Access to Well-Paying Jobs: What Drives Global Worker Mobility

Globalization has deeply interconnected economies worldwide, transforming the employment landscape as businesses operate across borders to access global supply chains, expand markets, and tap into a diverse workforce. This shift has created a global job market with new opportunities for workers. 

However, it also presents challenges because the availability of well-paying jobs locally or globally significantly impacts workers’ lives. When local opportunities are limited, workers face tough decisions about whether to stay or relocate, balancing better pay against factors including family, culture, and community ties. 

SHRM’s fifth Global Worker Project report examines workers’ access to well-paying jobs, their willingness to relocate, and the factors influencing these decisions, offering insights for employers and policymakers to support a thriving global workforce.

Availability of Well-Paying Jobs  

Globally, most workers felt confident about finding well-paying jobs close to home, with 70% reporting such opportunities in their local communities and 80% within their countries. Only 30% of workers reported relying on foreign businesses for access to well-paying jobs. The definition of a “well-paying job” varies by location and personal circumstances, but one thing is clear: good pay and benefits are a top priority for 90% of workers worldwide. 

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Despite workers’ overall optimism about well-paying jobs within their home countries, significant differences exist across regions. Temporary workers, in particular, face unique challenges, often driven by limited options and the pursuit of stability. They were less optimistic about local opportunities, reflecting their desire for long-term positions. 

These findings highlight the importance of addressing disparities in job access and creating pathways to long-term employment, ensuring that workers across all sectors can thrive in a globalized economy. 

Reliance on Foreign Companies

Globally, 30% of workers said they rely on foreign businesses for access to well-paying jobs, with this trend being more pronounced among independent workers. Unlike traditional employees, independent workers often juggle multiple clients or projects, and 37% of them said they depend on foreign businesses for well-paying opportunities. This reliance is likely enabled by their ability to work remotely or in hybrid setups, allowing them to serve clients across borders. 

In contrast, part-time and full-time hourly employees, who primarily work onsite, were far less likely to depend on foreign businesses, with only 19% and 18%, respectively, reporting such reliance. Reliance on foreign businesses also varies significantly by country, ranging from just 11% in Germany to 48% in India, highlighting regional differences in job market dynamics.

Willingness to Relocate  

Many workers acknowledged the availability of well-paying jobs in their local communities or countries, but this doesn’t necessarily mean they feel they currently hold such positions. Only 43% of workers reported being very or extremely satisfied with their pay and benefits, and dissatisfaction is a key driver of job hunting. Among those dissatisfied with their pay, nearly half (49%) were actively seeking new opportunities, compared to just 15% of those who were highly satisfied. Even workers who were only somewhat satisfied showed a notable tendency to job hunt, with 25% actively looking for new roles. This dissatisfaction underscores the importance of competitive compensation in retaining talent.

When it comes to relocating for better pay, most workers globally were open to some level of mobility, with only 22% unwilling to relocate at all. However, the distance they were willing to move varied significantly. While 78% were open to relocating within their current city or town and 57% within their state or province, fewer were willing to move farther — only 41% would relocate anywhere within their country, and just 21% would consider moving to another country. These findings highlight the complex factors influencing workers’ decisions, including pay satisfaction and the trade-offs of relocation in today’s dynamic labor market.

Motivations to Move 

Workers’ willingness to relocate for better-paying jobs is influenced by various factors, including job type, age, life stage, and caregiving responsibilities. Independent workers, temporary employees, and full-time salaried employees were the most open to relocating internationally, though their motivations differed. Independent workers often rely on foreign businesses for income, temporary employees may seek long-term stability, and salaried employees might aim to sustain or grow their earnings.  

In contrast, part-time employees were the least willing to relocate, with 39% unwilling to move at all, likely due to their prioritization of flexibility. Full-time hourly employees also showed higher reluctance; the perceived costs of moving may outweigh the benefits for this group.

Age plays a significant role in relocation decisions, with younger workers more willing to move, especially internationally, compared to older workers. Only 12% of workers ages 18 to 34 were unwilling to relocate, versus 34% of those ages 50 and older. Younger workers, early in their careers, may view relocation as a chance to boost income and advance professionally, while older workers, closer to retirement or financially stable, may find relocation less appealing. 

Caregiving responsibilities also shape relocation willingness in surprising ways. Workers with caregiving duties, particularly those managing both child and elder care, were more willing to relocate, including internationally, than those without such responsibilities. This trend reflects the financial pressures caregivers face, because securing a well-paying job may be essential to supporting their dependents. For many, relocation is a means to provide for their families, aligning with global patterns of migrant workers sending financial support back home.

The United Nations estimated that by 2030, migrants will have sent over $5 trillion to low-income and middle-income countries to support their families and communities. To provide this support, workers need well-paying jobs. This is especially important for those managing multiple caregiving responsibilities.