COVID-19 JOB REPORT

PHILIPPINES | August 2020 Edition

PHILIPPINES 1
Contents

Introduction 3

Approach 4

Work situation and quality of life 5

Impact on employees 14

Work from home 21

Job search amid COVID-19 26

An evolving picture 34
Introduction

With the COVID-19 crisis sweeping the world over a period of a few swift weeks, governments
have been compelled to institute measures to contain the pandemic. Among these measures
included physical distancing, urging citizens to stay at home, and limiting the operation of
industries whose operations rendered individuals vulnerable to exposure to the virus.
The specific guidelines under these measures have varied across nations, and indeed
continue to change as the magnitude of the crisis changes. Alongside the vast social changes
have come the expected economic upheavals: The crisis has changed—and continues to
change—the way we live and work. And for many of us, the changes have been profound and
promise to be long-lasting.

As part of SEEK Asia, the region’s no. 1 job search platform, JobStreet is committed to help
both employers and jobseekers cope with this unprecedented crisis with the right tools that
will make every talent search or job search easier and faster. From an intelligent search site to
a new mobile app, every effort has been taken to empower and enable our users to rise to the
challenges of the times.

One of our most important efforts has been to obtain relevant and useful information that will
yield powerful insights on the markets in which we operate.

This document features highlights of our latest research, conducted among SEEK Asia’s
employers and jobseekers, covering key aspects of the job market in your country.

This information comes free of charge, and reflects how much we recognize the vital role we
all play on the road that lies before us. #TogetherAhead, we rise above our challenges.

PHILIPPINES 3
Approach

Data Collection

Email invitations were used to recruit both candidates and hirers to complete the survey.
Website banners were also used to recruit hirers.

The surveys were completed between the 13th of May and the 1st of June 2020 for
candidates, and between the 15th and the 27th of May for hirers, with a final sample size of
n=2,569 jobseekers and n=314 hirers.

Eligibility

Jobseekers. Panelists were eligible to complete the survey if they had either been 1) working
prior to COVID-19 or 2) looking for a job prior to COVID-19 (but not unemployed for more than
six months). Those who were self-employed were excluded.

Employers. Panelists were eligible to complete the survey if they were personally involved to
some extent in finding/hiring new staff and/or managing employee relations, payroll, benefits
or training for their business/employer. Recruiters were ineligible.

Analysis. Significant differences between segments are displayed at the 95% confidence level.
Only results with a sample size of n=50 or more are presented.

4 COVID-19 JOB REPORT

 Work situation
and quality of life
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As may have been expected by many, the COVID-19 crisis has deeply scored the world’s
workforce, with entire industries forced to temporarily shut down, stalling or cutting off the
jobs these industries supported.

Changes in work situation

In the Philippines, over half (60%)% of all job candidates were impacted by COVID-19. 17%
were permanently retrenched and 43% found themselves temporarily not working.

1a. Changes in work situation

8%

32%

All candidates
43%

17%

Currently Working
Permanently Retrenched due to COVID-19
Temporarily not working due to COVID-19, but still employed
Not working and wasn’t working before COVID-19

n = 2,569

6 COVID-19 JOB REPORT

This means that more than one half of
candidates surveyed have had their livelihood more than one
interrupted. The hardest hit among those
permanently retrenched or temporarily not
half of candidates
working have those who were not working surveyed have had
full time, and who had been working in
organizations with 50-500 employees. They their livelihood
interrupted
were also more likely to have been working
less than six months when they lost their
employment permanently or temporarily.

The hardest hit industries in terms of permanent or temporary unemployment have been the
tourism/travel, food & beverage, hospitality/catering, architecture/building/construction, and
the education sectors.

1b. Changes in work Situation – hardest and least hit among candidates

Candidates were significantly happier with their quality of life prior to COVID-19

The hardest hit in terms of permanent retrenchments/ The least hit in terms of permanent retrenchments/
temporary breaks in employment were those… temporary breaks in employment were those…
% permanently retrenched/temporarily not working % permanently retrenched/temporarily not working

• Not working full-time (76%) • Working full time (64%)

• Tenure <6 months (79%) • Tenure > 6 months (63%)
• Earning <20,000 PHP per month (74%) • Earning 40,000+ PHP per month (51%)
• Working for mid size organisations 50-500 employees (79%) • Working for large organisations with 500+ employees (59%)
• Working in the tourism/travel (93%), food & beverage (84%), • Working in the IT (56%), banking/financial services (47%) and
hospitality/catering (81%), architecture/building/ construction medical/pharmaceutical (49%) sectors
(78%) and education (77%) sectors • Working in admin/HR (56%), banking/finance (54%), IT (54%) and
• Working in hospitality/tourism (89%), food & beverage (86%), medical services (47%) roles
building/construction (84%), education (75%) and customer • Aged 35 to 44 years (60%)
service (74%) roles
• Aged 18-24 years (73%)
• Central Luzon (73%)

Base: Candidates working pre-COVID-19 (n=2,369)

On the hirer side, organizations that have been in operation for ten years or more were
most likely to be negatively affected by COVID-19 in terms of employee headcount. Smaller
organizations were more likely to have an impact on staff remuneration.

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 1c. Changes in work Situation – hardest and least hit among hirers

Organisations who had been operating for more than 10 years were more likely to have experienced a negative
impact on head count.  Whereas smaller organisations were more likely to have experienced a negative impact
on staff remuneration.  

COVID-19 negatively impacted

head count (55%), were more likely • Organisations operating 10+ years (61%)
to be…

% head count impacted

COVID-19 negatively impacted

staff remuneration (38%), were
more likely to be…
• Smaller organisations with <50 employees (45%)
% remuneration impacted

COVID-19 negatively impacted

staff leave (35%), were more likely • No sig differences
to be…

% leave impacted

8 COVID-19 JOB REPORT

Quality of life

The changes brought about by the crisis saw a remarkable drop in happiness with quality of
life among candidates surveyed—from an overwhelming majority to only 38%. The number
of candidates unhappy with their quality of life increased by almost 7 times after the crisis
struck.

2a. Happiness with quality of life

Extremely happy

58%

Extremely happy

13%

Happy
Happy
Happiness with Quality of Life
24%
18%
Since COVID-19 the proportion of
candidates who are happy with their
7%
quality of life has dropped substantially,
Unhappy
from 93% to just 38%.

48%

Unhappy

Pre-COVID-19 COVID-19

PHILIPPINES 9
Furthermore, despite having kept their jobs under COVID-19, many more of those currently
working are no longer happy with their jobs.

2b. Job happiness

Extremely happy

48%
Extremely happy

24%

Happiness among those

Happy
currently working
31% Happy
Amongst currently employed candidates,
79% were happy with their jobs prior to 23%
COVID-19, whereas only 47% are happy
now.
9%

Unhappy
Unhappy

38%

Pre-COVID-19 COVID-19

When it came to attitudes toward their current job, employer, their industry of employment,
and their career prospects in the near future, majority of those currently working still felt
positive.

10 COVID-19 JOB REPORT

 2c. Attitudes toward work

Amongst those currently working, around two thirds each were feeling positive about their current job (65%), their
employers (66%), their industry of employment (67%) and future career prospects (also 67%).

Attitudes among those currently working

Current job 19% 28% 37% 15%

Current employer 20% 26% 40% 17%

Industry of
17% 26% 41% 17%
employment currently

Career prospects in
16% 25% 42%
the near future

Extremely positive (8-10) Positive (6-7) Negative (0-4)

n=1,972

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Those working in several key industries in the Philippines felt their level of happiness toward
their quality of life affected. Among these industries hardest hit have been the tourism/travel,
hospitality/catering, education, retail, and the architecture/building/construction sectors.

2c. Happiness with quality of life – affected industries

Tourism/travel agency -63%

Hospitality/catering -60%

Education -57%

Retail -56%

Architecture/building/construction -56%

12 COVID-19 JOB REPORT

• COVID-19 has had the greatest impact on quality of life amongst those who have been permanently
retrenched (-66% drop in happiness) or are temporarily not working (-56%).

• Lower salaried candidates (<40,000 PHP per month) were also more likely to have been negatively affected
(-53% or greater) as were those earning 100,000 to <150,000 PHP per month (-59%).

% Happy % Happy
(6-10 rating) (6-10 rating) Difference n
Pre-COVID-19 Now
All candidates 83% 31% -51% 2569
Work Situation
Still working 85% 48% -37% 810
Temporarily not working due to COVID-19, but still
82% 26% -56% 1113
employed
Permanently retrenched/laid off due to COVID-19 84% 17% -66% 446
Wasn’t working before COVID-19 72% 21% -51% 200
Monthly Salary (PHP)
<12,000 75% 21% -54% 291
12,000 to <20,000 80% 27% -53% 679
20,000 to <40,000 86% 33% -53% 941
40,000 to <100,000 86% 38% -48% 460
100,000 to <150,000 90% 31% -59% 61
150,000+ 93% 59% -34% 70
Industry of Employment
Tourism/travel agency 89% 27% -63% 56
Hospitality/catering 88% 28% -60% 100
Education 83% 27% -57% 143
Retail 83% 27% -56% 105
Architecture/building/construction 80% 24% -56% 113
Engineering 87% 33% -54% 63
Medical/pharmaceutical 84% 30% -54% 104
Mass transportation (land, air, sea) 81% 27% -54% 52

Food & beverage 73% 20% -52% 176

Information technology 83% 31% -52% 147
Accounting/audit/tax services 91% 40% -51% 55
Manufacturing 79% 29% -50% 135
Contact center/business process outsourcing 88% 38% -49% 340
Health & beauty care 86% 37% -49% 57
Banking & financial services 86% 45% -41% 147
Telecommunication 73% 35% -37% 62

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 Impact on employees
14 COVID-19 JOB REPORT
Changes at Work

As the COVID-19 crisis gave rise to the Work From Home culture, it also delivered harsh
impacts on key aspects of work: remuneration, role progression, and work leaves.

Majority of the employees (87%) experienced changes brought about by COVID-19. More
than half of the employees were required to work from home, with almost half of them
experiencing a negative impact on how much they earned, through one or more of the
following: a reduced or eliminated bonus, a suspended or cancelled salary increase, or a
freeze or reduction in their salary.

Some employees also experienced a negative Majority of the

employees (87%)
impact on the progression of their role
within their organization, with promotions
and/or staff performance appraisals halted
or suspended. A number of employees also
experienced
found their leaves affected negatively. changes brought
about by COVID-19

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 3a. Changes at work – employees

The majority of workers (87%) had experienced some changes since COVID-19.  The most common was a need
to work from home (56%).  A further 45% had also been negatively impacted in terms of their remuneration.

Requirement to work from home 56%

No bonus/reduced bonus 24%

Reduction in salary 22%

45% negative impact
Salary increases stopped/suspended 19% on remuneration

Salary freeze 9%
Staff performance appraisals
stopped/suspended
18%
26% negative impact on role progression
Promotions stopped/suspended 17%

Requirement to take annual/vacation

20%
leave 27% negative impact on leave
Requirement to take unpaid leave 16%

Reduction in number of
paid hours worked 23%

Other 11%

No change 13%

These results are mirrored by the impact dealt by COVID-19 on the employer side. Apart
an overwhelming majority of employers shifting to a work-from-home arrangement, there
was also a significant negative effect on head count, remuneration, role progression, and
employee leaves.

16 COVID-19 JOB REPORT

 3b. Changes at work – employers

Nearly all organisations (98%) had implemented HR changes in response to COVID-19, the most common
being a requirement for staff to work from home (74%).  A further 55% had experienced a negative impact
on head count.  

Require staff to work from home 74%

Reduce/freeze the number of new hires 49%
Temporarily lay off staff 12% 55% negative impact
on head count
Permanently lay off staff 7%
Stop/suspend all salary increases 30%
38% negative impact
Stop/reduce bonus payments to staff 15%
on staff remuneration
Reduce staff salaries 11%
Stop/suspend all staff promotions 21%
40% negative impact
Reduce the level of training provided 21%
on staff role progression
Stop/suspend all staff performance appraisals 18%
Ask staff to take unpaid leave 24%
35% negative impact on leave
Ask staff to take annual leave 23%
Change the way finding/interviewing job candidates 48%
Reduce the number of paid hours given to staff 30%
Redeploy staff into different roles/duties 25%
Hire new staff 21%
Other 7%
No change 2%

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Salary reduction

For those who found their salaries reduced, more than half experienced a reduction of more
than 30%—with more than one in five suffering a reduction of more than 50%.

3c. Salary reduction

Of those workers who had their salaries reduced, more than half (54%) experienced a reduction of more than 30%.

0%-5% 5%
6%-10% 11%

11%-20% 17%
21%-30% 13%
31%-40% 12%
41%-50% 20%

More than 50% 21%

Changes to scope of work

As the nature of work in many fields and industries changed, so has the scope of work for
majority of employees—indicating shifts not only in the working environment, renumeration,
or career progression, but in the areas their field of work covered as well.

In the Philippines, almost 4 in 10 experienced an increase in their scope of work. This

covered areas they found themselves newly engaged in—such as markets, teams, products,
and departments.

18 COVID-19 JOB REPORT

 3d. Changes to scope of work

More than seven out of ten workers have experienced a change to their scope of work since COVID-19, with 39%
seeing an increase and 33% a decrease.

Significantly decreased

Significantly increased

15%
20%
Slightly decreased

18%
19%
Slightly increased

27%

Not changed

Employee concerns and difficulties

Concerns about personal/family finances and job security were faced by the largest
number of those currently working. These were followed by concerns about missing face
to face contact with colleagues and customers (an offshoot of the new work-from-home
environment) and issues with technology—possibly indicative of internet connectivity
problems that have plagued many Filipino households.

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 3e. Employee concerns and difficulties

The biggest concerns workers are facing relate to personal/family finances (58%) and job
security (53%). Almost one in two (47%) are also missing face-to-face contact with their
colleagues and customers.

Concerns about personal/family finances 58%

Concerns about job security 53%

Missing F2F contact with colleagues/customers 47%

Issues with technology 43%

Poorer opportunities for career progression/growth 38%

Difficulties achieving company targets 34%

Heavier workload 33%

Pressure/questioning from manager about productivity 30%

Difficulties balancing work/family commitments 30%

Difficulties working as a team 28%

Difficulties being as productive working from home 28%

Poorer training opportunities 28%

Having to find additional work due to salary reduction 10%

Other 4%

No change 3%

20 COVID-19 JOB REPORT

Work from home
PHILIPPINES 21
The full effect of the shift to the work-from-home
environment caused by the COVID-19 crisis still cannot deep
be fully calculated. With many continuing to work from
their homes in an environment dependent on internet
economic
connectivity and remote interfacing, deep economic and social
and social changes are still very much in motion as the
crisis continues. changes are
With 56% of surveyed employees being required to
still very much
work from home, the effect of this new work paradigm in motion
as the crisis
is seen by many to last well beyond the end of the
crisis. The charts below show how they are distributed
according to selected categories.
continues

4a. Who is likely to be working from home? — by hours and salary

Hours Salary (PHP per month)

58% Full time 12% <12,000
38% 12,000 to <20,000
62% 20,000 to <40,000
71% 40,000 +

We have also highlighted the industries and job functions in the Philippines that have
exhibited the sharpest shift from working onsite to working from home. This shift was most
felt by workers in the National Capital Region.

22 COVID-19 JOB REPORT

 4b. Who is likely to be working from home? — by industry, job function, and region

Industry Job Function

73% Contact centre/business process outsourcing 78% IT
70% Banking & financial services
77% IT Region
62% NCR

Impacts of working from home

Working from home created a need to create separate work spaces for most employees, with
almost half of those working from home finding themselves working longer hours.

4c. Impacts of working from home

Of those employees who were required to work from home, over half (54%) had created a separate workspace
while 48% were working longer hours.

Created a separate workspace 54%

Worked longer hours 48%

Changed the times you work 43%

Taken on more household responsibilities yourself 37%

Worked shorter hours 28%

Asked other household members to take on more responsibilities 20%

Other 4%

Of further interest is the fact that more than a third of those who worked longer hours still took
on more household responsibilities.

PHILIPPINES 23
 4d. Impacts of working from home

Although 20% of those employees working longer hours had asked other household members to take on more
responsibilities, ultimately 37% had taken on more themselves. 

Worked longer hours Worked shorter hours

(n=218) (n=126)

Taken on more house 37% 44%

responsibilities yourself

Asked other household members

to take on more responsibilities 20% 15%

24 COVID-19 JOB REPORT

Attitudes toward working from home

More than a third of employees desired to work more hours from home in the future, with a
quarter preferring to work fewer hours from home.

4e. Attitudes toward working from home

Based on their recent experiences, more than a third of employees (35%) would like to increase the hours they
work from home in the future, whereas a quarter want to spend fewer hours working from home.

25%
35%

Compared to pre- More hours from home

COVID-19, in the future
would like to work… Same no. of hours from home

Less hours from home

40%

PHILIPPINES 25
 Job search amid
COVID-19
26 COVID-19 JOB REPORT
About two out of five candidates surveyed were actively searching and applying for jobs
during the crisis, with only a fraction not interested in obtaining a new job.

5a. Job search amid COVID-19

Actively searching & applying 42%

Monitoring the market/job opportunities,

but not applying yet
35%

Not monitoring the market/job opportunities,

but would consider a new job if came across one
17%

Not at all interested in getting a new job 6%

PHILIPPINES 27
Changes in job market experiences

By far the largest concern among those currently unemployed was about personal/
family finances. This was followed by concerns about immediate job prospects, a longer
recruitment process, and a lower success rate in getting invited to interviews—all pointing
to a general anxiety about finding a source of immediate livelihood to answer their personal
and family needs.

5b. Changes in job market experiences

Many of those who were not working were concerned about their personal/family finances (70%, +12% more
than those currently working).

Concerns about personal/family finances 70%

Concerns about immediate job prospects 49%
Recruitment process taking longer 49%
Lower success rate being invited to interviews 48%
Less suitable jobs being advertised 47%
Lower salaries being offered for the same positions 35%
Difficulties being interviewed remotely 34%
Less internships/work experience opportunities 1%
Other
4%
No change 3%

28 COVID-19 JOB REPORT

Recruitment activity

On the employer side, there was a drop from 92% of organisations hiring over the last
six months, to only 80% expecting to hire over the next six months. This points to tighter
competition among job seekers.

5c. Recruitment activity — last six months vs. next six months

Nearly all organisations (90%) had hired in the last 6 months, with three out of four (74%) expecting to hire in the
next 6 months (a drop of -16%).

Number of Hires in last 6 months (n=987) Expected Number of Hires in next 6 months (n=930)

None 4% None 13%

One 4% One 7%

2-5 28% 2-5 30%

6-10 23% 6-10 18%

11-20 15% 11-20 14%

21-50 11% 21-50 9%

More than 50 14% More than 50 9%

The hiring decisions of 70% of employers are largely not affected by whether new candidates
have lost their employment as an effect of COVID-19. Moreover, 25% of employers are likely to
hire those left unemployed by the crisis.

PHILIPPINES 29
 5d. Recruitment activity — COVID-19 and hirer decisions

Candidates who have lost their jobs due to COVID-19 may be reassured to know that the majority of hirers
(70%) will not factor this into their assessment of candidates in the future, and 25% will actually be more likely
to hire candidates who have lost their jobs as a result of COVID-19.

More likely to hire those who have

lost their jobs due to COVID-19
25%
Less likely to hire those who have
lost their jobs due to COVID-19

6%
Neither of the above – will not
70% impact your decision

On an interesting note, delving deeper into hirer attitudes, hirers felt largely positive about
their own organizations—having an even brighter outlook regarding future prospects for their
organisation as well as for their industry. This optimism may point toward hirers viewing the
crisis as a short-term challenge.

5e. Hirer attitudes toward their own organizations

Almost two thirds of the hirers were currently feeling positive about their organisations (65%), improving by
+11% when considering future prospects (to 76%).  An equal proportion were currently feeling positive about
their industries (65%), improving +13% when considering future prospects (to 78%).

Current state of business/organisation

17% 37% 28%

Current state of your industry 16% 33% 31%

Future prospects for business/organisation 9% 34% 42%

Future prospects for your industry 8% 34% 44%

Extremely positive (8-10) Positive (6-7) Negative (0-4)

30 COVID-19 JOB REPORT

Roles in demand

Of useful note are the professional roles seen to be most sought-out by employers
that were planning to hire over the next six months. The research reveals a healthy
and heterogenous mix of jobs ranging from customer-facing roles to back-office and
organizational work, across a variety of industries. The demand for jobs in accounting,
sales/customer service/business development, administration & human resources, and
engineering shows what seems to indicate an optimistic point of view toward eventual
post-COVID business recovery.

5f. Roles in demand

Roles most likely to be in demand in the next 6 months are those in accounting (33%), sales/CS/business
development (31%), IT (26%), administration and human resources (24%), and engineering (20%). They are also
much more likely to be at a junior/entry level (78%).

Job functions hiring in next six Months

Accounting 33%
Sales / CS / Business Dev. 31%
IT 26%
Admin & HR 24%
Engineering 20%
Banking / Finance 15%
Marketing / Public Relations 14%
Management 13%
Transportation & Logistics 11%
Building & Construction 8%
Design 7%
Hospitality / F & B 7%
Manufacturing 6%
Merchandising & Purchasing 6%
Media & Advertising 5%
Education 4%
Professional Services 4%
Beauty Care / Health 3%
Medical Services 3%
Property 2%
Sciences / Laboratory / R&D 2%
Insurance 1%
Public / Civil 1%
Telecomm 1%
Other 11%

With junior or entry-level jobs taking majority of hirers’ sought-after positions to fill, a more
positive outlook remains for the younger workforce.

PHILIPPINES 31
 5g. Roles in demand

Job levels are also much more likely to be at a junior/entry level (78%).

Jobs level hiring in next six months

CEO/General Manager 1%

Senior Management 10% 23% senior roles

Senior Specialist/Employee 17%

Mid Management 21%

45% mid-level roles
Mid Specialist/Employee 36%

Junior Management 22%

Junior Specialist/Employee 51%

78% junior/entry roles

Entry Level/Graduate 45%

Other 6%

Despite the continuous changes brought about by COVID-19 and the rash of
unemployment and job anxiety it has created, there is a strong current of optimism
toward business resurgence in Philippines—as evidenced by hirer attitudes toward their
own organisations (5e) and the sales and business development roles projected to be in
demand (5f) over the next months.

32 COVID-19 JOB REPORT

PHILIPPINES 33
An evolving picture

Ongoing optimism

With the pandemic still in mid-course in many populations and in full swell in others, and with
no clear end in sight from the global perspective, the economies of the world remain held in
uncertainty. Amid the push to evolve slowly into a “new normal,” governments and private
sectors across the world are dealing with the struggle to provide a sustainable substrate for
economic recovery and resurgence.

In the shadow of COVID-19, many businesses face severe shortfalls and setbacks, if not
outright demise, and must make decisive changes in order to survive. The task at hand for
many enterprises to resolve these operational and organizational crises continues to evolve as
the overall picture changes. And again, one must not overlook the optimism that still remains
strong among both employers and employees, as well as hirers and candidates, as evidenced
by their attitudes toward their jobs, both in the present and the future.

34 COVID-19 JOB REPORT

Responsiveness, resilience, and rising above the
challenges

These job market studies, covering markets across the region, are part of a moving picture.
With the global crisis unresolved—and seemingly seeing no easy resolution in the near term—
we at JobStreet see this continuing research as part of our commitment to our employers and
the jobseekers, as well as the industries we serve.

employers and Along with the innovations and tools we continuously

develop to make the talent search and the job search

employees, as easier and simpler, we see this effort as part of our

role of being responsive to the times.
well as hirers
and candidates, By providing relevant, actionable, and current
information, we hope to shine some light on the
can make path ahead. In knowing the changing industry
and employment landscape better, employers
more informed and employees, as well as hirers and candidates,

decisions can make more informed decisions about their

organizations and their careers.

about their
organizations In these ways, we aim to help give industries,
businesses, and individuals the resilience they need to

and their face this crisis, and to thrive in the long run.

careers #TogetherAhead, we rise above our challenges.

PHILIPPINES 35
36 COVID-19 JOB REPORT
If you have any questions, please don’t hesitate to get
in touch with us at marketingph@jobstreet.com

PHILIPPINES 37