Salary Ranked as Top Priority (67.8%) in Job Selection Across All Ages and Work Styles; Remote Work Preference 2.7 Times Higher in Full Remote Workers vs. Office-Based Workers

Survey Overview The 'Telework/Remote Work Research Institute' (Tele-Remote Lab), operated by LASSIC Co., Ltd., conducted a survey on 'conditions prioritized in job selection and reasons for considering resignation or job change' targeting 1,005 working professionals with experience in remote work.

The most prioritized condition was 'salary and bonus levels' at 67.8%, followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'availability and frequency of remote work' (38.4%).

When analyzed by office attendance style, the proportion prioritizing 'remote work availability and frequency' showed a significant gap: 56.6% for full remote workers versus 20.7% for full-time office workers, marking approximately a 2.7-fold difference. This highlights a clear trend where prioritized conditions change significantly based on office attendance frequency.

Detailed Results When 1,005 working professionals aged 20–65 with telework/remote work experience were asked to select all conditions they prioritize when job hunting, 'salary and bonus levels' was the highest at 67.8%. This was followed by 'location and commute time' (54.7%), 'workplace interpersonal relationships/atmosphere' (42.2%), and 'remote work availability and frequency' (38.4%).

Other factors such as 'job satisfaction' (36.5%), 'level of benefits' (33.0%), 'stability/future prospects of the company' (32.9%), and 'flexibility of working hours (e.g., flex-time)' (32.8%) all hovered in the 30% range. The gap between the first-place 'salary' and second-place 'location' is 13.1 percentage points, with several items clustered between 30% and 42% for rankings 3 through 8.

Differences by Attendance Style The prioritization of 'remote work availability and frequency' was 56.6% for full remote workers, 48.0% for hybrid workers, and 20.7% for full-time office workers. The gap between full remote and full-time office workers is 35.9 percentage points, meaning full remote workers are approximately 2.7 times more likely to prioritize this. Even among full-time office workers, approximately one in five (20.7%) prioritizes remote work availability in their next job search.

Priority for 'salary and bonus levels' was 59.6% for full remote workers, 67.0% for hybrid workers, and 71.9% for full-time office workers. The priority rate increases with office attendance frequency, with a 12.3 percentage point gap between full remote and full-time office workers.

Analysis by Age and Gender Priority for 'salary and bonus levels' was 61.4% for those in their 20s, 63.9% in their 30s, 68.3% in their 40s, 75.7% in their 50s, and 64.2% in their 60s, peaking at 75.7% for the 50s age group. Conversely, the priority for 'remote work availability/frequency' was highest among those in their 20s (43.5%), confirming a tendency for younger generations to prioritize it more.

'Support for balancing work with childcare/nursing care' showed an 11.2 percentage point difference, with 19.5% for women and 8.3% for men. In contrast, there was minimal gender difference in the priority for salary levels or remote work availability.