Upskilling workers will be a major requirement for lasting employment with one in five jobs expected to change fundamentally by 2030.
Technology advances, the global transition to renewable energy, economic uncertainty and demographic shifts are some of the drivers of job change, according to the 2025 Future of Jobs Report released on Wednesday.
The report, which surveyed more than 1000 employers representing 14 million workers around the world, predicted frontline roles including farm and food processing workers, delivery drivers and sales people would have the largest growth in volume.
Technology-related roles such as big data and artificial intelligence specialists, fintech engineers and software developers were expected to be the fastest growing, while clerical and secretarial roles were predicted to suffer the largest decline.
Between 2025 and 2030, the report indicated workers around the world could expect nearly 40 per cent of their existing skill sets to be transformed or become outdated.
Australian employers listed analytical thinking, resilience, flexibility and agility as the most sought-after core skills.
Employers named big data and AI, networks, cyber security and technology literacy as the fastest growing skills desirable in employees.
National employer association the Australian Industry Group was the national partner for the report which measures and predicts employment changes every two years.
The study revealed a "tangled mix" of global drivers transforming jobs, AI Group chief executive Innes Willox said.
"It demonstrates the importance of building the capability and size of Australia's workforce now and over the coming years," Mr Willox said.
"Sixty-three per cent of employers globally said skill gaps are the biggest barrier to business transformation.
"While they are making considerable effort to diversify, upskill and support their workforces, this must be complemented by effective public jobs and skills policies in the next five years."
He said strategies to build talent for new and emerging roles as well as funding for broad reskilling should be prioritised, as well as plans to support diversity, equity and displaced and mature-aged workers.
