This article is part of a recurring series highlighting recent talent mobility industry reports. If you would like the WERC editorial team to consider covering a specific industry report, email mobility@talenteverywhere.org.
As global employers strive to attract and retain talent in a tight labor market, understanding what drives worker relocation is more critical than ever. A new report from the Society for Human Resource Management (SHRM) offers valuable insight: While competitive pay remains a key factor, relocation decisions are shaped by a wider set of motivations—including family responsibilities, job satisfaction, and perceived access to opportunity. For talent mobility leaders, the findings of the report, Access to Well-Paying Jobs and Worker Mobility in an Interconnected World of Work, provide a data-backed lens into what today’s workforce is weighing when considering their employment-related options.
How Workers View Access to Better Job Opportunities
For most workers, fair pay and strong benefits aren’t just perks; they’re non-negotiables. Nine out of 10 workers say these factors are very important when evaluating job opportunities. Yet access to such jobs isn’t evenly distributed across borders, or even within communities. While 80% of workers globally believe they can find well-paying jobs in their home countries, this optimism varies widely: from just half of respondents in Japan to nearly all respondents in China.
For some, local options just aren’t enough. Thirty percent of workers say they rely on businesses outside their home country for access to well-paying jobs. That figure climbs even higher among independent workers (37%) who may face fewer geographic constraints but also fewer local guarantees of income.
The reliance on international opportunities varies by country. Only 11% of workers in Germany turn to foreign employers, compared to 48% in India. These gaps point to broader economic disparities and uneven access to competitive wages.
Temporary workers face a different challenge altogether. Just 59% of them believe well-paying jobs are accessible within their own communities, which is significantly lower than the global average. This suggests that even within relatively prosperous nations, geography and employment type can limit opportunity.
But believing that opportunities exist doesn’t necessarily translate into job satisfaction. Only 43% of workers said they are “very” or “extremely” satisfied with their current pay and benefits. Unsurprisingly, these workers are also the least likely to be looking elsewhere; just 15% are seeking a new job. Among dissatisfied workers, 49% are actively job hunting. Even among those only somewhat satisfied, 25% are seeking new opportunities.
What Drives Relocation Decisions?
Mobility isn’t a yes-or-no decision. It’s a spectrum shaped by personal circumstances, career stage, and geography. While 22% of workers said they wouldn’t move at all for better pay. Seventy-eight percent of those willing to move for better pay would relocate within their city or town, compared with 57% willing to relocate within their state, 41% within their own country, and 21% willing to relocate to another country. So, if distance is a factor, what other criteria influence workers’ relocation decisions?
The willingness to move shrinks notably with age and employment type. Younger workers and those in independent roles tend to be more mobile, while older and hourly workers are more anchored—both physically and financially.
The desire to relocate to far locations, such as another country, declines as workers age: 14% of workers aged 50 and older are willing to do so, compared with 26% of workers aged 18 to 34 and 22% of those aged 35 to 49. Workers unwilling to relocate any distance for a better-paying job increases with age, ranging from 12% of employees aged 18 to 34, to 20% of workers aged 35 to 49, and 34% of workers aged 50 and older.
For workers juggling responsibilities at home, from raising children to caring for aging parents, or both, the decision to relocate carries extra weight. Surprisingly, though, many in these dual roles show a greater willingness to relocate. For some, the pursuit of financial security for their families outweighs the disruption of relocation.
Thirty-two percent of those caring for both children and older adults said they’d consider moving abroad for a better-paying role, which is more than double the rate of those without caregiving duties.
The global workforce is not only mobile but also motivated by a mix of pressures, goals, and opportunities. Employers need to rethink their talent strategies to prioritize competitive compensation, personalized career paths, and greater flexibility. Understanding why people move is just as critical as knowing where they’re going.