AmCham Slovakia

The labor market in 2025 will continue to evolve dynamically under the influence of digitalization, demographic shifts, and changing employee expectations. ManpowerGroup has identified 16 key trends shaping the workplace, employee priorities, and employer-employee relationships.

Here, we present the 10 most significant trends that will have the greatest impact on the Slovak labor market:

"The trends we observe for 2025 clearly indicate that flexibility, innovation, and talent development will be critical for the success of both companies and individuals. The Slovak labor market faces the same challenges as the global one – rapid digitalization, a growing need for new skills, and shifting employee expectations. Companies that invest in education, hybrid work models, and technological solutions will not only remain competitive but also attractive to employees. In a time of skilled labor shortages, it is essential for businesses to actively seek new ways to retain and develop their workforce," says Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

1. Generation Z Gains Competency

Generation Z is entering the job market in a period of rapid change, requiring a high degree of adaptability. However, 47% of them plan to change jobs in the near future. Their key priorities include flexibility, mental well-being, and career growth opportunities. Employers who fail to address these factors risk high turnover. Companies that invest in developing young talent will secure long-term loyalty.

2. Millennial Managers Feel the Squeeze

As many as 60% of millennials already hold managerial positions, yet they face overwhelming workloads. They must balance demands from superiors, subordinates, and their personal lives. More than a third of them are considering leaving their jobs, and 53% report high levels of daily stress. Companies that prioritize employee well-being, ethical leadership, and transparency will maintain stability. Improving communication and mentoring programs can help reduce stress and enhance managerial performance.

3. Closing Workforce Gender Gaps

Gender pay gaps remain a challenge, with women earning, on average, 20% less than men. Additionally, 48% of employers lack strategies to reduce these disparities. The pandemic further deepened inequalities, disproportionately affecting female-dominated roles. Implementing equal performance evaluations and providing women with leadership opportunities can help bridge the gap. Companies that actively promote gender equality benefit from increased performance and employee satisfaction.

4. Productivity-Fueled Pressure

Work-related stress is a common issue, with 49% of employees reporting high levels of stress. At the same time, only 21% feel fully supported by their employer in terms of mental well-being. Poorly implemented AI can even reduce productivity if employees are not trained to use it effectively. However, investments in well-being and mental health can yield up to a fourfold return in terms of improved performance. Companies that help employees manage stress will gain a significant competitive advantage.

5. Workplace Creativity and Evolution

Hybrid work has transformed office dynamics, with demand for flexibility continuing to grow. Some employees feel a sense of unfairness when required to be in the office while others work remotely. The solution lies in purposefully designing workspaces that foster collaboration and social interaction. Coworking spaces and "third places," such as cafés and libraries, are becoming increasingly popular. In the future, augmented reality will become an integral part of the work environment.

6. Shifting AI Use from Wow to How

Nearly half of employers (48%) have already implemented generative AI, yet concerns remain. The main challenges include the high cost of investment (33%), privacy and regulations (31%), and AI skills gaps (31%). When properly utilized, artificial intelligence can boost productivity by up to 40%. However, companies must invest in training to ensure employees can effectively leverage AI tools.

7. Cybersecuring the Future

Cyberattack risks are rising, with the average economic impact of a single attack reaching $4.88 million. The global shortage of cybersecurity specialists has surpassed 4 million professionals. Companies must enhance data protection, invest in preventive measures, and build IT teams with the necessary skills. Outsourcing and partnerships with specialized firms can help mitigate the talent shortage. Cybersecurity is becoming an inseparable part of corporate strategy.

8. Green Business Transformation

Demand for sustainable solutions is growing, with up to 30 million new green jobs expected by 2030. Companies must adapt to new regulations and reduce their carbon footprint. In sectors such as Manufacturing, IT, and Operations, more than 57% of skills will need to evolve to support sustainability efforts. A shortage of qualified workers in this area presents a challenge. Artificial intelligence and automation can help manage environmental initiatives more efficiently.

9. Geopolitical Uncertainty

Geopolitical tensions impact trade, supply chains, and talent availability. More than one-third of CEOs have canceled or adjusted their business plans due to political risks. Organizations must be prepared for more flexible employment models and increased investments in local markets. At the same time, employers have an opportunity to support refugees and displaced workers. Employment stability will be crucial for the sustainable growth of businesses.

10. The Constant in an Uncertain Future: Talent Scarcity

Despite economic uncertainty, 74% of employers report difficulties in finding skilled talent. While technological innovations are reshaping the labor market, AI has not yet solved the skills gap. The green transition and emerging technologies are creating millions of new jobs. Employers must invest more in training and reskilling their current workforce. Companies that can attract and develop talent will gain a significant competitive advantage.

"Generation Z prioritizes meaningful work, mental well-being, and career opportunities, while millennial managers face increasing performance pressures. The talent shortage in IT, manufacturing, and the green economy is deepening, forcing companies to invest in reskilling and adapting their workforce. The labor market is constantly evolving, and businesses that can swiftly respond to these changes will achieve long-term success," adds Zuzana Rumiz.

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Contact: Lenka Balcová, lenka.balcova@manpowergroup.sk