The conversation about the changing world of work is often dominated by white-collar headlines – hybrid policies, AI adoption, and office redesigns. But there’s another, quieter shift happening: the balance of power between white- and blue-collar workforces. And it’s reshaping what employers must do to attract and keep their most essential people.
In our World of Work Trends Report 2025, we found that 35% of the fastest-growing roles fall outside traditional white-collar categories, while demand for white-collar professionals is declining in many regions. Roles in manufacturing, logistics, and other frontline sectors continue to be in high demand. According to Revelio Labs, job postings for white-collar positions fell by 12.7% between Q1 2024 and Q1 2025 – slightly more than the 11.9% decline in blue-collar postings. And the sharpest drop? Entry-level business and tech roles.
Pay is also telling a new story. While white-collar wage growth has flattened, pay for blue-collar jobs is on the rise. This is a clear signal for leaders: the value of frontline talent is increasing, and old assumptions about what matters to them are out of date.
Why flexibility is the new currency
Blue-collar workers want to feel valued – but many don’t. In our latest research, Top Employers Institute has spoken to 2,200 blue-collar workers to understand what really matters to these employees. We’ve found that only 68% of blue-collar workers say they feel appreciated for their contributions. Historically, pay has been the main bargaining chip. But now, flexibility is emerging as a silent dealbreaker.
For many blue-collar employees, flexibility doesn’t mean working from home – it means more control over schedules, predictable hours, shift-swapping options, or even compressed work weeks. These are the factors that determine whether a role fits into their lives – and whether they stay or go.
As Top Employers’ Organisational Psychologist Emily Cook puts it:
Blue-collar employee experience has long been treated as a second-tier issue. But in a labour market defined by skills scarcity and operational risk, it must now be on the executive agenda.
One strategy won’t fit all
HR strategies designed for office workers rarely land well on the shop floor. In a labour market where more than a third of the fastest-growing jobs are blue-collar, leaders need people strategies that reflect how different groups define a “good job.” That means listening to employees, adapting benefits, and above all, embedding flexibility into workforce design.
The competitive edge
Pay alone won’t secure the talent companies need amongst their blue-collar workforce. Flexibility, recognition, and career opportunities are now part of the same equation. The employers who adapt fastest will be the ones who win in a tightening labour market.
Explore how Top Employers are responding to this shift – and the practical steps they’re taking to redesign blue-collar work for the future.