AmCham Slovakia

The automotive sector expects the highest demand for employees

• 25 % of Slovak employers expect an increase in the number of employees, 22 % expect a decrease and 47 % do not expect any change, while 6 % of employers were undecided on this topic. 
• Based on these data, the net employment outlook (NEO) in Slovakia, adjusted for seasonal fluctuations, is 3 % for the second quarter of 2026. 
• The highest net employment outlook is in Central Slovakia 7 %. The lowest in Western and Eastern Slovakia (0%).
• Organizations in Automotive sector, with an outlook of 23, expect the most new jobs. The worst performing sector is Utilities & Natural Resources, where employees will be laid off (-15 %). 
• Globally, employers in India (68 %), U.A.E. (60 %) and in Brazil (55 %) have the strongest hiring plans. The weakest employment outlook is expected in Romania (-5 %) and Slovakia (3 %).

Bratislava, 18 March 2026 - The most competitive sector in Slovakia is Automotive with an outlook of 23, uplifting by 15 points since last quarter.

Slovakian employers expect a muted job market next quarter with a Net Employment Outlook (NEO) of 3 points. The employment outlook strengthens by 8 points compared to last quarter but weakens by 8 points since this time last year. Slovakia ranks second to last globally for its employment expectations, 28 points below the global average.

The global net labour market index for the second quarter of 2026 is at 31 points, up 7 percentage points from a year ago and increase of 6 points compared to previous quarter. 

“Although the employment outlook has improved slightly compared to the previous quarter, we are still talking about a sluggish labor market. Companies remain cautious, mainly due to macroeconomic uncertainty and a slowdown in export-oriented sectors. However, a positive sign is that the automotive industry continues to expect the highest demand for employees, confirming its strategic importance for the Slovak economy," said Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

COMPARISON OF RECRUITMENT PLANS BY SECTOR     

From Q1 2026, we have introduced a new industry sector classification that more accurately reflects trends in the global economy. We now track 11 sectors, including two specialized sectors – Technology and IT Services, which integrate subsectors of manufacturing, information services and professional services, providing a more comprehensive view of all technology-related aspects.

The Automotive industry is also monitored as a standalone sector, encompassing interconnected subsectors of manufacturing, trade and logistics.

Employers in six out of nine sectors in Slovakia plan to increase employee numbers in the second quarter of 2026. The highest number of new jobs (23 %) is expected to be created by companies in the Automotive sector. This represents an increase of 15 percentage points compared to the previous quarter, but a year-over-year decrease of 15 percentage points.

Slovakia's Professional, Scientific & Technical Services sector reports the greatest growth in expectations since last quarter with a 28-point increase. Slovakia ranks fourth globally for its quarterly growth in the Professional, Scientific & Technical Services sector.

REGIONAL COMPARISON    

The most competitive region in Slovakia is the Central Slovakia region with a NEO of 7. This region reports the greatest growth in expectations since last quarter and this time last year, rising by 12 points since Q1 2026 and 4 points since this quarter last year.

However, this quarter is the lowest NEO recorded in the Western Slovakia for 5 years, going back to Q4 2020 when it was -1. The outlook in the region is currently at 0.

COMPARISON BY COMPANY SIZE

Slovakian employers in 4 of 6 organization sizes expect increasing staffing levels in the upcoming quarter, while 1 organization size anticipates a decrease, and 1 organization size expects no change.

Slovakian employers in very large organizations, with 1,000 to 4,999 employees, are the most optimistic with a NEO of 8. despite their outlook decreasing by 1 point since last quarter and 2 points since this quarter last year.

Micro-organizations with fewer than 10 employees report the greatest recovery in expectations since last quarter, seeing a 21-point increase. The outlook in Slovakian micro-organizations is now at 4.

"From a regional perspective, we see th4 most dynamic recruitment plans in Central Slovakia, which is mainly related to the concentration of manufacturing and industrial capacities. It is also interesting that recruitment plans vary according to the size of the larger companies are better able to plan their capacities and investments, while smaller companies respond more flexibly but also more cautiously. This difference will become even more pronounced in the coming months," said Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

GLOBAL LABOUR MARKET DEVELOPMENTS 

• The global net labour market index for the second quarter of 2026 is at 31 points, up 7 percentage points from a year ago and increase of 6 points compared to previous quarter.  
• Employers in India (68 %), U.A.E. (60 %) and in Brazil (55 %), have the strongest hiring plans. The weakest employment outlook is expected in Romania (-5 %) and in Slovakia (3 %).
• Globally the Information has the strongest hiring prospects (41 %), followed by Finance & Insurance (35 %) and Construction & Real Estate (34 %). The Hospitality is the weakest performer (22 %).

GLOBAL FUTURE OF WORK TRENDS 2026: THE HUMAN EDGE

The future of work is accelerating. Organizations that want to remain competitive must respond to new models of collaboration, pressure for rapid reskilling, and changing talent expectations.

ManpowerGroup presents its global report for 2026, The Human Edge, which identifies 16 key changes shaping the labor market. The research is based on responses from more than 12,000 employees and 40,000 employers in 41 countries around the world.
The year 2026 will be a year of fundamental redefinition of work – influenced by artificial intelligence, demographic changes, pressure on productivity, and deepening social inequalities. The ability to combine technology with unique human skills is becoming a key competitive advantage.

PART I: Trends 1–8

Hybrid Super Teams and the era of Rapid Relearning
The first eight trends show how the very nature of work, job roles, and skill requirements are changing.

1. Role Redesign - Companies are moving away from thinking of jobs as static positions. Tasks are distributed between people and AI according to their strengths. Up to 39% of key skills will change by 2030.
2. AI augmentation - Artificial intelligence will no longer be just an add-on. AI agents will become part of everyday workflow processes, increasing the need for leaders capable of effectively managing the collaboration between humans and technology.
3. Blunt Force Automation - Many companies are investing in automation without sufficiently redesigning their work. Short-term savings can lead to a loss of know-how and a weakening of the customer experience.
4. Gig Goes Big - The share of project-based and flexible work is growing. By 2027, up to half of the workforce in developed countries could be involved in the gig economy. However, this raises questions about income stability and social protection.
5. AI Literacy - AI literacy is becoming a new universal competency—it includes critical thinking, ethical use of AI, and the ability to work effectively with generative intelligence tools.
6. Pre-Industrial Skills - Empathy, ethical decision-making, creativity, manual dexterity, and problem-solving skills will become increasingly valuable. Seven of the ten fastest-growing skills by 2030 will be soft skills.
7. Productivity Push - Expectations of immediate productivity gains from AI are increasing pressure on employees. Six out of ten workers globally report burnout.
8. Upskilling Renaissance - Continuous learning is becoming a necessity. Companies are expanding their development models—from micro-certifications to partnerships with educational institutions.

Conclusion

Technology alone does not guarantee success. The decisive factor will be how companies manage to combine AI with human potential, systematically invest in skills development, and set realistic productivity expectations.

"We see that pressure on productivity, talent shortages, and generational changes will intensify in the coming years. Organizations that want to be successful must stop addressing these challenges in isolation. They need a comprehensive strategy—from working with AI and upskilling to building trust and preparing the next generation of leaders. The future of work will not be about technology, but about the courage to change the way we work," said Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

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. Full results of the ManpowerGroup Employment Outlook survey are available at https://go.manpowergroup.com/meos. Detailed results for Slovakia can be found at www.manpower.sk/magazin/tag/prieskumy. 

In the context of the labor market survey, 523 Slovak employers were asked: “How do you expect the total number of employees in your company to change in the following quarter by the end of September compared to the current quarter?”   
 

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 over 70 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th year – all confirming our position as the brand of choice for in-demand talent. www.manpowergroup.com 

MANPOWERGROUP SLOVAKIA
In Slovakia, ManpowerGroup takes care of the HR and payroll agenda of more than 1,100 employees every month, who work for ManpowerGroup's clients. Thanks to its network of seven offices, ManpowerGroup finds 3,000 new employees for 350 clients annually. For more information, visit www.manpower.sk.
 

Unless otherwise stated, all data are seasonally adjusted. The formula with which the data is adjusted from seasonal fluctuations is improved from quarter to quarter, and with the new formula the data for the previous quarters are also recalculated, taking into account the more data available to us.