(source: Canva)
The Slovak labour market in 2025 continues to evolve rapidly, shaped by digital transformation, demographic shifts, and changing employee expectations. ManpowerGroup has identified 16 global trends influencing how people work and what they expect from employers. Of these, ten stand out as especially relevant to Slovakia, offering both challenges and opportunities for businesses.
“The trends emerging for 2025 clearly highlight the need for flexibility, innovation, and talent development as critical success factors. Slovakia faces the same challenges as global markets – rapid digitalization, shifting employee expectations, and an urgent demand for new skills. Companies that invest in education, hybrid work models, and smart technologies will remain not only competitive, but also attractive to talent. In a time of acute talent shortages, it is essential to explore new ways to develop and retain employees,” says Zuzana Rumiz, General Manager of ManpowerGroup Slovakia.
Zuzana Rumiz, General Manager (source: ManpowerGroup)
1. Generation Z in the workforce
Generation Z is entering the world of work during a time of unprecedented change, requiring adaptability and resilience. However, nearly half (47%) plan to change jobs soon. Their top priorities include flexibility, mental well-being, and meaningful career growth. Employers who fail to address these expectations risk high turnover, while those that nurture young talent will secure long-term loyalty.
2. Millennial managers under pressure
Around 60% of millennials now occupy managerial roles, but many are overwhelmed by conflicting demands from leadership, teams, and personal responsibilities. Over one-third are considering leaving their positions, and more than half (53%) report high daily stress levels. By fostering ethical leadership, transparent communication, and robust mentoring programs, businesses can improve managerial resilience and retention.
3. Persistent gender inequality
The gender pay gap persists, with women in Slovakia earning, on average, 20% less than men. Alarmingly, 48% of employers have no strategy in place to address these disparities. The pandemic has exacerbated the issue, particularly affecting female-dominated roles. Equal performance evaluations, clear promotion pathways, and leadership opportunities for women are crucial. Companies that embrace gender equality see gains in performance and employee satisfaction.
4. Productivity pressure
Nearly half of employees (49%) report high levels of work-related stress, yet only 21% feel adequately supported by their employer regarding mental well-being. Poorly implemented AI can even hinder productivity if staff lack the training to use it effectively. Evidence suggests that investing in mental health and well-being can deliver up to a fourfold return in improved performance. Supporting employees in managing stress offers a vital competitive edge.
5. Fostering creativity in a hybrid world
As hybrid work becomes the norm, the demand for flexibility is stronger than ever. Disparities in office attendance policies can lead to perceptions of unfairness. Purpose-driven workspace design that fosters collaboration and community is key. Alternative workspaces such as cafés, libraries, and coworking hubs are gaining traction. In the near future, augmented reality will likely play an important role in reimagining the physical work environment.
6. AI in practice: from hype to impact
Nearly half (48%) of employers have implemented generative AI tools, but concerns remain. Key barriers include investment costs (33%), data privacy and regulatory issues (31%), and a lack of AI-related skills (31%). When used effectively, AI can boost productivity by up to 40%, but only if organizations invest in upskilling their workforce to leverage its full potential.
7. The future of cybersecurity
Cyberattacks pose a growing threat, with the average cost of a breach exceeding $4.88 million. Globally, there is a shortfall of more than 4 million cybersecurity professionals. Slovak firms must enhance data protection strategies, invest in proactive security measures, and build IT teams equipped for the evolving threat landscape. Strategic outsourcing and partnerships can help mitigate talent shortages in this critical area.
8. Business and green transition
Sustainability is climbing the corporate agenda, with up to 30 million green jobs expected globally by 2030. Slovak businesses must comply with new regulations and reduce their environmental footprint. In manufacturing, IT, and operations, over 57% of skills will need to evolve to support sustainability. AI and automation can play a pivotal role in managing environmental goals effectively, though skills shortages remain a challenge.
9. Navigating geopolitical instability
Rising geopolitical tensions are impacting supply chains, trade, and talent mobility. Over one-third of CEOs have revised business plans in response to political risks. Companies must build resilience through more flexible employment models and greater investment in local markets. Employers also have an opportunity to support refugees and displaced workers – contributing to both social responsibility and labour stability.
10. A constant challenge: talent shortages
Despite economic uncertainty, 74% of employers report difficulties in finding skilled workers. The green transition and emerging technologies are creating new jobs faster than they can be filled. While AI is reshaping the labour landscape, it has yet to close the skills gap. Businesses must invest in reskilling and upskilling their current workforce to remain competitive.
Conclusion
The Slovak labour market is at a crossroads, driven by global forces and local realities. Organizations that stay ahead of these trends by investing in people, technology, and inclusive policies will be best positioned for sustainable growth in an uncertain future.
This article was published in Career Guide 2025 and brought to you by
