Index
Show
Industry sees steady retention of local talent
Many companies report that domestic workers are not leaving in large numbers for jobs abroad or even switching sectors. Rather than a sudden migration, the workforce looks steady, and employers are noticing both benefits and challenges from this trend.
Why talent is staying put
- Competitive local opportunities: Home markets are offering more roles, especially in tech, finance and services, reducing the need to move overseas.
- Remote and hybrid work: Flexible arrangements let people access global roles while staying in their home country.
- Family and social ties: Personal reasons keep many professionals close to home.
- Regulatory and visa hurdles: Immigration barriers make relocation harder and less attractive.
- Cost of living considerations: Higher living costs abroad can offset salary gains, so staying local often makes financial sense.
Implications for businesses
Stable domestic talent pools give companies a chance to build experience and institutional knowledge. At the same time, it raises expectations around career development and compensation. Employers that assume loyalty without investment risk losing motivated staff to better-managed local rivals.
How employers can respond
- Map clear career paths and promotion timelines to keep employees engaged.
- Invest in upskilling and reskilling so teams stay current and ambitious.
- Offer flexible work and international exposure through projects or short-term assignments.
- Keep compensation competitive and tie rewards to measurable outcomes.
- Partner with universities and training providers to secure the talent pipeline.
With thoughtful management, the lack of large-scale migration can become a competitive advantage. The companies that invest in people now will be best placed to grow as markets evolve.