“I’ll Just Stay at My Current Job”

As the U.S. job market faces instability with a sharp decline in new hires, a new phenomenon is emerging among workers. According to reports from The Wall Street Journal (WSJ) and Newsweek, a trend called “job hugging”—where workers cling to their current jobs, even if dissatisfied—is gaining traction. This stands in stark contrast to the “job hopping” trend that surged after the COVID-19 pandemic, where workers frequently switched jobs to secure higher salaries.

Data from the Bureau of Labor Statistics (BLS) supports this shift. The quit rate, which was 2.3% in 2019 before the pandemic, dropped to 1.6% in early 2020. It then spiked to 3.0% in 2021–2022 during the “Great Resignation” period but plummeted to 2.0% this month, highlighting a significant departure from the earlier trend.

A survey conducted in August by job search platform ResumeBuilder.com of approximately 2,200 workers found that 46% identified as “job huggers.” Of those, 95% cited “unstable labor market conditions” as the primary reason for hesitating to change jobs.

Indeed, various employment indicators point to a deteriorating market. According to the Labor Department, nonfarm job growth in July was only 73,000, far below the expected 110,000. August saw a mere 22,000 new jobs, significantly underperforming the forecast of 75,000. Job openings in July totaled about 7.2 million, down 176,000 from the previous year and below the expected 7.4 million—the lowest since September of the prior year. Notably, for the first time since April 2021, job openings (7.2 million) fell below the number of job seekers (7.4 million).A New York Federal Reserve survey also revealed that U.S. workers’ confidence in finding new jobs has dropped to its lowest level since 2013. Similarly, a survey by research firm Eagle Hill found that the majority of U.S. workers plan to stay in their current jobs for the next six months.

Experts note that, with a cooling labor market and growing job insecurity due to artificial intelligence and automation, clinging to current jobs is a natural response. However, they also highlight concerns about this trend. Matt Vaughn, a senior partner at consulting firm Korn Ferry, observed, “Just a few years ago, many workers boldly left jobs for higher pay, but now, amid rising costs and uncertainty, there’s a shift toward prioritizing stability.” He cautioned that this could slow wage growth and stifle innovation. Jennifer Silk, CEO of staffing firm Summit Group Solutions, warned, “When workers become too comfortable in their current roles, they risk stalling their growth and falling into stagnation.” Kevin Fitzgerald, managing director at Employment Hero, added, “Job hugging can lead to long-term career stagnation. Especially for younger generations, diverse work experiences and new job challenges are critical for career development, and they risk missing out on these opportunities.

”Psychologist Dr. Chloe Carmichael also cautioned, “Seeking stability in a good workplace is a healthy choice, but job hugging driven by fear and scarcity can trap individuals in an unstable environment.” Experts warn that job hugging is not just a personal issue but could lead to structural risks, such as reluctance to report workplace issues, entrenched poor working conditions, heightened tensions between companies and employees, and reduced innovation. The growing emphasis on “holding onto jobs” over switching careers presents new challenges for companies. Even as talent stays, the rise of “reluctant stayers”—workers who remain but with low engagement and productivity—is becoming a concern.

By Hwandong Cho