Nearly one in four Canadian workers plans to change jobs, according to new research from Randstad Canada, with younger employees showing the strongest intention to move as employers prepare for another hiring season.
The company's 2026 Randstad Employer Brand Research found that 23 per cent of Canadian workers surveyed planned to change jobs at the time of the survey. Among Generation Z respondents, that figure rose to 42 per cent.
The findings suggest employers face continued competition for talent as workers weigh compensation, work-life balance and career development opportunities when deciding whether to stay with or leave their current employer.
"This year's data reminds us that the foundation of the employer-employee relationship hasn't fundamentally changed: workers want to be fairly compensated and able to live their lives outside of work. What has changed is how quickly they act when they feel those needs aren't being met," said Marie-Eve Robitaille, Division President, Professional Talent Solutions, Randstad Canada.
Marie-Eve Robitaille
The research found that compensation, work-life balance and opportunities for professional growth were the leading reasons workers considered changing jobs.
According to the survey:
Twenty-three per cent of Canadian workers said they planned to change jobs.
Forty-two per cent of Gen Z respondents said they were considering a job change.
Forty-eight per cent cited compensation they considered too low as a reason for leaving.
Forty per cent said they were seeking better work-life balance.
Thirty-four per cent pointed to a lack of growth opportunities.
The survey also found that reasons for leaving differed across groups. Digital professionals were more likely to cite limited professional growth as a reason to seek another position, while older generations were more likely to leave for higher pay.
When choosing an employer, respondents ranked compensation and work-life balance equally, with 66 per cent identifying each as a top priority.
The importance placed on salary varied by demographic group. Fifty-four per cent of Gen Z respondents identified salary as a priority compared with 77 per cent of Baby Boomers. Women were also more likely than men to rank compensation as important, at 69 per cent compared with 62 per cent.
Benefits that support workers' lifestyles also ranked highly in the research. About eight in 10 respondents said flexibility, time off, and health and wellness benefits were important considerations when evaluating an employer.
Despite those expectations, 63 per cent of respondents rated their current employer positively for work-life balance.
The research also examined how candidates interact with employers during the hiring process and found that personal interaction continued to play a significant role despite increasing automation.
Sixty-eight per cent of respondents said in-person contact was important when exploring a job opportunity.
The survey found that personal referrals remained an effective hiring channel. While 29 per cent of respondents said they used referrals during their job search, 27 per cent reported securing a position through one.
Social media also played a role in job discovery. The research found that 62 per cent of candidates secured a job through Facebook, while 53 per cent said they actively searched for opportunities on the platform.
Randstad said the 2026 edition of its Employer Brand Research surveyed more than 3,500 Canadian respondents across age groups, education levels and socioeconomic profiles. The company said the study measures workers' perceptions, expectations and motivations rather than surveying employers about their human resources policies.