While most respondents areplanning to stay put in 2020–58 percent say they are not likely tolook for a new job–millennials appear to be on the move.

It's an employee market—and so quite naturally, workers want more than what employers arecurrently offering them, according to Monster's 2020 State of the Candidate Report.

"It's the start of a new decade and employers in the UnitedStates are still missing the mark," the authors write. "From salaryto mental health to workplace equality and inclusiveness, employersare failing to meet workers' expectations and needs."

Related: Employees set the bar high–employers must rise tothe challenge

Monster surveyed 1,000 full-time and part-time U.S. employeesand found that nearly a third (32 percent) of the respondents feeltheir pay is unfair.

"Those who say they are likely to search for a new job in 2020are more likely to say they are not paid fairly," the authorswrite. "Not surprisingly, employees who are planning to stay attheir company in 2020 are more likely to say they are being paidfairly."

Four out of five (80 percent) respondents say there should begreater transparency around salaries in theworkplace. Nearly a third (31 percent) believe there is a genderpay gap in favor of men at their company, with females expressingstronger feelings about a gender pay compared to men (38 percentvs. 23 percent). Millennials (37 percent) are more likely tobelieve there is a gender pay gap, compared to Gen X or babyboomers (27 percent and 28 percent, respectively).

"Respondents who believe there is a gender pay gap in favor ofmen say they've seen more promotions/upwards movements of mencompared to women and there aren't as many women in senior levelpositions," the authors write. "The gender pay gap has tangibleimplications: Females were more likely to say not making enoughmoney to cover bills contributes to their sense of emotionaldistress at work, compared to males."

Two in three (66 percent) respondents say their job positivelyimpacts their mental health, but more than a third (34 percent) saythe opposite.

Among the job stressors, respondents are most likely tofeel emotional distress at work as a result of heavy workload (32percent), not making enough money to cover bills, including debts(28 percent), and toxic bosses and/or coworkers (24 percent).Females (36 percent) and millennials (34 percent) are more likelyto feel stressed by not making enough money to cover theirbills.

Two in five respondents have experienced anxiety (41 percent),one in four have experienced depression (24 percent), and one inten have experienced physical illness (12 percent) as a result oftheir job. Millennials (54 percent) and females (47 percent) aremore likely to say they feel anxious as a result of their job.

These feelings have an impact on the respondents' careers mostoften by decreasing the quality of their work (17 percent) andleading them to switch to a less stressful job (11 percent).

"While most respondents feel these are temporary feelings anddon't seek help, many fear being judged or simply don't know whereto turn for help," the authors write. "Half of the surveyrespondents who experience issues as a result of work have notsought help, mostly because they knew it was a temporary feeling.But nearly a quarter haven't sought help out of fear of beingjudged or simply not knowing where to turn for help."

According to respondents who have sought help, they do sothrough therapy (55 percent), talking to a family member (46percent) and talking to a friend or mentor (44 percent).Millennials (57 percent) are more likely to say diversity, equityand inclusion in the workplace is very important compared to GenXers (47 percent) and boomers (49 percent). While most of therespondents believe their company fosters an inclusive workenvironment, one in five (22 percent) don't agree and 21 percentaren't sure.

"Despite positive feelings about their company being inclusive,a fourth of the respondents have felt discriminated against and afourth have witnessed discrimination," the authorswrite. Of those respondents, they believe discriminationwas because of their race (40 percent) and age (35 percent).

While most respondents are planning to stay put in 2020–58percent say they are not likely to look for a new job–millennialsappear to be on the move and are more likely to seek newemployment (52 percent vs. 42 percent). Of those likely to look fora new job in 2020, 24 percent are planning on starting their jobhunt in the first three months of the year.

For those who are planning to stay put, the top two things theyhope to achieve at their current job in 2020 include getting araise (69 percent) and learned new skills (42 percent).

Most of the respondents (89 percent) feel secure in theircurrent job, but a looming recession could threaten that security.Three in five (60 percent) respondents are worried about thecurrent state of the economy and more than one in three (35percent) believe their job would be at stake if the U.S. were toexperience a recession.

Millennials (65 percent) are more likely than Gen Xers (55percent) and boomers (55 percent) to be worried about the currentstate of the economy and more likely to believetheir job would be at stake if the country were to experience arecession (39 percent vs. 37 percent vs. 27 percent). According tothe respondents, the top three reasons they started their last jobsearch was due to higher salary (40 percent), benefits (21percent), job dissatisfaction (20 percent) andflexibility/lifestyle (20 percent).

When considering a job offer, respondents say salary (73percent) is their number one consideration, followed by timeoff/vacation days (39 percent), flexible work hours (34 percent),retirement benefits (33 percent) and company perks/benefits (33percent). Half (54 percent) say they've changed jobssolely because the one they had wasn't paying enough.

One in five (22 percent) respondents say they have stretched thetruth on their resume/cover letter and more than one in 10 (11percent) say they have provided false references to a recruiter.Millennials are more likely to say they have stretched the truth ontheir resume/cover letter (30 percent).

Two in five (43 percent) respondents say they have taken asecond job to fill the gap in salary. Millennials (52 percent) aremore likely to have a second job in order to fill the gap comparedto Gen Xers (41 percent) or boomers (31 percent). Minorities (47percent) are more likely to say they have taken a second job tofill the gap compared to non-minorities (40 percent).

More than half (60 percent) of the respondents think employershave the upper hand when it comes to salary negotiation, but thisdoesn't seem to affect the respondents' levels of comfort tonegotiate. Nearly three-fourths (72 percent) of respondents feelcomfortable negotiating their salary when accepting a new job.

However, they feel slightly less comfortable negotiating theirsalary at their current jobs. with two-thirds (67 percent) sayingthey feel comfortable.

Two in five respondents (43 percent) say they have taken a jobfor less money than they asked for, but it's usually out ofdesperation, saying they took the offer because they wereunemployed and needed a job (46 percent). Millennials (63 percent)and Gen Xers (60 percent) are more likely than boomers (52 percent)to have turned down a job offer because the salary was too low.Millennials (64 percent) and Gen Xers (52 percent) are more likelyto say they have changed jobs because their current one wasn'tpaying enough, compared to boomers (43 percent).

Females are more likely than males to hope to get a raise attheir current job in 2020 (72 percent vs. 65 percent), likelybecause they feel they aren't being paid fairly — likely becauseonly 58 percent of female respondents say they are being paidfairly compared to males (70 percent).

Only 58 percent of female respondents say they are being paidfairly compared to 70 percent of male respondents, which may relateto levels of expressed comfort negotiating salary. Males (76percent) are more likely than females (69 percent) to feelcomfortable negotiating their salary, when accepting a new job, aswell as at their current jobs (72 percent, males and 63 percentfemales).

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