Job-Hopping for Just 10%? What This Means for Retention in 2025
Key Takeaways
- 45% of employees would switch jobs for a raise of 10% or less.
- Salary expectations are rising, but employer budgets aren’t always keeping pace.
- Retention strategies must go beyond pay—think culture, flexibility, and purpose.
- Employer branding is more critical than ever in a competitive talent market.
Stats taken from the FRS Recruitment Employment Insights Report 2025
The New Rules of Retention
In today’s talent market, loyalty has a price and it’s lower than you might think. According to the 2025 FRS Recruitment Employment Insights Report, nearly half of Irish employees (45%) would consider leaving their current role for a salary increase of just 10% or less.
This stat is a wake-up call for employers. It signals a shift in how workers value their roles, and it challenges traditional assumptions about what keeps people engaged and committed. So, what does this mean for your retention strategy?
The 10% Tipping Point: Why Employees Are Ready to Move
Gone are the days when employees stayed put for stability alone. In 2025, workers are more confident, mobile, and aware of their market value. The report also reveals that 70% of job seekers believe they could secure a new role within three months - a clear sign of optimism and opportunity.
For many, a modest pay bump is enough to justify the leap. But it’s not just about money. Employees are also seeking:
- Better work-life balance
- Career progression
- Stronger alignment with company values
- More flexible or hybrid working models
What This Means for Employers
If your retention strategy hinges solely on annual pay reviews, it’s time to rethink. Here’s what employers should consider:
1. Reassess Total Compensation
While a 10% raise might not be feasible across the board, consider how your total rewards package stacks up, bonuses, benefits, wellness support, and flexibility all count.
2. Invest in Culture and Career Growth
Employees are more likely to stay where they feel valued, challenged, and supported. Clear career pathways, mentorship, and upskilling opportunities can make a big difference.
3. Strengthen Your Employer Brand
Your reputation as an employer matters. What are people saying about your company on Glassdoor or LinkedIn? Are your values visible and authentic?
4. Listen and Act
Regular pulse surveys and open communication channels can help you stay ahead of dissatisfaction before it turns into turnover.
The Bottom Line
In a market where 45% of employees are willing to jump ship for a 10% raise, retention is no longer just about pay, it's about purpose, progression, and people. Employers who adapt to this reality will be better positioned to attract and retain top talent in 2025 and beyond.
Ready to Future-Proof Your Talent Strategy?
If you're looking to strengthen your employer brand or refine your retention approach, our team at FRS Recruitment can help. Get in touch today to start building a workforce that stays and thrives.
