Queensland 2025 employment market insights

Key takeaways from people2people's 2024 Employment and Salary Report

Queensland 2025 employment market insights

Key takeaways from people2people's 2025 Employment and Salary Report

Queensland labour market update:

Key trends and insights for 2024

Queensland's labour market enters 2024 with a relatively stable outlook, despite a slight 0.4% decrease in annual job advertisements. With a low unemployment rate of 4.3% and 57,400 online job vacancies, there are still significant opportunities for job seekers across the state.

Active job seekers form the majority, accounting for 76% of those seeking employment, while passive candidates comprise 21%. Employers in Queensland offer a broad mix of job types, with full-time roles dominating at 70%, followed by casual, temporary/contract, and part-time positions. As the state navigates economic pressures, key sectors like healthcare, hospitality, and infrastructure development are likely to remain key drivers of employment.

For employers, the high proportion of active job seekers provides a relatively broad talent pool, although competition for highly skilled professionals in technology and engineering persists. Regional areas may face added pressure, but the overall market remains favourable for those looking to enter the workforce.

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Employment trends impacting Queensland's labour market in 2024

Why employees are leaving their jobs in 2024


Employee retention and resignation remain significant challenges in today’s competitive workforce. Why are employees leaving their jobs, and what strategies can employers use to retain top talent? How does leadership influence employee engagement, and what role do workforce trends play in shaping supportive workplaces and addressing evolving career priorities in 2024?

Key workplace flexibility trends for 2024


Workplace flexibility remains a top priority for employees in 2024. Employers face challenges in competing with flexible roles, meeting work-from-home expectations, and offering tailored arrangements. How can employers attract and retain talent by understanding employee preferences, balancing office and remote work, and providing flexibility from day one?

What counteroffers included in 2024


Talent shortages have made counteroffers a key challenge in recruitment. Why is understanding jobseekers' reasons for leaving and reactions to counteroffers crucial for hiring managers? How can proactive engagement, clear communication, and early issue resolution secure commitment and prevent losing top talent during the notice period? Stay ahead of your competitors in a tough market.

Employment trends impacting Queensland's labour market in 2024

Why employees are leaving their jobs in 2024


Employee retention and resignation remain significant challenges in today’s competitive workforce. Why are employees leaving their jobs, and what strategies can employers use to retain top talent? How does leadership influence employee engagement, and what role do workforce trends play in shaping supportive workplaces and addressing evolving career priorities in 2024?

Key workplace flexibility trends for 2024


Workplace flexibility remains a top priority for employees in 2024. Employers face challenges in competing with flexible roles, meeting work-from-home expectations, and offering tailored arrangements. How can employers attract and retain talent by understanding employee preferences, balancing office and remote work, and providing flexibility from day one?

What counteroffers included in 2024


Talent shortages have made counteroffers a key challenge in recruitment. Why is understanding jobseekers' reasons for leaving and reactions to counteroffers crucial for hiring managers? How can proactive engagement, clear communication, and early issue resolution secure commitment and prevent losing top talent during the notice period? Stay ahead of your competitors in a tough market.
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Why employees are leaving their jobs in 2024

One of the most significant reasons employees quit is the lack of career opportunities, which continues to be a leading factor in 2024. Employees also cite low pay, management issues, and unsupportive workplace cultures as additional barriers to staying. Other notable factors include insufficient flexibility, poor work-life balance, and the absence of adequate employee benefits. These challenges underscore the necessity for organizations to evaluate their internal structures and prioritize creating an environment that meets the evolving needs of their workforce.

To combat rising attrition rates, organizations are focusing on innovative retention strategies. In 2024, increased base pay and investments in training and development are among the most prominent approaches. Companies are also placing greater emphasis on retaining critical roles, offering more flexible work arrangements, and facilitating lateral promotions to encourage internal mobility. These strategies reflect a shift toward building a more inclusive and supportive workplace, which helps employees feel valued and motivated to stay.

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Why employees are leaving their jobs in 2024

Employee retention and resignation are ongoing challenges in today’s dynamic workforce. Understanding why employees leave and how companies can improve retention strategies is crucial for fostering long-term engagement and productivity. In recent years, the factors driving employee resignations have evolved, highlighting the importance of addressing career development, workplace culture, and leadership. What are the root causes of employee resignations, the strategies businesses are employing to retain talent, and the broader implications for workforce management in 2024?

One of the most significant reasons employees quit is the lack of career opportunities, which continues to be a leading factor in 2024. Employees also cite low pay, management issues, and unsupportive workplace cultures as additional barriers to staying. Other notable factors include insufficient flexibility, poor work-life balance, and the absence of adequate employee benefits. These challenges underscore the necessity for organizations to evaluate their internal structures and prioritize creating an environment that meets the evolving needs of their workforce.

To combat rising attrition rates, organizations are focusing on innovative retention strategies. In 2024, increased base pay and investments in training and development are among the most prominent approaches. Companies are also placing greater emphasis on retaining critical roles, offering more flexible work arrangements, and facilitating lateral promotions to encourage internal mobility. These strategies reflect a shift toward building a more inclusive and supportive workplace, which helps employees feel valued and motivated to stay.

Unlock full insights

Key workplace flexibility trends for 2024

To remain competitive, many employers emphasize flexibility, career growth opportunities, and strong company reputations to attract candidates. However, job seekers’ expectations around returning to the office vary widely, with many requiring significant incentives, such as pay rises, to give up flexible arrangements. Additionally, timing plays a critical role, as over half of job seekers expect work flexibility to be available from their first day in a new role.

Work-from-home preferences reveal that most employees desire a hybrid model, balancing office presence with remote work. While some teams adopt shared anchor days in the office, others implement tailored individual flexibility arrangements. Employers who fail to adapt risk resignations, as flexibility continues to be a driving force in job satisfaction and decision-making for modern professionals.

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Key workplace flexibility trends for 2024

Flexibility in the workplace has become a critical factor in attracting and retaining top talent. As employers navigate the challenges of balancing operational needs with employee expectations, understanding the dynamics of flexibility preferences is essential. Key considerations include competing against roles offering greater flexibility, how work-from-home arrangements influence job decisions, and the timing of access to flexibility when starting a new job.

To remain competitive, many employers emphasize flexibility, career growth opportunities, and strong company reputations to attract candidates. However, job seekers’ expectations around returning to the office vary widely, with many requiring significant incentives, such as pay rises, to give up flexible arrangements. Additionally, timing plays a critical role, as over half of job seekers expect work flexibility to be available from their first day in a new role.

Work-from-home preferences reveal that most employees desire a hybrid model, balancing office presence with remote work. While some teams adopt shared anchor days in the office, others implement tailored individual flexibility arrangements. Employers who fail to adapt risk resignations, as flexibility continues to be a driving force in job satisfaction and decision-making for modern professionals.

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What counteroffers included in 2024

Upon extending an offer, hiring managers must transition swiftly into a proactive engagement strategy. This entails maintaining open lines of communication with the new hire, providing insight into the company culture, and fostering a sense of belonging even before their official start date. By involving them in relevant discussions, introducing key team members, and offering resources for personal and professional development, managers can instill a strong sense of anticipation and commitment.

Vigilance against potential counteroffers is equally critical. Research indicates that many employees reconsider their decisions during the notice period, especially when confronted with lucrative counteroffers. To preempt such scenarios, hiring managers should maintain candid conversations with the new hire, addressing any concerns or reservations promptly.

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What counteroffers included in 2024

Due to talent shortages, many employers might consider counteroffering to retain key staff, adding a new layer of complexity to the recruitment process. To avoid any surprises, all hiring managers undertaking a recruitment process must have a clear understanding of candidates' key reasons for leaving their current role, as well as how they would react in the case of a counteroffer

Upon extending an offer, hiring managers must transition swiftly into a proactive engagement strategy. This entails maintaining open lines of communication with the new hire, providing insight into the company culture, and fostering a sense of belonging even before their official start date. By involving them in relevant discussions, introducing key team members, and offering resources for personal and professional development, managers can instill a strong sense of anticipation and commitment.

Vigilance against potential counteroffers is equally critical. Research indicates that many employees reconsider their decisions during the notice period, especially when confronted with lucrative counteroffers. To preempt such scenarios, hiring managers should maintain candid conversations with the new hire, addressing any concerns or reservations promptly.

Unlock full insights

Our Queensland  Recruitment Team at people2people

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