistance locally in Singapore or regionally, we are here to help. See here for more details: https://www.manpower.com.sg/employers/our-services-manpower/compliance-services​​​

Singapore’s Labor Market a Source of Consistency Amid Uncertainties: Latest ManpowerGroup Employment Outlook Survey ​Singapore’s Net Employment Outlook (NEO) for Q1 2025 is +25%, weakening 4% compared to both Q4 2024 and year-over-year. Across the sectors, the Transport, Logistics, and Automotive industry report the strongest outlook of +67%, the strongest hiring sentiment in Singapore and globally. 74% of employers report having reached and are getting closer to gender equality, an improvement from 55% in 2024. 3 in 5 organizations (61%) are on track with their pay equity initiatives, improving 6% when compared to the same time last year. ​​SINGAPORE (10 DECEMBER 2024) – Hiring sentiments in Singapore remains relatively stable as employers maintain a cautiously optimistic approach, reveals the latest ManpowerGroup Employment Outlook Survey. ​Out of the 525 employers in Singapore surveyed about their hiring plans for the next quarter, 45% plan to hire, 20% anticipate a decrease in their staffing levels, while 34% do not expect any change. The Net Employment Outlook (NEO) after seasonal adjustment is +25%, weakening 4% from both last quarter and year-over-year. ​Used internationally as a bellwether of economic and labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire. ​Employers in eight of nine sectors expect to increase headcount, with the most competitive sector being Transport, Logistics, and Automotive. The sector records an NEO of +67%, rising 22% from the previous quarter and 26% since the first quarter of 2024. This places Singapore first globally for the sector, beating the global average by 43 points. In fact, Q1 2025 sees the highest NEO recorded in Singapore’s Transport, Logistics & Automotive sector since tracking began in Q1 2010. ​“Amid geopolitical tensions and uncertainties, Singapore's role as a safe and reliable hub in Asia is becoming increasingly important. Shifts in trade routes arising from geopolitical concerns as well as the normalization of shipments transiting Singapore are expected to drive job creation in the Transport, Logistics, and Automotive sector,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “Despite a slight slowdown in hiring intentions from the previous quarter, the local labor market remains resilient, serving as a source of stability and consistency during these uncertain times. Given that the survey was conducted in October 2024, just before the U.S. presential elections, employers are likely practicing cautious optimism."    ​Besides employment outlooks, the Singapore report also shed light on strategies and progress on diversity and inclusion, and more. ​More companies have reached and are getting closer to gender equality: 74% of employers report having reached and are getting closer to gender equality, an improvement from 55% in 2024. More organizations are on track with their pay equality initiatives: 3 in 5 organizations (61%) are on track with their pay equity initiatives, improving 6% when compared to the same time last year. Employers reveal top strategies they have in place that are helping drive progress in gender equality in recruitment and retention: These include effectively supporting employee well-being (43%), building trusting relationships with teams (43%), and measuring the use and impact of flexibility policies (41%). ​​Ms. Teo adds, “We're witnessing a positive shift in the corporate landscape, with more companies than ever committed to gender equality. Organizations recognize that diversity and inclusion are not just moral imperatives; they're also smart business strategies. By creating diverse and inclusive workplaces, organizations can unlock innovation, improve decision-making, and enhance their bottom line.” ​Employment Outlooks Across the Asia Pacific ​Hiring managers across the Asia-Pacific countries anticipate the second strongest regional Outlook (27%), remaining unchanged from the previous quarter, but decreased by 3 percentage points when compared to the same time last year. India (40%), China (29%), and Singapore (25%), continue to report the strongest Outlooks in the region.  The most cautious Outlooks were reported by employers in Hong Kong (6%). The strongest Outlook globally for the Transport, Logistics, and Automotive industry vertical was reported by employers in Singapore (67%). Employers in China reported the highest Outlooks for both Financials and Real Estate (53%, tied with employers in Belgium) and Healthcare and Life Sciences (47%). ​​To view complete results for the Q1 2025 ManpowerGroup Employment Outlook Survey, visit: www.manpowergroup.com.sg/meos. The next survey will be released in March 2025 and will report hiring expectations for the second quarter of the year. ​​​ABOUT THE SURVEY ​The ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity. ​​SURVEY METHODOLOGY ​The methodology used to collect NEO data has been digitized in 42 markets for the Q1 2025 report. Survey responses were collected from October 1-31, 2024. Both the questions asked, and the respondent profile remain unchanged. The size of the organization and sector are standardized across all countries and territories to allow international comparisons. ​​FORWARD LOOKING STATEMENTS ​This press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2023, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPORE ​Established in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg ​​ABOUT MANPOWERGROUP ​ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

​More firms are giving out bigger bonuses and increments in 2024/2025 ​89% of employers plan to award bonuses averaging more than 1 month in 2024/2025.Employers in the Energy and Utilities sector are intending to give out the most bonuses going into 2025, with 100% of those surveyed planning to give out at least 1 month and more. 4 in 5 employers (82%) plan to increase salaries by 3% or more in 2024/2025.Employers in the Transport, Logistics, and Automotive sector expect to give out the most increments going into 2025, with 91% looking to increase salaries by 3% or more in 2024/2025.​SINGAPORE (2 DECEMBER 2024) – Employers in Singapore intend to give out bigger bonuses and salary increments, despite the uncertain economic landscape reveals ManpowerGroup’s latest survey on salary and bonus plans.​Out of the 525 employers in Singapore surveyed about their salary and bonus plans for 2024 going into 2025,89% of employers plan to award bonuses averaging more than one month in 2024/2025 — an increase of 5% when compared to 2023/2024(84%). ​When it comes to salary increments, more than 4 in 5 employers (82%) in Singapore plan to increase salaries by 3% or more in 2024/2025, setting aside factors such as industry, company performance, economic outlook, and individual performance.​“Amid higher inflation, employers are calibrating their compensation strategy to help employees cope with the higher cost of living as well as to remain competitive in attracting and retaining talent. Even while the global economy remains uncertain, many companies are still awarding bonuses to acknowledge employees' efforts throughout the year,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore.​KEY FINDINGS ON BONUSES​More employers are giving bigger bonuses more than one month: 35% of those surveyed plan to dispense between one to one and a half months of bonus in 2024/2025, while 12% look to distribute more than one and a half months of bonus. The figures increased by 8% and 5% respectively when compared to 2023/2024.Fewer employers awarding smaller bonuses of one month or less: 42% of employers intend to award one and a half months of bonus, while 11% report they will be awarding bonuses of less than 1 month — a decrease of 8% and 5% respectively when compared to 2023/2024.Sectors giving out the most bonuses: Employers in the Energy and Utilities sector plan to give out the most bonuses going into 2025, with 100% of those surveyed planning to give out at least 1 month and more. Followed by the Transport, Logistics, and Automotive sector (98%), and Communication Services sector (94%).​KEY FINDINGS ON SALARY INCREMENTS​More employers are giving bigger increments of 5% or more: 20% expect to increase salaries by between 5% to 7% in 2024/2025, while 6% plan to increase salaries by more than 7% — an increase of 1% and 3% when compared to 2023/2024.Fewer employers are giving smaller increments of less than 5%:18% intend to increase salaries by less than 3% in 2024/2025, while 56% of employers look to increase salaries by between 3% to 5% — a decrease of 4% and 1% respectively when compared to 2023/2024.​Sectors with the most increments: Employers in the Transport, Logistics, and Automotive sector expect to give out the most increments going into 2025, with 91% of those surveyed planning to increase salaries by 3% or more in 2024/2025. Followed by the Communication Services sector (90%) and the Healthcare and Life Sciences sector (87%).​ManpowerGroup surveyed 525 employers in Singapore on their 2024/2025 salary and bonus plans. The survey was conducted alongside the Q1 2025 ManpowerGroup Employment Outlook Survey which will be released on 10 December 2024.The results of the Q1 2025 ManpowerGroup Employment Outlook Survey can be viewed here on 10 December 2024: www.manpowergroup.com.sg/meos.​Download Report​​​​FORWARD LOOKING STATEMENTSThis press release contains forward-looking statements, including statements regarding salary and bonus in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2023, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.​​ABOUT MANPOWERGROUP SINGAPOREEstablished in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg​​ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

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ManpowerGroup's Inaugural Global Talent Barometer Singapore Report: 41% Think of Changing Jobs, with 3 In 4 Confident of Securing New Roles​​SINGAPORE (12 NOVEMBER 2024) – ManpowerGroup today released its Global Talent Barometer, a robust new tool offering unparalleled insights into workforce sentiment across 16 countries.​The overall Global Talent Barometer score in Singapore of 66% was derived from three key indices: Well-Being (63%), Job Satisfaction (64%), and Confidence (73%). The report, which gathered data from 530 workers in Singapore between April 15 and May 10, 2024, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work.​In Singapore, the workforce exhibits a unique duality, showing one of the highest likelihoods of changing jobs in the next six months (41% low job satisfaction) while simultaneously expressing the strongest confidence in their current skills to secure new roles (72%). ​“This dual nature presents a unique challenge and opportunity for businesses underscores the need for employers to foster positive work environments and continuous learning opportunities to retain top talent,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “By understanding and addressing the root causes of dissatisfaction and bridging the gap, organizations can both retain top talent and attract new talent to drive innovation in an increasingly competitive market.”`​​KEY SINGAPORE FINDINGS​Well-BeingNearly half (48%) of all employees grapple with daily stress, highlighting a critical well-being challenge for employers. People experiencing less daily stress are twice as likely to remain in their current roles, emphasizing the importance of stress management in talent retention strategies. Employees feel a sense of meaning and purpose in their work (75%), yet there’s room for improvement in company culture alignment, with 69% of employees feeling connected to their company’s vision and values. Job SatisfactionA significant retention risk looms, with 41% of all workers – and a staggering 53% of young professionals – considering a job change within six months, despite 64% expressing job satisfaction.While 69% trust their manager has their best interests in mind for career development, only 52% report they are unlikely to voluntarily leave in the next six months, indicating a potential disconnect between employees and leadership. Despite reporting higher well-being and work-life balance, 43% of hybrid workers are considering job changes, challenging conventional wisdom about flexible work arrangements. ConfidencePeople feel capable in their roles, with 73% expressing confidence in their skills. However, almost a quarter (21%) see a ceiling in their current workplace, citing insufficient opportunities for career goal achievement. This ceiling is most prominent among white collar workers, with 32% reporting a lack of opportunity within their organizations. Though 67% believe their organization offers chances to gain new skills, less than half say they’ve received skills training (44%) and mentoring (41%) in the past six months. One in four Gen X workers (26%) feel they lack opportunities to reach their career goals at their current organization. “Today’s employees seek more than just a stable paycheck; they yearn for meaningful work, personal growth, and a supportive work environment where they can contribute their talents,” Ms. Teo says. “Today’s workforce demands more. They want balance, growth, and a more human workplace. It’s up to us to listen and respond.”​​GLOBAL HIGHLIGHTSMexico stands out with 89% of workers finding high levels of meaning and purpose in their work, while The Netherlands leads in overall workforce well-being at 73%. Nordic countries Norway and Sweden demonstrate strong job security, with 80% and 71% of workers respectively feeling secure in their positions for the next six months. However, these nations also face challenges, with fewer perceived opportunities for development and promotion (48% in Norway and 53% in Sweden), and lower trust in managers (57% in Norway and 57% in Sweden). France records one of the lowest Well-Being Index scores at 61%, suggesting significant challenges in work-life balance and job satisfaction. The United States displays robust overall sentiment, achieving a Confidence Index of 79%, with 73% of workers feeling secure in their jobs over the next six months. The Global Talent Barometer introduces new metrics, including the Well-Being Index, Job Satisfaction Index, and Confidence Index, providing a holistic view of workforce sentiment globally. These innovative indices offer employers unprecedented tools to measure and understand employee sentiment, enabling more effective strategies for talent management and workplace improvement. ​To view the complete results of the 2024 Barometer, visit: https://www.manpowergroup.com.sg/global-talent-barometer-singapore​​ABOUT THE GLOBAL TALENT BAROMETERThe ManpowerGroup Global Talent Barometer measures worker well-being, job satisfaction, and confidence. around the world. The Talent Barometer leverages independent survey best-practices and statistically significant samples to create a powerful tool to better understand what workers want globally. The research aims to improve the future of work through deeper understanding of key drivers of workforce sentiment today.​METHODOLOGYSurvey responses were collected from 12,062 workers across 16 countries from April 15 to May 10, 2024. All the data is weighted to match the worker population in each country by gender, age and region, and all countries are weighted to be equal.​​COUNTRIES SURVEYEDAustralia, Canada, France, Germany, Italy, Japan, Mexico, The Netherlands, Norway, Poland, Singapore, Spain, Sweden, Switzerland, the United Kingdom, and the United States of America.​​FORWARD-LOOKING STATEMENTSThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries and industries, as well as economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the U.S. Securities and Exchange Commission (SEC), including the information under the heading “Risk Factors” in its Annual Report on Form 10-K for the year ended December 31, 2023, whose information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPOREEstablished in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg​​ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.​

Discover how gaming trends are reshaping the future of work in this ManpowerGroup Global Insights report. Uncover the pivotal technologies poised to revolutionize industries, understand their impact on work practices, and anticipate their influence on the global workforce. With the gaming industry leading the charge in technological innovation, organizations can tap into this realm to identify and nurture the essential tech skills driving digital transformation amidst talent scarcity.​​Download Report​​

Our Working to Change the World Plan - and its three pillars - is embedded in our business strategy – caring for the Planet, amplifying our impact on People & Prosperity, and adhering to strong Principles of Governance with new awareness and urgency.  ​Planet: Tracking progress vs pledges By committing to change and encouraging our people, partners and clients to do the same, we are making measurable, incremental progress towards our environmental goals. Progress is our top priority.​​People & Prosperity: Creating Global Impact, One Job at a Time​Advances in technology and human ingenuity are opening new doors of opportunity for people around the world, provided they have the necessary skills. ​As a global organization spanning more than 70 countries, with local presence in thousands of communities, and a vast network of employees, associates, candidates, clients and partners, we create global impact, one job at a time. ​Together we are on a journey to help millions of people develop skills, build knowledge and apply their talents to accelerate the adoption of new technologies across industries to improve their lives and impact the planet. For good.​Principles of Governance: Trust, Transparency, and Accountability​Trust, transparency, and accountability are foundational to delivering on our purpose and our promise to create value for all stakeholders. We are committed to running a responsible and transparent business, setting high ethical standards for our industry and supply chain, and embracing corporate governance best practices.​The people we impact, the planet we love, and the communities we live and work in drive ManpowerGroup’s commitment to meaningful and sustainable employment.​Explore our Working to Change the World plan in the new ESG report.​​Download Report​