AmCham Slovakia

 The greatest demand for employees is expected in Hospitality and Automotive

• 21 % of Slovak employers expect an increase in the number of employees, 27 % expect a decrease and 47 % do not expect any change, while 5 % of employers were undecided on this topic. 
• Based on these data, the net employment outlook (NEO) in Slovakia, adjusted for seasonal fluctuations, is -6 for the third quarter of 2026. 
• The highest net employment outlook is in Western Slovakia with a NEO of 1. The lowest NEO is recorded in Central Slovakia (-20).
• Organizations in Hospitality, with an outlook of 12, expect the most new jobs. The worst performing sector is Information, where employees will be laid off (-32). 
• Globally, employers in India and Puerto Rico (48), U.S. (45) and in Brazil (37) have the strongest hiring plans. The weakest employment outlook is expected in Romania (-12), Hong Kong (-9) and Slovakia (-6).

Bratislava, 10 June 2026 - The most competitive sector in Slovakia is Hospitality with an outlook of 12, uplifting by 16 points since last quarter.

Slovakian employers expect weak hiring intentions in the upcoming quarter with a Net Employment Outlook (NEO) of -6 points. The outlook drops by 9 points since last quarter and 22 points since this quarter last year. Globally, Slovakia ranks third to last for its employment expectations, 32 points below the global outlook.

The global net labour market index for the third quarter of 2026 is at 26 points, down 5 points from last quarter but 2 points higher than this time last year.  

“The results for the third quarter confirm a significant cooling of the Slovak labor market. Employers are responding to a combination of weak consumer spending, geopolitical uncertainty, and subdued industrial demand by adopting a more cautious approach to hiring. Despite the overall decline, we are seeing some resilience in the automotive sector, hospitality, and manufacturing. At the same time, a significant improvement in the professional, scientific, and technical services sector indicates continued demand for specialized professional positions,” adds Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

COMPARISON OF RECRUITMENT PLANS BY SECTOR     

Employers in six out of nine sectors in Slovakia plan to decrease employee numbers in the third quarter of 2026. The most competitive sector in Slovakia is Hospitality with an outlook of 12, improving by 16 points since last quarter.

The sector with the greatest annual increase is Professional, Scientific & Technical Services with an increase of 47 points.

This quarter is the lowest NEO recorded in the Construction & Real Estate sector for 6 years, going back to Q3 2020 when it was -12.

REGIONAL COMPARISON    

The most competitive region in Slovakia is the Western Slovakia region with a NEO of 1, rising by 1 point since last quarter, but falling by 12 points since this quarter last year.
This quarter is the lowest NEO recorded in Bratislava for 6 years, going back to Q3 2020 when it was -11.

COMPARISON BY COMPANY SIZE

Slovakian employers in 4 of 6 organization sizes expect decreasing staffing levels in the upcoming quarter, while 2 organization sizes expect an increase.

Slovakian employers in very large organizations, with 1,000 to 4,999 employees are the most optimistic with a NEO of 15, improving by 4 points since last quarter and 7 points since this quarter last year. This quarter is the highest NEO recorded in these organizations for over 2 years, going back to Q2 2024 when it was 16.

This quarter is the lowest NEO recorded in medium organizations (50 to 249 employees) for 5 years, going back to Q1 2021 when it was -8.

“The Slovak labor market continued to see an overall slowdown in hiring activity in the third quarter, a trend clearly reflected in regional dynamics. Negative expectations prevail in most regions, with only western Slovakia maintaining a more stable outlook. Conversely, Bratislava is seeing a significant deterioration in hiring sentiment, reaching its lowest level in the past six years, reflecting a combination of weaker demand and increased economic uncertainty,” said Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.

GLOBAL LABOUR MARKET DEVELOPMENTS 

• The global net labor market index for the third quarter of 2026 is at 26 points, down 5 points from last quarter but still 2 points higher compared to last year.  
• Employers in India and Puerto Rico (48), U.S. (45) and in Brazil (37) have the strongest hiring plans. The weakest employment outlook is expected in Romania (-12), Hong Kong (-9) and Slovakia (-6).
• Globally the Information has the strongest hiring prospects (32), followed by Construction & Real Estate (31). The Public Sector, Health & Social Services, is the weakest performer (18 ).

GLOBAL FUTURE OF WORK TRENDS 2026 – part II.

ManpowerGroup presents its 2026 global report, *The Human Edge*, which identifies 16 key shifts 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 second part of the 2026 trends shows that companies will be increasingly influenced by demographic changes, talent shortages, the brain drain, and growing pressure for flexibility, trust, and fairness in the workplace. Organizations that can effectively link technological innovation with people development, intergenerational collaboration, and the preparation of a new generation of leaders will gain a competitive advantage.

PART II: Trends 9 – 16

Changing Norms and the Succession Crisis
The second set of trends highlights broader social and demographic shifts that will fundamentally impact talent availability and labor market stability.

9. Return to the Office
Mandatory returns to the office are leading to the departure of some talent - often the highest performers. Companies will have to balance flexibility with the need for collaboration.

10. Declining Trust
Trust in institutions and employers is declining globally. Transparent communication and data-driven decision-making are becoming key elements of leadership.

11. Equity Gaps
Rising living costs and income uncertainty are increasing pressure for fair compensation and support for employee well-being.

12. Power Surge
The growing use of AI is dramatically increasing energy consumption. Companies will have to account not only for technological investments but also for energy and infrastructure readiness.

13. Talent Droughts
An aging population and declining birth rates are causing a structural labor shortage. More than half of employers are already feeling the effects of an aging workforce.

14. Degree Doubts
A college degree is no longer an automatic guarantee of employment. Companies will take a more flexible approach to educational requirements and focus more on specific skills.

15. Brain Drains
The retirement of experienced employees poses a risk of losing know-how. Organizations will need to systematically implement mentoring and knowledge transfer.

16. Leadership Wanes
Only a small portion of Generation X and Millennials want to become leaders. Companies will need to redefine managerial roles and enhance the appeal of leadership.

Conclusion

The year 2026 will bring not only technological transformation but also profound changes in personnel and values. Organizations that can build trust, promote inclusion, systematically develop talent, and prepare a new generation of leaders will gain a decisive competitive advantage.

“Companies today face a dual challenge—managing the rise of artificial intelligence while simultaneously preparing a new generation of talent and leaders. Organizations that systematically invest in employee development, intergenerational collaboration, and corporate culture will gain a significant competitive advantage in the coming years,” adds 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.


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