The Randstad Workmonitor 2025 report points to a clear shift in workplace values across the globe: employees are increasingly unwilling to trade personal well-being for career advancement. The study found that many workers would turn down promotions or higher salaries if these came at the expense of personal time, mental health, or flexibility.
Hybrid and remote work arrangements have become central to this shift. Workers are looking for employers who can offer adaptable schedules, greater autonomy, and a culture that values rest and recovery as much as productivity. Alongside salary and job security, work-life balance now stands as one of the top considerations when deciding whether to accept or remain in a role.
While the study does not include Maldives-specific data, the findings have strong relevance to the local context. In the Maldives, the dominance of the tourism and service sectors means that long hours, shift-based work, and geographical separation from family are common. For many resort employees, weeks or months can pass before they spend time at home, a reality that strains the balance between professional and personal life.
In urban areas such as Malé, growing congestion and rising living costs also impact the ability to maintain balance. In both cases, the structure of work often leaves little room for leisure, hobbies, or family commitments.
Globally, the Workmonitor 2025 report shows younger workers are driving much of this change. They are more likely to demand mental health support, opportunities for continuous learning, and the ability to integrate work into life, rather than the other way around. This generational shift is beginning to emerge in the Maldives as well, particularly in sectors like ICT, finance, and creative industries, where remote and hybrid options are more feasible.
For Maldivian employers, especially in tourism, aligning with these expectations will require structural changes. Offering shorter rotation schedules for resort workers, more predictable off-days, or improved on-site facilities for recreation and family communication could help. In office-based roles, flexible hours, work-from-home arrangements, and employee wellness programmes could become key retention tools.
The challenge lies in balancing these changes with the operational demands of industries that run on tight margins and depend heavily on continuous service delivery. However, the long-term benefits of improved retention, higher productivity, and a more satisfied workforce could outweigh the short-term adjustments.
With global talent mobility increasing and digital skills in demand, workers, especially those with specialised skills, have more opportunities to work for overseas employers without leaving the country. If local businesses cannot match the flexibility and well-being support offered elsewhere, the risk of local talent drain will grow.
The Randstad report’s global message is clear: work-life balance is no longer a perk; it is a baseline expectation. For the Maldives, embracing this shift could be vital in attracting and keeping skilled professionals in an increasingly competitive talent market.
