What defines the future of work?

Latest research reports give hints, both in the local and global contexts

By Jomarc Angelo M. Corpuz, Special Features and Content Writer

Adult Filipinos spend most of their days either at their workplace or stuck in the country’s horrid transport system. While people do not really have control of and are indifferent to transportation woes, they are growing far more aware and less tolerant of the various experiences happening in their work environments.

To understand this trend and know the reasons behind it, major consulting companies and work platforms have begun assessing what work should feel like and how employers should adapt not only to the demands and needs of the modern employee but also to the rapid technological change, the Philippines’ economic volatility, labor shortages, and shifting social values.

Demands for better support

Global workplace research by the business employee engagement platform WorkL shows just how dramatically employee expectations and experiences are changing. The Global Workplace Report 2025, which draws on insights from more than 120,000 organizations worldwide, shows that employees across regions, industries, and age groups are now demanding the same few things from their employers: fair pay, flexibility, support for well-being, meaningful development, and managers who communicate clearly.

Globally, employee engagement sits at an average of 75%, with countries like India (81%) and the Philippines (80%) leading in workplace satisfaction. But beneath this overall optimism lies a widening divide between tenured and new employees. Young workers, starters, and non-managers face the highest flight risk, indicating a strong likelihood of switching jobs due to poor support, unclear expectations, or low pay, while long-tenured employees and managers report greater stability and satisfaction.

The report also highlights the powerful role of flexibility. Hybrid workers consistently show the highest engagement levels (77%), suggesting that the employee’s ability to manage their own time and location has become a non-negotiable expectation. This trend is especially pronounced among men, who increasingly prioritise work-life balance and structured hybrid policies.

At the same time, artificial intelligence (AI) and automation are, just as expected, changing jobs and the market itself. Early-career roles are becoming more vulnerable, with younger employees in AI-exposed fields experiencing a notable drop in employment opportunities. While many employees hope that automation will ease workloads and reduce bureaucracy, they also express anxiety about job security and a desire for greater transparency around how AI affects their roles.

Industry differences are just as noticeable and eye-popping. The technology sector continues to be one of the happiest and most stable; while the retail and hospitality sectors, crucial industries in the Philippines, struggle with lower engagement and higher turnover. Retail, in particular, posts the highest global flight risk, driven by job stress, safety concerns, and limited career mobility.

Despite these challenges, the report offers a clear path forward. Organizations that focus on leadership quality, fairness, recognition, and career development outperform those that maintain traditional, rigid structures. This is because employees want to feel valued, respected, and supported as they build a future they can see themselves in.

A labor market in transition

The World Economic Forum’s (WEF) Future of Jobs Report 2025 vividly shows the ongoing, quick evolution of workforces in almost every industry. While it may be the case seemingly every year, companies project that technology and its adoption will impact massive parts of what is known as work. For instance, the report ranks AI, big data, robotics, and cloud computing among the most influential drivers of business change in the next five years.

This shift brings both promise and disruption. As businesses expect to create new roles in data, cybersecurity, sustainability, and AI management, they also anticipate significant displacement in routine, administrative, and manual jobs. Globally, employers estimate that 23% of roles will change by 2029, predicting a labor market in transition.

Skills requirements are shifting just as fast as employers struggle to catch up. The report highlights that the fastest-growing skills are no longer purely technical but hybrid in nature, with analytical thinking, resilience, creativity, and AI literacy topping the list.

At the same time, companies cite skills gaps as the biggest barrier to transformation, with 60% saying workers are not trained fast enough to keep up with new technologies. As a result, the report says organizations plan to invest heavily in reskilling and upskilling, particularly in digital and cognitive capabilities.

Another major theme is the evolving nature of work. Remote and hybrid arrangements remain widespread, with employers acknowledging their role in improving productivity and talent attraction. However, the rise of gig work, automation, and platform-based jobs is also changing job security and benefits structures. Many companies expect more fluid workforce models that provide a mix of full-time employees with contractors, and AI-assisted roles.

Overall, the Future of Jobs Report spotlights two decisive global shifts: one on technology, which forces jobs and workplaces to change faster than ever, and the other on the workers’ ability to adapt through continuous learning and flexible skills.

Surfacing priorities

P&A Grant Thornton, the local presence of professional services firm Grant Thornton, notes that workplaces around the globe are on the brink of monumental change due to the emergence of industry-changing innovations, increased prioritization of wellness and sustainability, and the continued preference of employees towards flexible work setups.

According to P&A Grant Thornton, hybrid work has gone from a nice-to-have option to intentional design, with companies restructuring offices for collaboration and investing in technology that supports seamless and online teamwork. The focus is now on outcomes rather than location, giving employees greater autonomy as long as they deliver results based on their descriptions. Success is now fully dependent on continuously gathering and integrating employee feedback.

The company also dubs AI as becoming an everyday workplace partner, automating routine tasks and enabling employees to focus on strategy, creativity, and problem-solving. It says organizations must balance AI adoption with ethical use, strong cybersecurity, and human oversight.

Employers are also shifting from credential-based hiring to prioritizing adaptable, tech-savvy, and growth-oriented workers instead of those with degrees. Upskilling and reskilling, even through online courses, micro-credentials, and practical training, are now essential for staying competitive. Organizations must support this transformation by offering continuous learning opportunities that help employees evolve alongside rapid industry changes.

Another point by the firm is that employee wellness has become a strategic priority, with workplaces investing in mental health support, financial wellness initiatives, and programs that promote work-life balance. The report notes that while holistic well-being improves satisfaction and retention, leadership must drive this culture by openly addressing health, modeling good habits, and reinforcing respectful, positive work behavior.

Workers increasingly want to contribute to organizations that prioritize ethical practices, sustainability, and social responsibility as well. To be an attractive destination, companies must demonstrate genuine commitment through eco-friendly operations, community involvement, and inclusive cultures. When employees feel their work supports a meaningful purpose, engagement rises, and organizations build stronger, values-driven identities.

With four generations sharing the workplace, collaboration across age groups is a must. Companies that promote mentorship, reverse mentoring, and open communication unlock innovation and mutual learning. Employees benefit from diverse perspectives, while organizations gain a more cohesive, adaptable, and future-ready workforce capable of navigating rapid change together.

Tech-driven yet people-centered

Across global studies, it is evident that employees are demanding healthier, more meaningful, and more flexible work experiences. WorkL’s findings show that Filipinos, like workers worldwide, now expect fair pay, mental health support, and work-life balance, with flexibility at the top of the list as long commutes and rising costs strain daily life. This aligns with the World Economic Forum’s projection that rapid technological change will continue reshaping jobs, requiring organizations and workers alike to embrace continuous learning, digital skills, and adaptability. Meanwhile, insights from P&A Grant Thornton show that hybrid work, AI integration, wellness, purpose, and multigenerational collaboration are becoming essential pillars of the modern workplace.

As companies redesign systems around autonomy, ethical technology use, and employee development, success increasingly depends on listening to workers and responding to their wants and needs. The future of work is already here, centered on people, powered by technology, and shaped by organizations willing to grow alongside their workforce.