In the past two years, a certain type of post has frequently appeared on social media—darkly humorous posts that people like, share, and comment on with bitter laughter, such as...
"Worked for 5 years with a salary of 25,000 baht, but a new hire just started at 28,000 baht."
Such a phrase may sound like a joke, but on another level, it reflects a labor market reality where many people feel that no matter how hard they work, their income does not grow in line with their accumulated experience.
For many, salary is merely a figure on a pay slip, but financially, it forms the base for almost everything in life—from one’s ability to save to opportunities for investment.
When the income base is low, the power of compound interest works more slowly. A difference of just a few thousand baht per month today can translate into a retirement security gap of hundreds of thousands or even millions of baht in the future, often unnoticed as this disadvantage quietly accumulates.
Many Thai workers still hold a mindset that they should accept whatever salary the company offers, hoping for a raise next year or recognition from management after staying long enough.
However, in practice, many organizations design their compensation systems to increase salaries for existing employees within limited budgets, while budgets for new hires align with current market rates. The result is that long-term employees may unknowingly be capped below their true market value, which has moved well beyond their fixed salary.
This aligns with the latest Adecco Thailand Salary Guide 2026, which states that overall salary growth in Thailand remains gradual: 82% of 1,500 respondents reported annual salary increases of only 2-5%. However, switching jobs can yield significantly higher salary increases, depending on market demand for specific roles and candidate skills.
"Average salaries by job level show entry-level positions with less than three years’ experience earning about 20,000 to 38,000 baht, a 5-10% decline from last year, except in IT roles which still command higher pay."
In this context, the key question is not simply whether you should change jobs but how other employers currently value you. If they offer 15-20% more or higher, it means you are financially incurring an "opportunity cost" every month and year. Even with steady employment and income, your earnings growth may significantly lag your true potential.
However, answering this does not always require actually quitting. You can start by reviewing job postings for similar roles, talking to recruiters, or interviewing to gauge the market without committing to an offer.
The goal is not to escape your current job but to gather "information" on how the market values your skills and experience now. Once you know your market price, your life choices become clearer. Some may use this data to negotiate reasonably with their current employer; others may plan medium-term career moves, deciding when to switch and what skills to develop to make a bigger leap next time. Some may decide to stay but do so consciously, understanding they are trading some job security for slower growth.
Knowing your worth alone is insufficient. In today's work environment, where economic growth is modest and AI increasingly replaces certain tasks, it is equally important to remain "valuable in the market."
Organizations increasingly seek not just diligence or routine expertise but analytical thinking, complex problem-solving, cross-functional collaboration, and the ability to use technology as a productivity tool rather than viewing it as a job threat.
Practically, increasing your value may start by identifying which parts of your job AI can easily replace and which require human judgment. Then, invest time in developing skills related to the latter.
These skills might include data analysis, strategic communication, project management, or overall business understanding. Those who leverage AI as a productivity enhancer tend to be more productive than those who see it as a competitor. In today’s labor market, higher productivity generally translates directly to stronger salary negotiation power.
Maria Antonette Ansiro, CEO of Adecco Thailand Group, states that today's labor market is not about increasing headcount but about hiring precision. Organizations focus on roles that deliver measurable results and improve efficiency, including positions that facilitate digital transformation and long-term sustainability. Despite overall limited wage growth, scarce and essential skills still command premiums that companies are willing to pay.
Skill development is not an overnight process but a gradual accumulation, like an investment. Workers who stop learning may not immediately feel their decline, but their market value slowly erodes compared to those who continually update their skills. When it becomes necessary to change jobs, the gap may be too large to close easily.
Knowing and striving to increase your value is not disloyal to your organization. On the contrary, it is an act of financial honesty toward yourself. In reality, loyalty is admirable, but if it results in your income base being capped—affecting your saving, investing, and long-term security—that cost may be too high without you realizing it.
Source: Adecco Thailand
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