Introduction

At the midpoint of 2025, HR leaders, founders, and global teams are navigating a labour landscape shaped by competing forces: the normalization of remote work, economic caution, technological acceleration, and shifting employee expectations.

This report offers a pulse check on the international hiring market, where the best remote talent is going, what skills are commanding top dollar, how layoffs are reshaping teams, and where opportunity lies despite uncertainty.

What’s different now is not just the ‘what’, but the ‘why.’ This isn't about adjusting to a post-pandemic world anymore. It's about making smart, proactive decisions amid a new global normal where flexibility, trust, and AI fluency are table stakes.

Based on up-to-date market data, expert analysis, and emerging workforce patterns, this report aims to help global employers understand where the market is headed and how to stay ahead of it.

Popular Countries and Cities for Global Remote Workers in 2025

As remote work continues to be a significant aspect of the global employment landscape in 2025, several countries and cities have emerged as particularly popular destinations for digital nomads and remote professionals. These locations often offer a compelling mix of affordability, reliable infrastructure (especially internet connectivity), favourable visa options, appealing climates, safety, and vibrant communities.

European Hotspots

Based on recent analyses and trends observed in early 2025, European nations, particularly those in Southern and Eastern Europe, remain highly attractive. Portugal consistently ranks at the top, with Lisbon and Porto frequently cited as major hubs. These cities are praised for their sun-drenched environments, established expat communities, affordable living compared to other Western European capitals, and specific digital nomad visas. Madeira and Sagres, also in Portugal, offer appealing alternatives, with Madeira known for its dramatic landscapes and mild climate, and Sagres attracting surfers with its rugged coastline.

Spain is another favorite, offering a similar blend of excellent weather, rich culture, and strong infrastructure. Cities like Barcelona, Madrid, Valencia, and the island of Ibiza are popular choices, supported by Spain's own digital nomad visa program.

Eastern European countries are also gaining prominence. Estonia, a leader in digital innovation with its e-Residency program and a dedicated Digital Nomad Visa, attracts remote workers to its capital, Tallinn, known for its affordability and lively startup scene. Georgia, offering visa-free stays of up to a year for many nationalities, is increasingly favored, particularly its capital Tbilisi, which boasts a growing expat community and a very low cost of living. Hungary, especially Budapest, is noted for its affordability, coworking spaces, and excellent transport links across Europe. Other European countries mentioned as attractive include Croatia, Greece, Germany, the Czech Republic, and Romania, often balancing quality of life with reasonable costs.

Southeast Asian Remote Work Destinations

  • Bali, Indonesia: A well-established ecosystem for remote workers, known for its wellness focus, surf culture, and strong community, with a long-term digital nomad visa anticipated.
  • Chiang Mai, Thailand: Often highlighted as a major hub alongside Bangkok and Phuket. While visa situations can require navigation (like visa runs or specific long-term visas), the affordability and lifestyle are significant draws.
  • Da Nang, Vietnam: Vietnam is emerging as a strong contender, offering fast internet, beautiful beach towns like Da Nang, and bustling cities like Ho Chi Minh City and Hanoi, all at a very low cost.

Southeast Asia continues to be a major draw for digital nomads, renowned for its low cost of living, cultural richness, and beautiful landscapes. The Philippines, especially islands like Siargao, appeals to those seeking a laid-back, island-based lifestyle, supported by a renewable digital nomad visa. Malaysia, particularly Kuala Lumpur, offers modern infrastructure, a multicultural environment, and a strategic location as an international travel hub, complemented by its own Nomad Pass.

Remote Work Destinations in the Americas

In the Americas, Mexico stands out as a popular choice, especially for those aligning with US time zones. It offers a six-month tourist visa and a temporary residency option, with diverse locations ranging from the cosmopolitan Mexico City (CDMX) to the cultural hub of Oaxaca and the safer, hotter Mérida.

Colombia, particularly Medellín, has gained significant popularity due to its 'eternal spring' climate, modern infrastructure, and vibrant expat community, along with accessible visa options. Other Latin American countries attracting remote workers include Argentina (Buenos Aires), Uruguay, Panama, and Brazil, often favoured for time zone alignment with North America and relatively lower costs.

Further north, Costa Rica (Santa Teresa) and Nicaragua (San Juan del Sur) appeal with their beach vibes and natural beauty, particularly attractive to those seeking a strong work-life balance centered around surfing and nature.

Finally, the United Arab Emirates, specifically Dubai, is highlighted for its low tax income offering, the Dubai Virtual Working Program supporting remote workers for up to a year, and constantly evolving infrastructure catering to a growing remote workforce.

These destinations reflect a global trend where remote workers seek not just a place to log in, but a location that enhances their overall quality of life, blending work with cultural experiences, community, and personal interests.

Global Salary Trends in 2025

Salary trends in 2025 are being shaped by a confluence of factors, including lingering economic pressures, the continued prevalence of remote and hybrid work models, a growing emphasis on skills-based compensation, and increasing pay transparency.

Economic Influences and Sectoral Differences

While inflation has eased in some regions, economic uncertainty continues to influence salary strategies. Overall wage growth may stabilize in many sectors, with average increases projected around 3-4%. However, high-demand industries are expected to see significantly higher wage growth. Technology, healthcare (especially specialized roles like geriatric care and telemedicine), renewable energy (green tech), and cybersecurity are leading the pack, with projected increases ranging from 6% to 15%, and even upwards of 20% for top-tier cybersecurity professionals. This highlights a growing divergence in salary trajectories based on industry demand.

Skills-Based Pay

There is a marked acceleration towards skills-based pay over traditional job titles or degrees. Employers are placing a premium on specific, high-demand skills, particularly in areas like Artificial Intelligence (AI), machine learning, cloud computing, and data analytics. Professionals with certifications or demonstrable expertise in these fields can command salary boosts of 20-30% compared to their peers. This trend extends beyond purely technical roles, with valuable soft skills such as leadership, adaptability, and cross-functional collaboration also being increasingly rewarded, especially in the context of hybrid work environments. Upskilling and reskilling in these in-demand areas are becoming crucial for maximizing earning potential.

The impact of remote work continues to reshape compensation models. Location-based pay strategies are common, where salaries are adjusted based on the employee's geographic location and its associated cost of living. This can mean lower pay for employees in lower-cost areas compared to counterparts in major urban centers, even for identical roles. Conversely, some companies are offering higher salaries or additional perks for hybrid roles that require partial in-office presence, potentially to offset commuting costs or incentivize a return to the office. The negotiation landscape for remote workers is complex, balancing the opportunities of working from lower-cost regions against potential location-based pay adjustments.

Pay Transparency and Regional Variations

Legislation requiring pay transparency (e.g., disclosing salary ranges in job postings) is becoming more widespread, particularly in the US and Canada. This is empowering employees with more information during salary negotiations and pushing companies towards greater equity. Beyond legal requirements, transparency is becoming a competitive advantage for employers, helping to build trust and improve employee satisfaction and retention. Companies are increasingly challenged to address internal pay gaps as compensation structures become more visible.

While specific global data is still being gathered, initial findings suggest variations based on region. Salary guides indicate differences in compensation benchmarks across Europe, Latin America, and Asia for similar remote roles. In the US, some data suggests remote workers might earn slightly more on average than their in-office counterparts, although this can be heavily influenced by the types of roles that are predominantly remote (often higher-skilled, higher-paid professions).

Overall, the 2025 salary landscape is dynamic, characterized by a strong focus on specific skills, the ongoing adjustments to remote work norms, and increasing transparency, all set against a backdrop of varied economic conditions across different industries and regions.

Global Termination Trends in 2025

Termination trends in the global talent pool during the first part of 2025 show a continuation of workforce adjustments, particularly noticeable within the technology sector, although patterns may vary across different industries and regions.

The technology industry, which saw significant layoffs in 2023 and 2024, continued to experience workforce reductions in early 2025. Data compiled from sources like TechCrunch indicates that tens of thousands of tech workers globally were laid off in the first four months of the year. For instance, reports suggest over 22,000 tech job cuts occurred by early 2025, with significant numbers reported monthly (e.g., January ~2,400, February ~16,200, March ~8,800, April ~23,400, totaling over 50,000). These cuts affected a wide range of companies, from large multinational corporations to startups.

Major tech companies like Intel (planning over 21,000 cuts), Meta (targeting 5% of staff, potentially thousands), Google (hundreds in specific divisions), Microsoft (contemplating cuts, especially middle management), Amazon (communications department), Salesforce (over 1,000 jobs), HPE (2,500 employees), Workday (1,750 employees), Siemens (5,600 jobs globally in specific divisions), Block (over 900 employees), and Cruise (50% of workforce) were among those implementing layoffs. Startups and mid-sized companies across various tech sub-sectors (e.g., fintech, e-commerce, AI, cybersecurity, logistics, gaming, automotive tech) also announced significant reductions.

Reasons for Terminations and Broader Context

Restructuring and Reorganization

Efforts aimed at improving efficiency, profitability, or adapting business models were common themes (e.g., Expedia, Cars24, Siemens, Starbucks, Dayforce, Autodesk, Aqua Security).

AI Integration

The ongoing focus on Artificial Intelligence was also mentioned, sometimes leading to shifts in staffing needs or strategic realignments (e.g., Google, Microsoft, Five9, Canva).

Economic Factors

Economic uncertainty, rising interest rates, poor business performance, or the need to cut costs were also contributing factors (e.g., Turo, GupShup, Commercetools, JustWorks, Ola Electric, Sprinklr).

Corporate Changes

Some layoffs were linked to acquisitions (e.g., Otorio by Armis) or company shutdowns (e.g., Northvolt, Cushion, Skybox Security, HerMD, Pandion, Level).

While the tech sector data is prominent, it's important to consider the broader global context. Reports from organizations like Deloitte and the World Economic Forum highlight ongoing transformations in the workforce due to factors like AI integration, the green transition, and evolving worker-organization relationships. These shifts can influence hiring and termination patterns across all industries. Data from sources like the U.S. Bureau of Labor Statistics (JOLTS report) provides insights into overall job openings, hires, and separations, offering a macroeconomic view beyond specific sector trends. General workforce trends reports also point towards factors like employee burnout and well-being potentially influencing turnover rates, although voluntary separations (quits) are distinct from involuntary terminations (layoffs).

In summary, while hiring continues in many areas, significant workforce adjustments and layoffs persisted into early 2025, especially within the tech industry, driven by restructuring, efficiency drives, economic factors, and strategic shifts towards new technologies like AI.

Global Employment Trends in 2025

Global employment trends in 2025 are shaped by a complex interplay of economic conditions, technological advancements, demographic shifts, and the ongoing green transition. While headline figures like the global unemployment rate remained relatively stable and low (around 5% according to the ILO), underlying structural challenges and transformations continue to influence the labor market.

Economic Context and Growth

Global economic growth, while stable around 3.2% in 2024-2025, showed signs of losing steam, particularly impacting low-income countries. The ILO's World Employment and Social Outlook (WESO) Trends 2025 report highlights that this tepid growth constrains significant improvements in job creation and working conditions. Inflation rates moderated from their peaks but remained elevated, impacting real wages. While monetary policy successfully curbed inflation without triggering a major recession in many developed economies, real wages in most countries had not fully recovered from losses incurred during the pandemic and subsequent inflation, dampening consumer demand.

Economic uncertainty, geopolitical tensions, and supply chain threats continued to discourage investment, although investment rates remained above the previous decade's levels in many areas. Fiscal policy remained supportive in some regions, but concerns over rising sovereign debt suggested potential fiscal tightening in the medium term, which could further weigh on economic outlooks.

The global unemployment rate was projected to remain low, but the ILO's 'jobs gap' (including unemployed and those wanting work but not seeking) stood at 402.4 million in 2024, indicating substantial unmet demand for employment. This gap showed a slight downward trend but was expected to stabilize. Global labor force participation saw a slight decline. High-income countries experienced increases, particularly among older workers and women, offsetting aging populations. However, low-income countries saw declines across the board. Significant gender gaps in participation persisted globally. Youth unemployment remained a critical challenge, especially in low-income countries, with rising NEET (Not in Employment, Education, or Training) rates, particularly among young men.

Working Conditions and Productivity

Progress on decent work deficits stalled. Working poverty persisted, especially in low-income countries (affecting 240 million workers globally). Informality remained high, with over half the global workforce lacking adequate social protection or legal coverage. Inequality increased in many regions.

Slowing productivity growth was identified as a major bottleneck by the ILO. The secular downward trend continued, hindering improvements in decent work. This slowdown was linked to stalled structural transformation towards more productive sectors (manufacturing, modern services) and weakening productivity growth within sectors, despite investments in automation.

The World Economic Forum (WEF) identified key trends expected to transform businesses and labor markets by 2030:

Technology

Broadening digital access, AI and information processing, robotics, and energy technologies are seen as highly transformative, driving demand for related skills (AI/big data, cybersecurity, tech literacy).

Economic Factors

Increasing cost of living and general economic slowdown were major concerns, expected to impact job creation and demand skills like creative thinking and resilience.

Green Transition

Climate change mitigation and adaptation are increasingly important drivers, boosting demand for green jobs (renewable energy engineers, environmental specialists) and environmental stewardship skills.

Demographics

Aging populations (in higher-income economies) and expanding working-age populations (in lower-income economies) are driving demand in healthcare and education sectors, respectively, and increasing the need for skills like talent management and mentoring.

Job Growth and Decline (2025-2030)

According to World Economic Forum projections for 2025-2030, a net growth of 7% (78 million jobs) is projected, resulting from 14% creation (170 million jobs) and 8% destruction (92 million jobs) due to structural transformation.

Growing Roles

  • Fastest growth (percentage) in technology (Big Data, Fintech, AI/ML, Software Dev) and green transition roles
  • Largest growth (absolute volume) in frontline roles (Farmworkers, Delivery Drivers, Construction, Sales), care economy (Nursing, Social Work), and education (Teachers)

Declining Roles

  • Largest decline (absolute) in Clerical/Secretarial roles (Cashiers, Admin Assistants)
  • Fastest decline (percentage) includes Postal Clerks, Bank Tellers, Data Entry Clerks

Skills instability is a major concern, with 39% of workers' existing skills expected to be transformed or outdated by 2030. The fastest-growing skills include AI/big data, networks/cybersecurity, technology literacy, creative thinking, curiosity/lifelong learning. Skills gaps are considered the biggest barrier to business transformation. 59% of the workforce will need training by 2030, but a significant portion may not receive it, risking their employment prospects.

Biggest challenges

  • Skills mismatch: 39% of current skills will be obsolete by 2030, but 59% of workers won’t receive adequate training.
  • Productivity lag: Despite automation, many economies aren’t seeing meaningful gains due to organizational bottlenecks.
  • Workforce participation is falling in low-income countries, with gender and youth gaps still wide.

The message is clear: we need massive investment in skilling, inclusion, and infrastructure—not just job creation.

Types of Companies Hiring Remote Workers in 2025

Remote work continued to be a significant aspect of the global hiring landscape in 2025, with a diverse range of companies across various industries offering remote and flexible work arrangements. Despite some high-profile return-to-office mandates, many organizations embraced remote work, either fully or partially (hybrid), recognizing its importance for attracting and retaining talent.

It's useful to distinguish between different types of remote work. Forbes highlighted two main categories of "work-from-anywhere" jobs:

Regular Work-From-Anywhere

Allows employees to work from various locations (home, coffee shop, etc.) but may have geographical restrictions (e.g., residing within a specific state or country).

Digital Nomad

Offers maximum flexibility with few, if any, restrictions on where the employee lives or travels while working. FlexJobs defines remote jobs more broadly as professional-level roles allowing work from home either entirely (fully remote) or partially (hybrid remote).

Remote opportunities were not confined to specific sectors. FlexJobs identified the top 10 career fields with the highest number of remote job postings in 2024 (leading into 2025):

Computer & IT remained the leading field, but significant growth was observed in Accounting & Finance, Marketing, Business Development, and Communications. This indicates a broad demand for remote talent across various professional functions.

Companies Offering Remote Work in 2025

Companies of all sizes, from large multinational corporations to startups and non-profits, were hiring remote workers. Based on analyses by FlexJobs and Forbes, prominent companies offering remote jobs in 2025 included:

Technology & Software: This sector remained a stronghold for remote work. Examples include Veeva Systems (cloud software for life sciences), Invisible Technologies (AI training), Canonical (open-source software, Ubuntu publisher), Chainlink Labs (blockchain), Nethermind (blockchain R&D), CloudLinux (Linux security/stability), Microsoft, Intuit, Yahoo, IBM, Coursera, Zscaler, Lumen Technologies, NTT Group, Samsara, Pinterest, SAP, Twilio, Cloudflare, HubSpot, GitLab, Grafana Labs, PagerDuty, Axon, Affirm, Circle Internet Financial.

Healthcare & Life Sciences: Significant remote hiring occurred in this sector. Examples include Brightside Health, UnitedHealth Group, Prime Therapeutics, CVS Health, Thermo Fisher Scientific, Cardinal Health, Boston Scientific, MD Anderson Cancer Center, Stryker, Express Scripts, Sharecare, Blue Cross Blue Shield (BCBS), Bristol-Myers Squibb, Humana, Elevance Health, AbbVie, BD (Becton, Dickinson and Company), Philips, Danaher, Acentra Health.

Business Services & Consulting: Companies providing outsourcing, staffing, and consulting services were major remote employers. Examples include Working Solutions (customer service, consulting), Liveops (virtual contact center), Kelly (staffing), Robert Half International (staffing), Transcom (customer experience), BCD Travel (travel management), Creative Financial Staffing (CFS), LHH – Lee Hecht Harrison (talent solutions), BELAY (virtual assistants, bookkeepers), Insight Global (staffing), Motion Recruitment (tech staffing), Vaco (consulting, staffing), Randstad (HR services), Atrium Staffing (staffing), Kforce (tech staffing), Welocalize (translation, localization), Beacon Hill Staffing Group, Adecco Group (HR solutions), SupportYourApp (customer support), Aquent (marketing/creative staffing).

Other Industries: Finance & Insurance (Alliant Credit Union, Pie Insurance, New York Life, PNC), Education (Amplify Education, Stride, Inc., Harvard University, Pearson), Media & Communications (Social Discovery Group, Wikimedia Foundation, GAMURS Group, Verizon, NBCUniversal), Engineering & Construction (AECOM, Black & Veatch, BAE Systems), Government & Non-Profit (Federal Reserve System, State of Washington), Retail & E-commerce (Walmart, DoorDash), and many others across diverse sectors.

Conclusion

The global labour market in 2025 is more fluid, more digital, and more distributed than ever. Remote work isn’t a perk, it’s a core part of workforce strategy. Salaries are shifting from role-based to skill-based. Hiring is happening globally, but so are layoffs. The difference lies in who’s prepared.

For HR leaders, founders, and global hiring managers, this moment calls for bold clarity. Invest in skills, not just roles. Build your own compensation frameworks that reward performance and portability. Create a talent infrastructure that works across time zones, currencies, and compliance zones.

Most importantly, stop chasing the past. The workforce of 2025 isn’t just working from somewhere else. It’s working differently. Your hiring strategy should, too.

References

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