Over 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 wry amusement, such as ...
"After working 5 years, my salary is 25,000 baht, but a newcomer just starting earns 28,000 baht."
Though this sentence may sound like a joke, it actually reflects a labor market reality where many feel that no matter how hard they work, their income does not increase in line with their accumulated experience.
For many, a salary is just a figure on a pay slip, but financially, "salary" forms the basis of almost everything—from saving capacity to investment opportunities.
When the income base is low, compound interest works more slowly. A difference of only a few thousand baht a month today can translate into hundreds of thousands or millions of baht less financial security in retirement—without the person realizing this disadvantage quietly accumulates.
Many Thai work cultures still hold the view that one should accept whatever the company offers initially and wait until next year, or that staying long enough will make management recognize one’s value.
However, in practice, many organizations design compensation systems with limited budgets for raising current employees’ salaries, while budgets for hiring new employees reflect current market rates. As a result, long-term employees may unknowingly be capped below their true market value, which has moved far beyond their current pay.
This aligns with the latest Adecco Thailand Salary Guide 2026, which reports that overall salaries in Thailand are increasing gradually, with 82% of 1,500 survey respondents receiving annual raises between 2-5%. However, changing jobs offers opportunities for higher salary increases depending on job demand and candidate skills.
"Average salaries by position level show entry-level roles with less than three years’ experience earn about 20,000–38,000 baht, down 5-10% from last year, except for IT positions which still command high pay."
In this context, the key question isn’t simply whether to change jobs, but rather: if you entered today’s job market, how would other employers value you? If the answer is 15-20% or more above your current salary, it means you are financially incurring an "opportunity cost" every month and year. Even with stable employment and income, your earnings may be growing significantly slower than your potential.
However, finding this answer does not always require actually quitting. You can start by reviewing job postings similar to your position, talking with recruiters, or even interviewing to explore the market without accepting an offer.
The purpose is not to flee your current job but to gather "information" about how the market values your skills and experience today. Knowing your market price clarifies your options: some may use this information to negotiate reasonably with their current employer, others may plan medium-term moves including skill development to secure bigger jumps in future job changes, and some may choose to stay—mindfully aware they trade some stability for slower growth.
Merely knowing your market value is insufficient. In today’s job market, with slower economic growth and AI replacing some tasks, it is equally vital to ensure you remain "valuable in the market."
Employers increasingly seek not just diligence or routine skills, but abilities in critical thinking, solving complex problems, cross-functional collaboration, and using technology to enhance productivity rather than compete with it.
Practically, increasing your value might begin by identifying which parts of your work AI can easily replace and which require human judgment, then investing time to develop skills in the latter areas.
For example, skills in data analysis, strategic communication, project management, or understanding business holistically. Those who use AI as a productivity tool tend to outperform those who see AI as a competitor. In today’s labor market, higher productivity generally translates directly into greater bargaining power.
Maria Antonette Ansiro, CEO of Adecco Group Thailand, states that today’s labor market is not about increasing headcount but precision in hiring. Organizations focus on roles that deliver clear results, enhance efficiency, support digital transformation, and promote long-term sustainability. Although overall wages grow modestly, rare and business-critical skills still command high value that organizations are willing to pay for.
Skill development is not instantaneous but a gradual accumulation, like an investment. Workers who stop learning may not immediately feel diminished, but their market value may slowly erode compared to those who continually update themselves. When job change becomes necessary, this gap may be too large to close easily.
Knowing and striving to increase your value is not disloyalty to your organization. On the contrary, it is honesty about your financial life because, in reality, loyalty is admirable but if it comes at the cost of a stagnant income base that harms your saving, investing, and long-term security plans, that cost may be too high and unnoticed.
Source: Adecco Thailand
Read personal finance and financial planning news with Thairath Money to help you "Achieve Financial Well-being."https://www.thairath.co.th/money/personal_finance
Follow the Facebook page: Thairath Money at this linkhttps://www.facebook.com/ThairathMoney