Survey Results Signal Workforce Anxiety and Digital Skills Gap

The 2025 edition of PwC’s "Thailand Hopes and Fears Survey" captures the evolving sentiment of Thai employees as the nation’s corporate landscape undergoes rapid transformation. Drawing on responses from over 2,000 professionals across sectors—including finance, manufacturing, technology, and services—the survey uncovers a dual reality: optimism about new opportunities in a digital future, tempered by deep-seated concerns over job stability, skill relevance, and organizational readiness.

According to the survey, 63% of Thai workers express concern that automation and digital technologies could threaten their jobs within the next five years—a figure up from 54% in the previous year’s report. Notably, 47% of respondents doubt their current skill sets will remain relevant unless they pursue significant upskilling. This apprehension is particularly pronounced among employees under 35, with 71% in this group expressing anxiety about their future employability.

Market Impact and Business Response

These findings arrive as Thailand seeks to position itself as a Southeast Asian digital hub under the Thailand 4.0 policy framework. The workforce’s concerns about automation and AI adoption risk undermining this ambition, especially if companies and policymakers fail to address gaps in upskilling and organizational adaptation. For employers, the data signals an urgent need to invest in continuous training, digital literacy, and clear communication regarding technology-driven change.

PwC’s survey also highlights that 59% of Thai workers are willing to switch employers if better upskilling opportunities are provided elsewhere—a trend that could intensify talent competition, especially in sectors like fintech, e-commerce, and advanced manufacturing. The report points to a growing divide between organizations proactively reskilling their workforce and those lagging behind, with the latter facing increased attrition and reduced productivity.

Strategic Implications for Leadership and HR

The survey underscores the necessity for leadership teams to prioritize transparent workforce strategies. Only 38% of respondents believe their employers have a clear vision for managing workplace change, while 44% feel excluded from decision-making about technology adoption. This communication gap could exacerbate resistance to digital transformation, eroding organizational morale and stalling innovation.

Human resources leaders are urged to implement data-driven talent management policies that align with both employee expectations and business objectives. The research shows that employees want not only technical upskilling, but also human-centric skills such as critical thinking, adaptability, and collaboration. Companies failing to address these needs risk being marginalized in a competitive regional labor market.

Policy and Regulatory Considerations

Thailand’s government has signaled its commitment to digital inclusion and lifelong learning through initiatives like the National Digital Economy Master Plan. However, PwC’s findings suggest policy execution remains uneven. Only 27% of survey participants report having access to government-supported training or upskilling programs, while 41% are unaware of any such initiatives. This highlights a disconnect between policy intent and on-the-ground impact.

Regulators face mounting pressure to incentivize corporate investment in workforce development and ensure that digital transformation does not exacerbate social or economic divides. Enhanced public-private partnerships are seen as essential to bridging training gaps, particularly for small and medium-sized enterprises (SMEs) whose resources for upskilling are limited.

Competitive Landscape and Future Outlook

The survey’s results come at a time when regional peers—such as Singapore, Malaysia, and Vietnam—are intensifying efforts to attract high-value digital talent and investment. Thailand’s ability to remain competitive hinges on how effectively its businesses and government can respond to workforce anxieties and close skills gaps. The continued adoption of cloud computing, AI, and robotics will require a workforce that is both adaptable and resilient.

Looking forward, the survey suggests that organizations that proactively address employee fears, foster open communication, and invest in robust upskilling programs will be best positioned to capitalize on Thailand’s digital growth trajectory. The stakes are high: failure to act could risk both talent flight and diminished competitiveness in the face of global disruption.

Key Takeaways

  • 63% of Thai workers fear job loss due to automation and digital disruption, up from 54% last year.
  • Nearly half of respondents doubt their current skills will remain relevant without significant upskilling.
  • 59% are willing to change jobs for better upskilling opportunities, raising the stakes for talent retention.
  • Only 27% have access to government-supported training, indicating a gap between policy and implementation.
  • Businesses that invest in transparent communication and workforce development are likely to gain a competitive edge as Thailand pursues its digital ambitions.

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