Men in the MENA are more likely to switch jobs, receive bonuses and be satisfied with their salary than women, according to a survey by Bayt.com and Markelytics Solutions.
The joint Salary Survey in the MENA region report delves into core aspects of employee satisfaction, including:
- Compensation
- Work-life balance
- Job security
- Professional growth
It draws on responses from more than 1,200 employed individuals across the GCC, North Africa, and the Levant, while identifying opportunities for employers to enhance compensation structures, retain talent, and better understand the evolving needs of today’s workforce.
MENA Salary survey and job satisfaction report
The survey highlights notable patterns in job mobility among MENA professionals. Men exhibit a higher tendency to switch jobs compared to women (65 per cent vs. 50 per cent), often driven by the pursuit of better compensation or career progression.
Younger respondents (18–25) display particularly high turnover rates with more than 40 per cent having a tendency to switch jobs with many having held three or more roles early in their careers.
In contrast, employees aged 36 and above often report having five or more past roles, reflecting career stability and growth.
Additionally, 81 per cent of respondents have spent no more than two years with their current employer, indicating widespread job transitions across the region.
Regionally, employees in North Africa and the Levant tend to have longer tenures due to local workforce participation and union protections.
In the GCC, which includes a large expatriate workforce, contractual limitations set by employers result in shorter tenures, as 48 per cent of respondents have been with their current employer for only one to two years.
The survey also highlighted benefits of employees, ranging from monetary and work-life balance to professional development. The results revealed that 77 per cent of respondents receive monetary benefits, such as bonuses or overtime pay, with men more likely to access these financial perks.
Women, meanwhile, benefit more from policies supporting work-life balance. Healthcare coverage is most prevalent in GCC countries, where nearly half of employees receive medical insurance, while employees in the Levant receive the least healthcare coverage.
In terms of benefits related to professional and personal development, opportunities are limited, with North Africa showing relatively better engagement in training programs. Flexible working hours are reported by 25 per cent of respondents, but family-oriented benefits like educational allowances or travel support remain scarce.
The study also highlighted that employees (36+) report higher satisfaction levels regarding salary and overall work experience, compared to younger groups.
However, dissatisfaction with compensation persists, with 28 per cent of men and 38 per cent of women describing themselves as “not at all satisfied” with their salaries.
North Africa leads in satisfaction levels related to management and organisational culture, whereas GCC and Levant respondents cite stagnant wages and limited benefits as key concerns.
Workplace proximity, strong leadership, and a reputable company name, significantly influence employee loyalty across all regions.
In terms of compensation trends, a majority of respondents (66 per cent) did not receive raises in 2024, with 46 per cent of women and 34 per cent of men currently expecting salary increases of 20 per cent or more in 2025.
One in five plans to request a raise in 2025, reflecting elevated wage expectations. North Africa leads the region in 2024 salary increments, while the Levant shows minimal optimism for future raises, likely due to economic challenges.
Employees in the GCC indicated benefits from employer-provided housing and allowances. In terms of earning dynamics, around three quarters of men who took part in the study claim to be sole earners, while only 31 per cent of women participants claim to receive support from and rely on spouse or family income.
High job mobility remains a defining feature of the MENA workforce, with 59 per cent of respondents planning to leave their current positions in the near future.
Younger professionals (18–25) lead this trend, citing inadequate salaries, burnout, and limited recognition as primary motivators.
Toxic workplace environments, including office politics and favouritism, further contribute to dissatisfaction. Overall, 87 per cent of respondents report switching jobs at least once in the past year, emphasising the urgent need for employers to address retention challenges.
Jasal Shah, CEO of Markelytics Solutions, said: “These findings reflect the evolving priorities of a diverse workforce, where employees expect more than just competitive salaries; they also seek personal growth, stability, and supportive work cultures.”
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