The biggest workplace trends to watch in 2026

As 2026 approaches, Singaporeans are juggling rising costs, an uncertain economy and constant technological shifts, and many are reassessing what they want their careers to look and feel like.

“In Singapore, the traditional career script is being rewritten as employees navigate not just economic headwinds, but also shifting personal priorities,” said Karen Ng, regional head of expansion, enterprise, North and South Asia, Deel.

“We are seeing more people ‘hug’ their current roles, not out of inertia, but from a desire for stability. This is a response to rising costs and persistent uncertainty, but also to a growing demand for emotional benefits  like greater recognition, more autonomy and a sense of purpose. When staff feel both financially secure and emotionally supported, they are not only more likely to stay with a company, but also to contribute meaningfully to the organisation’s growth. That is the real opportunity for Singaporean employers in 2026 and beyond.”

With this shift in mind, Deel has outlined five workplace trends that offer a clearer picture of how Singaporeans are approaching work in 2026. Each one reflects a change in mindset – ambition becoming more intentional, success defined more broadly, and stability taking on new value.

Trend 1: Job hugging

Frequent job moves are slowing as more workers choose to hold on to the roles they already have. This “job hugging” instinct isn’t so much comfort as it is caution; with the economy sending mixed signals, people are prioritising steady ground over quick jumps. It’s a shift that suggests predictability now outweighs the appeal of rapid advancement.

Trend 2: Emotional salary

With budgets tightening, employers are relying more on “emotional salary” – the mix of recognition, flexibility, purpose and autonomy that makes a job feel worth staying in even when pay isn’t rising as quickly as people hope. These non-monetary benefits are becoming a bigger part of the conversation as traditional raises get harder to secure.

Data reflects the shift. Only a small share of employees say their pay keeps up with inflation, and many want more flexible pay cycles and more control over their compensation. It’s a sign that workers are weighing emotional and financial support together when deciding whether a job still works for them.

Trend 3: Microshifting

No, this has nothing to do with microneedling or any form of aesthetic treatments. Instead, microshifting is emerging as the next phase of workplace flexibility. Instead of working in one uninterrupted block, employees break their day into shorter, focused stretches that fit naturally around the rest of their lives.

It allows for school runs, caregiving, workouts or simply a brief reset, without sacrificing output. The idea is simple: productivity holds, but the day bends more realistically to individual energy levels and responsibilities.

Trend 4: Conscious unbossing

In the same spirit that gave us Gwyneth Paltrow and Chris Martin’s infamous “conscious uncoupling,” a growing number of employees – especially younger ones – are practising what some are calling “conscious unbossing.” Instead of chasing people-management roles by default, they’re choosing balance, autonomy and wellbeing over the traditional climb. It’s a shift that challenges long-held ideas about ambition and is forcing companies to rethink how they grow their next generation of leaders.

Trend 5: LinkedIn envy

If scrolling LinkedIn leaves you feeling like everyone else is moving faster – new roles, promotions, big announcements – you’re not alone.

“LinkedIn envy” captures the pressure that comes from comparing your own career to the curated successes of others online. It’s a natural reaction in a competitive climate, though it’s worth remembering that these posts rarely show the setbacks or uncertainty behind those updates.