{"id":789312,"date":"2024-11-21T13:56:17","date_gmt":"2024-11-21T11:56:17","guid":{"rendered":""},"modified":"2024-11-25T14:37:18","modified_gmt":"2024-11-25T12:37:18","slug":"defitsyt-kadriv-vysoki-zarplatni-ochikuvannya-ta-mobilizatsiya-klyuchovi-tendentsiyi-rynku-pratsi-u-2024-rotsi","status":"publish","type":"post","link":"https:\/\/new.eba.com.ua\/en\/defitsyt-kadriv-vysoki-zarplatni-ochikuvannya-ta-mobilizatsiya-klyuchovi-tendentsiyi-rynku-pratsi-u-2024-rotsi\/","title":{"rendered":"Labour shortage, high salary expectations, and mobilisation: key trends in the labour market in 2024"},"content":{"rendered":"<p>These findings are based on the results of the <strong>Research on the Labour Market in Ukraine<\/strong>\u00a0conducted by the <strong>European Business Association<\/strong> in collaboration with labour market analytics expert <strong>Tetiana Pashkina<\/strong>. Below are the key takeaways from the study.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-604526 size-large\" src=\"https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-1024x576.png\" alt=\"\" width=\"1024\" height=\"576\" srcset=\"https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-1024x576.png 1024w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-300x169.png 300w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-768x432.png 768w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-1536x864.png 1536w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-650x366.png 650w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-570x320.png 570w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-270x152.png 270w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-800x450.png 800w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng-125x70.png 125w, https:\/\/new.eba.com.ua\/wp-content\/uploads\/2024\/11\/HR_eng.png 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/p>\n<p><strong>Personnel Changes in 2024<\/strong><\/p>\n<ul>\n<li>88% of respondents opened new vacancies in 2024<\/li>\n<li>87% increased employees\u2019 salaries<\/li>\n<li>71% reported experiencing a significant shortage of qualified personnel<\/li>\n<li>56% invested in personnel development<\/li>\n<\/ul>\n<p>In 2024, companies focused on comprehensive support for their employees, combining financial incentives, health and professional development care, and creating comfortable working and living conditions.<\/p>\n<p>The most common support methods included full salary payments (98%) and bonuses (84%). More than half of the respondents (56%) reported that their companies invested in personnel development, 46% provided psychological support for employees and their families, and 21% helped employees with housing rental costs.<\/p>\n<p>Additionally, some companies covered medical insurance for employees\u2019 family members, accommodation in other cities or abroad, and expenses for electricity and internet.<\/p>\n<p><strong>Planned Changes in Companies for 2025<\/strong><\/p>\n<p>In 2025, companies are planning to implement a range of changes aimed at retaining and developing employees, expanding teams, and growing their businesses. The main areas of focus include:<\/p>\n<ul>\n<li>Increasing the workforce \u2013 46%<\/li>\n<li>Raising salaries \u2013 88%<\/li>\n<li>Increasing budgets for training and development \u2013 33%<\/li>\n<li>Entering new markets and seeking new partners \u2013 24%<\/li>\n<li>Increasing salary levels by 10-15% \u2013 24%<\/li>\n<\/ul>\n<p>It is worth noting that <strong>36%<\/strong> of companies plan to raise salary levels but have not yet determined the extent of the increase. Specifically, <strong>16%<\/strong> of companies plan salary increases of 5-10%, <strong>24%<\/strong> anticipate increases of 10-15%, <strong>11%<\/strong> expect increases of 15-20%, \u043enly<strong> 1%<\/strong> plan to raise salaries by more than 20%.<\/p>\n<p>For comparison, in 2024 <strong>18%<\/strong> of companies raised salaries by less than 10%, <strong>43%<\/strong> increased salaries by 10-15%, <strong>21%<\/strong> implemented increases of 15-20%, <strong>5%<\/strong> raised salaries by more than 20%.<\/p>\n<p><strong>Remote Work<\/strong><\/p>\n<p><strong>25%<\/strong> of companies allow all categories of employees to work remotely, while <strong>63%<\/strong> permit remote work for only a portion of their staff. According to new data, <strong>12%<\/strong> of companies do not provide their employees with the option to work remotely. This is slightly less compared to the previous survey, where <strong>17%<\/strong> of respondents stated that their companies did not offer remote work opportunities.<\/p>\n<p><strong>Categories of Employees Who Predominantly Cannot Work Remotely<\/strong><\/p>\n<ul>\n<li>Medical representatives, regional managers, warehouse workers, loaders, drivers, production staff, shop assistants, bank employees, pharmacists.<\/li>\n<li>Accountants, engineers, logisticians, lawyers, administrative staff, operational staff, IT support, company executives\/management, HR professionals.<\/li>\n<li>Employees authorised to sign documents, those whose work involves paper documentation, security staff, teachers.<\/li>\n<\/ul>\n<p>It is important to note that some companies allow remote work only within Ukraine.<\/p>\n<p><strong>Employees Abroad<\/strong><\/p>\n<p>According to the survey results <strong>35%<\/strong> of companies reported that all their employees continue to work in Ukraine. This figure has slightly increased compared to the previous survey wave (previously 32%). <strong>44%<\/strong> of companies indicated that up to 5% of their employees have relocated abroad and are working from another country. <strong>10%<\/strong> stated that 5-10% of their employees are working abroad. <strong>4%<\/strong> have 10-15% of their workforce abroad. <strong>5%<\/strong> have more than 15% of their employees working outside Ukraine.<\/p>\n<p><strong>29%<\/strong> of companies plan to return employees to the office soon. <strong>19%<\/strong> said the return would not apply to all employee categories. <strong>51%<\/strong> reported they do not plan to return employees to the office.<\/p>\n<p><strong>Did Your Company Open New Vacancies in 2024?<\/strong><\/p>\n<p>In 2024 <strong>93%<\/strong> of companies opened new vacancies, with 3% offering roles exclusively to internal candidates and former employees. <strong>7%<\/strong> did not open new vacancies.<\/p>\n<p><strong>Does Your Company Plan to Open New Vacancies in 2025?<\/strong><\/p>\n<p>In 2025 <strong>46%<\/strong> of companies plan to expand their workforce. <strong>7%<\/strong> anticipate a reduction in headcount. <strong>47%<\/strong> do not plan to change the number of employees.<\/p>\n<p><strong>Are You Experiencing a Labour Shortage?<\/strong><\/p>\n<p><strong>71%<\/strong> of respondents reported a significant labour shortage, a 3% decrease compared to the previous survey wave. <strong>25%<\/strong> feel a partial shortage. Only <strong>4%<\/strong> of companies do not experience any labour shortage.<\/p>\n<p><strong>What Do You Believe Are the Key Challenges in Ukraine\u2019s Labour Market Today?<\/strong><\/p>\n<p>According to the survey, the main trends in Ukraine\u2019s labour market in 2024 are:<\/p>\n<ul>\n<li>Labour shortages<\/li>\n<li>Higher salary expectations from candidates compared to business offerings<\/li>\n<li>Mobilisation<\/li>\n<li>Workforce migration abroad<\/li>\n<\/ul>\n<p><strong>How Do You Assess Your Productivity and Performance Under Martial Law Conditions?<\/strong><\/p>\n<p><strong>27%<\/strong> of respondents report that their productivity has remained unchanged, and they are working as they did before 24 February 2022.<strong> 39%<\/strong> feel they are experiencing burnout (compared to 37% in spring 2024). 12% believe they have become more productive. Another 12% indicate their performance has declined, and they are working less effectively. At the same time, 61% of respondents do not plan to change jobs, while 39% are considering it.<\/p>\n<div class=\"group\/conversation-turn relative flex w-full min-w-0 flex-col agent-turn\">\n<div class=\"flex-col gap-1 md:gap-3\">\n<div class=\"flex max-w-full flex-col flex-grow\">\n<div class=\"min-h-8 text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words [.text-message+&amp;]:mt-5\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"2e1833f7-a546-4ea5-a503-999a9f2173b1\" data-message-model-slug=\"gpt-4o\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden first:pt-[3px]\">\n<div class=\"markdown prose w-full break-words dark:prose-invert dark\">\n<p><strong>What Experiences from This Year Will Be Valuable for You in the Future?<\/strong><\/p>\n<ul>\n<li>The ability to work under any conditions and overcome various challenges, both external and internal.<\/li>\n<li>Quick adaptation to new circumstances and continuous learning.<\/li>\n<li>Living in the moment.<\/li>\n<li>Burnout can affect even the most motivated employees due to the realities they face.<\/li>\n<li>Prioritising the psychological well-being of the team.<\/li>\n<li>Crisis management in uncertain conditions, flexibility in approaches, and prompt decision-making in critical situations.<\/li>\n<li>Employees join companies but leave managers.<\/li>\n<li>Taking breaks and allowing oneself to rest \u2014 the &#8220;workaholic mode&#8221; no longer works.<\/li>\n<li>Solving problems in conditions of severe staff shortages.<\/li>\n<li>Reserving employees and reintegrating veterans.<\/li>\n<li>Employees deserve fair pay, compensation for overtime, and safe working conditions.<\/li>\n<li>Motivating staff without a budget.<\/li>\n<\/ul>\n<p><span style=\"text-decoration: underline;\">For reference:<\/span><\/p>\n<p>The study involved <b>216 <\/b>HR professionals (39% department heads, 32% middle managers, 24% top management, 5% junior staff).<\/p>\n<p><b>50% <\/b>of the participants of this study represent international business, <b>50%<\/b> &#8211; Ukrainian business.<\/p>\n<p><b>51%<\/b> of companies are large businesses, <b>36% <\/b>are medium-sized businesses, and <b>13% <\/b>are small businesses.<\/p>\n<p>The largest number of survey participants represent wholesale and retail trade, the pharmaceutical sector, food production, and specialised consulting services (legal, audit, marketing, recruitment, etc.).<\/p>\n<p>Other industries represented include agricultural sector, financial services, processing industry, non-food consumer goods, industrial goods, IT, metallurgy, light industry, chemical industry, logistics, construction, catering, and others.<\/p>\n<p>The study was conducted between <strong>7 October and 10 November 2024<\/strong>, covering the period from <strong>May to October 2024<\/strong>. Participation was anonymous.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>These findings are based on the results of the Research on the Labour Market in Ukraine\u00a0conducted by the European Business Association in collaboration with labour market analytics expert Tetiana Pashkina. [&hellip;]<\/p>\n","protected":false},"author":33544,"featured_media":603714,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[15564,15563,15574,15590],"tags":[],"class_list":["post-789312","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lobbying-news-en","category-main-news-en","category-news-and-articles-from-association-en","category-research-and-analysis-en"],"_links":{"self":[{"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/posts\/789312","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/users\/33544"}],"replies":[{"embeddable":true,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/comments?post=789312"}],"version-history":[{"count":0,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/posts\/789312\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/media\/603714"}],"wp:attachment":[{"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/media?parent=789312"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/categories?post=789312"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/new.eba.com.ua\/en\/wp-json\/wp\/v2\/tags?post=789312"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}