The Global Workforce Report: What 2025 Data Says About 2026
The world of work is shifting fast. Data from 2025 shows what’s changing and where things might go next. The numbers tell a simple story: work is being rebuilt, not replaced.
1. Jobs are growing, but unevenly
The International Labour Organization reported that the global employment outlook for 2025 dropped by about seven million jobs because of rising uncertainty. The World Economic Forum’s Future of Jobs Report 2025 adds that while roughly 170 million new jobs could be created by 2030, about 92 million could disappear. That still means growth, but it’s uneven.
The job market will likely continue moving this way in 2026. Some industries will expand while others shrink. Workers who adapt quickly will find better ground than those waiting for stability that may never come.
2. The skills people need are changing
Analytical thinking and problem solving remain essential, but resilience, communication, and adaptability are catching up fast. The biggest demand shifts are happening in green energy, technology, and data roles. Jobs in renewable energy, AI, and data analysis are expected to grow.
Meanwhile, many routine administrative and clerical jobs are declining. The pattern is clear. The future isn’t about having more people. It’s about having people who can move between roles and learn fast.
3. Engagement is still low
Gallup’s State of the Global Workplace 2025 found that only around one in five workers feels truly engaged at work. ADP Research reported similar numbers, even calling 2025’s engagement rates the highest in years. That says a lot about how low the bar still is.
For 2026, engagement will depend less on perks and more on trust. People want clarity about where the company is heading, how their role fits in, and whether they can grow there. When that’s missing, they leave.
4. AI and the human factor
AI isn’t coming It’s already part of daily work. Around 70 to 80% of HR and business leaders now use AI tools to analyze performance or predict turnover. Some do it well, using the data to guide training or manage workloads. Others misuse it and end up damaging trust.
Heading into 2026, the challenge isn’t whether to use AI. It’s how to keep it human. The best workplaces use technology to support people, not to judge them.
5. Implications for 2026
Putting everything together, the 2025 data shows that:
- Expect hiring to continue with selective skill demands and evolving roles rather than just “more of the same.”
- Employee retention will depend less on pay alone and more on clarity, culture, and flexibility.
- Organizations must invest in reskilling/upskilling as a practical requirement.
- The human side of work engagement, leadership, and trust will be the difference-maker.
- Technology will reshape roles and workplaces but won’t fix culture or skills.
Conclusion
If your team or company plans for 2026, the smart call is to be ready for change but anchor it in people. The year ahead won’t be about radical disruption but more about steady transformation, and those who prepare now will be better positioned.