This year, employees’ biggest concerns will stem from insufficient pay and a significant increase in pressure and stress. They also fear an overall deterioration of the workplace atmosphere. On the other hand, worries about technological progress or job loss are rather rare. These findings come from the new Employee Barometer by Up Česká republika, based on responses from more than 1,000 employees of Czech companies and organizations.
Real wages in the Czech Republic have been falling for more than two years, dropping by almost 3% in real terms last year according to data from the Czech Statistical Office. Although analysts expect this decline to stop in 2025, employees themselves are not very optimistic about the development of their nominal wages. Most do not expect their salaries to grow this year: 30% predict stagnation and 23% even expect a decrease. On the other hand, 2 in 5 anticipate some increase, though significant raises are expected only among younger employees under the age of 26.
Against this backdrop, it is no surprise that employees’ number one concern for this year is insufficient pay, seen as a significant threat by one-third of them. “In addition to fears over declining purchasing power, the reform and capping of leisure-time benefits must also be taken into account. For employers, it will therefore be especially important this year to combine salaries with other forms of rewards if they want to stay competitive and maintain—or build—the reputation of a great employer,” says Stéphane Nicoletti, CEO of Up Česká republika, a company specializing in employee care.
A dangerous cocktail
The second major source of concern for employees this year is a noticeable increase in pressure and stress, with 30% of employees worried about it. Another 21% also fear an overall deterioration of workplace atmosphere, which is closely linked to growing pressure, rising stress, and inadequate financial conditions.
“This combination can have a very negative effect on overall employee satisfaction. Employers will therefore have their hands full trying to keep people motivated, loyal, and engaged. Simply adding more money will not be enough. The effect of pay on overall employee satisfaction is short-lived,” explains Ela Honická, HR Director at Up Česká republika.
Support for health and rest on the rise
Concerns over insufficient pay on one side and worsening workplace atmosphere with increasing stress on the other are also reflected in employees’ preferences for employer support. While higher pay remains the number one demand, its importance has significantly declined compared to last year. Instead, employees are showing more interest in targeted support for rest and health.
The most notable increase compared to last year is in demand for meal contributions, with one-quarter of employees currently wishing for their introduction or increase. Interest has also risen in leisure benefits, holiday contributions, shorter working hours, and longer holidays.
“Our data show that the most common change employees plan for this year is to set aside more time for rest and focus on preventing the health impacts of ongoing workload. It’s no surprise, then, that interest is growing precisely in these types of contributions and benefits,” Nicoletti says. “The advantage for employers is that they can kill two birds with one stone. In addition to improving employee health, motivation, and loyalty, some of these benefits also help effectively increase purchasing power.”
Progress without fear
Among employees’ moderate concerns are the potential negative effects of reorganization, reduction of benefits, heavier workloads, and deterioration of workplace relationships. Only 12% of employees openly fear losing their jobs, and even fewer are worried about falling behind due to technological progress.
