Skills Readiness, Financial Security, and Career Prospects Diverge Across Five Generations in Singapore: ADP Research

05 October, 2026

Younger workers aged 18 to 26 report the highest skills readiness in Singapore, differing from the global trend where workers aged 27 to 39 lead.
In Singapore, workers aged 27 to 39 report the lowest financial security, while globally, workers aged 55 to 64 are the least confident.
Career outcomes diverge by age in Singapore, as 35% of workers aged 55 to 64 find changing jobs much harder, while those aged 27 to 39 are more likely to experience career progression.

Singapore, 5 Oct., 2026 – Differences in skills readiness and financial security are emerging across Singapore and the global workforce as five generations work side by side, according to the latest chapter of ADP Research’s People at Work 2026 Report. In Singapore, the findings show that career confidence, financial security and access to development can vary significantly by age, challenging employers to look beyond one-size-fits-all workforce strategies.

Within Singapore’s workforce, workers aged 18 to 26 report the highest skills readiness. Almost one in four (23%) strongly agree that they have the skills needed to advance their careers in the next three years. This differs slightly from the global picture, where workers aged 27 to 39 are most ready, at 30%.

The pattern reverses when it comes to financial security. In Singapore, workers aged 27 to 39 report the lowest financial security across age groups, with only 10% strongly agreeing that they feel good about their financial health. Globally, workers aged 55 to 64 report the lowest security, with only 10% compared with 19% among workers aged 18 to 26 and 27 to 39.

"As AI reshapes work at the task level, organisations need people-centric, yet data-driven human capital management strategies to address the diverse career needs of a multigenerational workforce,” said Dr. Nela Richardson, chief economist, ADP.

“By paying employees accurately and on time, using payroll analytics to advance fairer compensation, and investing in tailored upskilling initiatives, employers can build greater trust and support for employees at every stage of their careers.”

An Opportunity for Age-Diverse Workplaces

The report finds that an age-diverse workforce can be an opportunity to strengthen business performance. While different generations experience work differently, they can bring complementary strengths that allow employers to build more resilient and productive teams.

Globally, older workers are the least likely to report frequent negative stress, with almost half (48%) of those aged 65 and above, and 32% of those aged 55 to 64, saying they experience negative stress less than once a month. Workers aged 55 and older are just as likely to find meaning in their work and feel engaged.

Jessica Zhang, Senior Vice President, APAC, ADP, said, “A multigenerational workforce brings a broader range of expectations and perspectives, but it also creates an opportunity to harness diverse strengths. In Singapore, younger employees report greater confidence in their skills, while more experienced workers contribute deep expertise and report lower levels of frequent negative stress. The key is helping these strengths complement one another to drive stronger individual and business outcomes.”

“To achieve this, organizations need to design work environments where employees across generations can learn from and support each other. This means creating intentional opportunities for knowledge exchange, from experience and institutional insight to emerging digital capabilities, while ensuring learning and development opportunities remain accessible at every stage of an employee’s career.”

Generational Differences Shaping Singapore’s Workforce Dynamics

In Singapore, generational differences are also evident in career outlook and mobility.

Middle-career professionals are most likely to experience career progression in Singapore. Half of the respondents (50%) aged 27 to 39 were recently promoted, the highest across all age groups, suggesting that experience can translate to stronger career advancement opportunities.

A challenge lies in whether employers are providing meaningful career development support for older workers. Only 4% of workers in Singapore aged 55 to 64 strongly agree that their employer is investing in the skills needed to advance their careers, which points to a gap between employee expectations and workplace support.

At the other end of the age spectrum, job mobility appears more constrained. More than one-third (35%) of workers aged 55 to 64 say it has become much harder to change jobs over the past 12 months, the highest share across all age groups.

To view the latest People at Work 2026 Report, visit here.

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About “People at Work 2026” Report Series Methodology

People at Work 2026 features survey findings derived from ADP Research's annual Global Workforce Survey of more than 39,000 working adults in 36 markets to uncover global workforce sentiment, an examination of how people are navigating the complexities of a changing world. The report presents worker sentiment data sifted by geography, job type, and other dimensions, providing employers with a fine-tuned and granular view of the global workforce that can be used to better understand their workforce and drive growth through data-driven talent decisions.

The 2025 Global Workforce Survey collected responses between July 21 and August 4, 2025, from a random sample, stratified by age and gender, of more than 39,000 working adults in 36 markets, to provide regional and market comparisons of worker sentiment. Respondents come from a wide variety of industries, educational backgrounds, on-site and remote work environments, work types, and skill sets. They represent a range of management and individual contributor roles, working for employers of all sizes.

To view the latest People at Work 2026, in addition to previous versions, visit here: People at Work: A Global Workforce View | ADP

About ADP Research
The mission of ADP Research is to make the future of work more productive through data-driven discovery. Companies, workers, and policy makers rely on our finely tuned data and unique perspective to make informed decisions that impact workplaces around the world. To subscribe to monthly email alerts or obtain additional information about ADP Research, including employment and pay data, methodology, and a calendar of release dates, please visit https://www.adpresearch.com.

About ADP (NASDAQ: ADP)
ADP has been shaping the world of work with innovation and expertise for more than 75 years. As a global leader in HR and payroll solutions, ADP continuously works to solve business challenges for our clients and their workers, from simple, easy-to-use tools for small businesses to fully integrated platforms for global enterprises – and everything in between. Always Designing for People means we're focused on just that – people. We use our unmatched AI-driven insights and proven expertise to design innovative solutions that help people achieve greater success at work. More than 1.1 million clients across 140+ countries rely on ADP's exceptional service to support their people and drive their business forward. HR, Talent, Time Management, Benefits, Compliance, and Payroll. Learn more at ADP.com.

ADP, the ADP logo, and Always Designing for People, ADP National Employment Report, and ADP Research are registered trademarks of ADP, Inc. All other marks are the property of their respective owners.

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Media Contact

Annabell Woon
Archetype Singapore
adphubap@archetype.co

Ying Wang
PR & Brand Voice Manager, ADP APAC
ying.wang@ADP.com