Q3 2025

Published June 8, 2025

ManpowerGroup
Employment Outlook Survey

Get a comprehensive overview of recruitment plans in Czech Republic

Key Findings

31% of companies plan to increase their workforce, 15% report a reduction in staff numbers, and 50% do not plan any changes.
Communication services report the highest level of optimism across all sectors (57%). This is followed by the trade, services, and accommodation and catering sectors (26%).
Larger organizations continue to report strong hiring plans, with the highest forecast coming from companies with 5,000+ employees (18%).

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In the latest edition of the ManpowerGroup survey, we asked 520 employers about their hiring plans for the third quarter.

INFOGRAPHIC

Explore the main trends.

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PRESS RELEASE

Further information on the latest results.

Net Employment Outlook index

The Net Employment Outlook for the third quarter of 2025, used internationally as an indicator of labor market trends, is calculated by subtracting the percentage of employers who expect a decline in the number of employees from those who plan to hire. The resulting value is 16%.

Net Employment Outlook index

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If you would like to discuss the results in person or find out how Manpower can help you find the talent and solutions you need to grow your organization, contact us today.

Frequently asked questions: About the ManpowerGroup Employment Outlook Survey

The ManpowerGroup Employment Outlook Survey assesses whether employers intend to increase or decrease their workforce in the coming quarter. It is the most comprehensive forward-looking survey of its kind, unmatched in size, scope, and duration. The survey has been conducted since 1962 and is one of the most reliable indicators of labor market trends in the world.

The press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, and industries, as well as economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties, and assumptions. These factors include those discussed in the company’s reports filed with the U.S. Securities and Exchange Commission (SEC), including information under the heading “Risk Factors” in the annual report on Form 10-K for the year ended December 31, 2024, the information of which is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements contained in this report, except as required by law.

All data in the survey is based on the answer to one question: How do you expect overall employment in your location to change in the next three months compared to the current quarter? In addition to the main question on employment, the survey asks up to six other questions that change quarterly. These questions reflect changing dynamics and trends in the economy or workforce. Topics range from talent shortages to training and workforce development to employee morale and well-being.

The Net Employment Outlook is derived from the percentage of employers who expect an increase in their workforce, minus the percentage of employers who expect a decrease in their workforce in the coming quarter. A positive Net Employment Outlook indicates that, overall, more employers expect to increase their workforce in the next three months than those who intend to reduce their workforce.

The ManpowerGroup Employment Outlook Survey only tracks whether employers plan to hire new employees or not. It does not provide information about specific changes in job positions. It is a forecast based on the educated guesses of employers and HR professionals about what they think is likely to happen in their organizations in the coming quarter, not a binding plan by employers.

We survey more than 40,000 employers from the public and private sectors in 42 countries worldwide.

The data collection methodology for the Labor Market Index has been digitized in 42 markets, starting with the report for the first quarter of 2022. In previous quarters, respondents were contacted by telephone. Now, data is collected online using panels of members with double opt-in consent, who are incentivized to complete the survey. Survey participants are not drawn from ManpowerGroup’s customer base. To protect data integrity, survey respondents remain completely anonymous and confidential. In line with common findings from online surveys, more people are now taking a clear stance, stating that their workforce will either increase or decrease, rather than responding that nothing will change. Since the Net Employment Outlook is calculated solely from responses indicating an increase or decrease, this higher level of engagement may contribute to a higher index value as a result of the methodology. Survey responses were collected between April 1 and April 30, 2025.

Employers are selected based on the types of companies and organizations they represent. We want to ensure that our panel is representative of the national labor market in each participating country, so the composition of the panel in each country is designed to reflect the share of individual sectors and the size of organizations in the given economy.

For the survey, we select a person who has a good overview of the number of employees and recruitment plans in the organization. This will usually be the head of the personnel department or HR manager. In smaller organizations, however, it may be the managing director, CEO, or even the owner of the company.

Our main research partner is Reputation Leaders, which analyzes data from all 42 countries and regions to ensure consistency.

Surveys are inherently imperfect measurements. All surveys have a certain margin of error, which is largely determined by the number of interviews conducted. In the case of the ManpowerGroup Employment Outlook Survey, the minimum panel size in each country and region is 620, which ensures a maximum statistical deviation of ±3.9%. This prevents undue distortion of the data due to changes in a single respondent’s answers between quarters. No single panel member represents more than 2% of the total sample in a given industry or region.

Seasonal adjustment is a statistical process that allows survey data to be presented without the influence of fluctuations in recruitment that occur throughout the year, usually as a result of external factors such as changes in weather, typical production cycles, and public holidays. This process helps to offset extreme increases and decreases in data, better reflecting actual labor market trends and providing a more accurate representation of the ManpowerGroup Employment Outlook Survey results.

ManpowerGroup does not track past trends in recruitment in its survey, but only future expectations. Nevertheless, we know that the survey results correspond fairly accurately with employment trends reported by governments and other institutions and represent one of the most reliable and trustworthy indicators of labor market trends worldwide.

The results, which cover 42 countries across five regions and individual sectors within each, can be evaluated in several ways. The current results, including the net labor market index, provide an overview of employers’ expectations for the coming three months. Comparing this result with the previous quarter provides a short-term view of hiring expectations in a given country or sector, while comparing it with the previous year offers a longer time frame and a deeper understanding of employers’ intentions. The global net employment outlook chart (see above) is a useful way to visualize these trends and their impact over the past five years.

ManpowerGroupEmployment Outlook Survey

Key Findings

Downloads

INFOGRAPHIC

PRESS RELEASE

Net Employment Outlook index

Find The Talent and Solutions You Need

Frequently asked questions: About the ManpowerGroup Employment Outlook Survey

What is the ManpowerGroup Employment Outlook Survey?

Forward-Looking Statements

What questions do we ask in the survey?

What is meant by Net Employment Outlook (NEO)?

Does the survey provide data on planned changes in employment?

How large is the sample worldwide?

What is the survey methodology?

How are companies selected for the survey?

Who do you interview in each company?

Who conducts the research?

Can you explain the Margin of Error calculation?

Why do you seasonally adjust the data?

How do you know if hiring intentions reported come to fruition?

What is the best way to analyze the results? Is it better to look at quarter-over-quarter or year-over-year comparisons?

ManpowerGroup
Employment Outlook Survey