Sri Lanka is experiencing a significant talent exodus, with skilled professionals seeking opportunities abroad. From IT specialists to healthcare workers, the country is losing some of its brightest minds to nations offering better salaries, career growth, and improved quality of life. According to a report by the Advocata Institute, over 50% of young professionals are considering emigrating due to economic and career concerns (Fernando, 2023). But what’s driving this brain drain, and more importantly, can Sri Lankan companies reverse the trend?
Figure 1. The Morning (2025)
The graph illustrates the rising trend of Sri Lanka’s brain drain over the past few years, highlighting key statistics from the economic crisis and its impact on the workforce. It showcases a significant increase in the number of skilled professionals, including doctors, engineers, and IT specialists, considering emigration. The data points indicate that over 50% of young professionals are contemplating leaving due to economic instability, career stagnation, and the lure of better job opportunities abroad. The graph also highlights sectors most affected by the brain drain, with healthcare and IT leading the way. As Sri Lanka faces mounting challenges to retain its talent, this visual representation underscores the urgency for strategic interventions to reverse the trend and create a conducive environment for professionals to thrive locally (FT, 2023).
Why Are Professionals Leaving?
An article in Ceylon Today (2023) explains the main reason why professionals choose to leave Sri Lanka. Several factors contribute to the increasing migration of Sri Lanka’s workforce:
Economic Instability
The recent economic crisis has led to inflation, currency depreciation, and job insecurity, prompting many to look for stable opportunities elsewhere. A study by BMS Journal highlighted that 30% of skilled professionals leave primarily due to economic instability (Nushara Ameer, 2024).
Limited Career Growth
Many professionals feel stuck in stagnant roles, with fewer opportunities for promotions or skill development compared to international markets.
Salary Disparities
Skilled workers can earn significantly higher wages abroad, making it financially attractive to leave. The Sri Lanka Medical Association reports that one in four doctors has considered leaving due to better pay overseas (Samaraweera, n.d.).
Workplace Culture & Rigid Hierarchies
Traditional corporate structures often favor seniority over merit, leading to frustration among younger professionals who seek a more dynamic work environment.
Lack of Work-Life Balance & Flexibility
Many companies in Sri Lanka still follow rigid 9-to-5 office cultures, whereas global firms offer remote work, hybrid models, and better employee well-being initiatives.
How Can HR Policies Help Retain Skilled Workers?
Kenath Dilroy (2023) has given solutions for HR to address the Brain Drain Challenge. HR has a critical role to play in reversing brain drain by implementing policies that make staying in Sri Lanka a compelling option. Here’s how:
Competitive Compensation & Benefits
Review and adjust salary structures to align with industry standards. If companies cannot match international salaries, they should offer better benefits, performance bonuses, and equity options to retain top talent. Companies should provide inflation-adjusted salaries to maintain employees’ purchasing power amid economic challenges.
Career Development & Growth Opportunities
Invest in employee learning and development by offering certifications, workshops, and mentorship programs. Create clear career progression paths that allow employees to see growth opportunities within the organization instead of seeking them elsewhere.
Flexible Work Arrangements
Adopt remote and hybrid work models to accommodate employees’ preferences. Many professionals leave because they want work flexibility, why not offer it locally? Companies can introduce flexible working hours to improve work-life balance and boost productivity.
Recognition & Employee Engagement
Implement strong employee recognition programs to make workers feel valued and appreciated. Conduct regular engagement surveys to understand employee concerns and act on them.
Health & Well-being Initiatives
Offer mental health support, wellness programs, and stress management workshops to improve employee satisfaction. Companies can provide better healthcare and insurance plans to support employees and their families.
https://youtu.be/BEBzshlyamg
Should Companies Offer More Remote Work or Global Collaborations?
The simple answer: YES.
Global Collaborations
Instead of losing talent, companies can engage skilled professionals in Sri Lanka through offshore projects, remote contracts, and international partnerships (morning, 2025).
Remote Work & Digital Nomad Policies
Many professionals want international exposure without leaving Sri Lanka. Companies can partner with global firms and allow employees to work remotely while staying based locally (morning, 2025).
Establish Remote Work Hubs
Creating co-working spaces and digital hubs can help remote professionals stay connected while working for global clients (morning, 2025).
The brain drain crisis is a real challenge, but it’s not irreversible. If Sri Lankan companies modernize HR policies, embrace global work trends, and prioritize employee well-being, they can retain their best talent and compete on an international level.
The issue of brain drain in Sri Lanka is not merely a trend but a critical challenge that demands immediate attention. As talented professionals leave the country in search of better opportunities, Sri Lanka faces the risk of losing its brightest minds across vital sectors like healthcare, IT, and engineering. However, this trend is not irreversible. With strategic interventions, such as modernizing HR policies, offering competitive compensation, fostering career growth, and embracing flexible work arrangements, Sri Lankan companies can create an environment that encourages professionals to stay. Additionally, by adopting global collaboration models and providing remote work opportunities, companies can retain top talent while allowing them to gain international exposure. In facing this crisis, it is clear that both the government and private sector must come together to implement sustainable solutions that retain Sri Lanka’s intellectual capital, ensuring a brighter and more prosperous future for the nation.
References
Fernando, D., 2023. Sri Lanka’s talent drain: From dreams to departures. [Online]
Available at: https://www.advocata.org/commentary-archives/2023/08/20-sri-lankas-talent-drain-from-dreams-to-departures
[Accessed 05 March 2025].
FT, D., 2023. Daily FT. [Online]
Available at: https://www.ft.lk/columns/Brain-drain–Popular-rumour-or-fact-/4-752701
[Accessed 1 March 2025].
Manohar, K. D., 2023. The Brain Drain Challenge Sri Lanka’s Struggle with Talent Migration.. [Online]
Available at: https://www.linkedin.com/pulse/brain-drain-challenge-sri-lankas-struggle-talent-dilroy-manohar/
[Accessed 1 March 2025].
morning, t., 2025. Sri Lanka’s brain drain epidemic. [Online]
Available at: https://www.themorning.lk/articles/112929
[Accessed 1 March 2025].
Nushara Ameer, N. R. G. S., 2024. The impact of the Sri Lankan economic crisis on the brain drain of IT professionals. BMS Jornal of Applied Learning, 2(2), pp. 116-127.
Samaraweera, K. U. T., n.d. DOCTORS’ BRAIN DRAIN IN SRI LANKA. Aquinas College of Higher Studies.
Today, C., 2023. Measures to Stem ‘Brain Drain’. [Online]
Available at: https://ceylontoday.lk/2023/09/14/measures-to-stem-brain-drain/
[Accessed 1 April 2025].
The brain drain is a significant challenge for Sri Lanka, and understanding the factors driving talented professionals abroad is crucial for addressing the issue. It’s essential for the government and businesses to create an environment that nurtures talent and offers competitive opportunities to retain skilled professionals. Hopefully, these insights will spark meaningful change!
The brain drain of talented professionals leaving the country is a worrying trend that needs to be addressed urgently. As mentioned in the article, the lack of opportunities, political instability, and limited career growth are some of the key factors driving this exodus. It’s essential for the government and private sector to work together to create an environment that attracts and retains top talent, offering competitive salaries, benefits, and opportunities for professional development. Additionally, investing in education and innovation can help to create a pipeline of skilled workers who can drive the country’s growth and development.
The topic you’ve chosen reflects familiar aspects of Sri Lankan working culture nowadays. Many experienced employees are leaving the country due to the economic crisis and other reasons. However, we must ask: Are they satisfied with their work abroad? Additionally, your suggestion of remote working environments has yet to gain traction in Sri Lanka, highlighting the challenges of adapting to new work models in the country’s unique context. Good discussion for open forum.
It is well know that Sri Lanka is failing to retain talent is the ongoing brain drain. Many professionals, especially in IT, finance, and engineering, are migrating to countries like Australia, Canada, and the UAE for better pay and career opportunities. Salaries in Sri Lanka remain uncompetitive, and inflation has worsened the real value of wages.
It’s clear that Sri Lanka is facing a tough challenge with the brain drain, but there’s hope. By rethinking HR strategies—offering better pay, flexible work options, and more opportunities for growth—local companies can create a work environment that encourages talent to stay. It’s all about making employees feel valued and giving them reasons to stay right here at home.
You have addressed a critical issue in recent years in Sri Lanka. Many companies have faced significant challenges due to this. As explained, Sri Lankan HR professionals should pay prompt attention to mitigate this problem, which will benefit not only the organizations but also the entire country.
This is a comprehensive analysis of the significant issue of brain drain in Sri Lanka. The economic instability, limited career opportunities, and inadequate salaries are adversely affecting sectors like healthcare and information technology. HRM in organisations can play a vital role in mitigating this trend, as you have expressed. I’m agreed with you hat proactive measures are necessary to retain the best talent. By investing in human capital and improving working conditions, Sri Lanka can work towards reversing the brain drain
The brain drain poses significant challenges for Sri Lanka’s development, as it loses valuable human capital essential for economic and social progress. To overcome these issues requires creating a stable political environment, developing economic opportunities, and fostering a culture that values and retains talented professionals. This migration impacts the country’s development by reducing skilled labor and expertise essential for development.
You’ve explained the Sri Lankan brain drain very clearly in your blog. I think Sri Lanka risks losing talented people in important fields like healthcare, IT, and engineering. Both the government and private companies need to work together to find long-term solutions. Thanks for sharing these insights. I look forward to more content like this!
Your article show us the tragety that our workforce has faced today and sense of urgency for HR to modernize policies and offer competitive compensation, career growth opportunities, and flexible work arrangements. By embracing remote work models and focusing on employee well being, companies can retain skilled professionals and prevent further talent loss, securing long-term success.