Many organisations value the stability and expertise that long-serving employees bring. However, there is a less visible phenomenon at play; some individuals, despite feeling unfulfilled in their work, are choosing to remain in their roles. This behaviour, often referred to as “job hugging,” is a trend that is quickly gaining traction in the HR world, inviting businesses to monitor their employees’ engagement more closely. In this blog, we will examine the reasons behind the rise of job-hugging and who it is likely to impact the most.
What is job hugging?
The term “job hugging” refers to the practice of intentionally remaining in a current job instead of taking the perceived risk of moving to a new company. This trend is particularly significant in the current economic climate, as BDO’s employment index recently recorded its lowest reading since 2012. Additionally, in April, unemployment in Britain rose to 4.6%, coinciding with the government’s increase in employer national insurance contributions. These factors may contribute to a sense of job loyalty, as employees find it more appealing to stay in positions they perceive as financially secure.
UK employment and resignation trends
During better economic climates, while not without its challenges, employees have traditionally felt empowered to change jobs in search of higher salaries or better working conditions. This intensified in 2022, following the COVID-19 pandemic and subsequent lockdown period, leading to a “great resignation” in the UK. During this time, a record number of employees (442,000) resigned from their jobs, compared to 213,000 in Q1 of 2020.
This surge in resignations was primarily driven by increased hiring as companies recovered from the pandemic and the rise of remote work opportunities. UK workers developed renewed confidence, leading many to reassess their priorities and seek greater flexibility in their jobs. Due to the competitive nature of the job market, it became more challenging for businesses to attract talent, with a 2022 survey by Go1 indicating that 44% of workers resign for a higher salary.
According to McKinsey, resignation rates have recently seen a significant drop from 3.6% in 2021 to 2.3% in 2024, indicating welcome stability for employers. This improvement may also be attributed to how businesses responded to the previously candidate-driven market by enhancing benefits, such as flexible working and promoting a better work-life balance.
Job hugging and the younger workforce
Job hugging is comparable to the previously discussed trends of “soft quitting” and “quiet quitting”, whereby employees emotionally detach from their work or choose not to exceed their job responsibilities while still being employed. With job hugging, employees who choose to stay in their role are motivated by factors related to their current circumstances, whether it be workplace benefits or external influences.
As highlighted above, the behaviour observed can be rationalised by the uncertainty surrounding the UK’s economy. However, the preference to stay in current positions may also reflect a broader trend among the younger workforce, particularly Generation Z (Gen Z), whose long-term career ambitions appear to differ from those of previous generations. According to a 2025 report by YouGov, a survey of 3,635 UK workers revealed that more than half are unlikely to leave their current jobs. Specifically, 55% of respondents prioritise job security over career ambition; a sentiment which increases to 65% among those aged 18 to 34. This preference may stem from a lower interest in making significant career changes, as 72% of respondents indicated that they would prefer to advance their careers through personal growth and skill development rather than pursuing managerial roles.
There are mixed opinions about whether Gen Z are more likely to be job huggers or job hoppers. In reality, Gen Z tends to spend the least amount of time in a job during their first five years of employment. According to Randstad’s global report, Gen Z spends an average of 1.1 years in a job, which is seven months shorter than the average for Millennials. Additionally, 22% of Gen Z respondents reported leaving their job within the first year, a rate significantly higher than the 9% of Millennials and just 5% of both Gen X and Baby Boomers. However, Randstad’s report concludes that this trend is not due to low ambition, but rather a lack of purpose and opportunities for progression. Instead, this generation recognises the potential advantages of upskilling in areas such as AI technology or taking on a side hustle, with 31% expressing a preference for combining their main job with a second job.
Re-engaging job huggers
Like many workplace trends that indicate a lack of passion or motivation among workers, job hugging could create a stagnant workforce, negatively impacting employers. However, it’s also vital to appreciate the value that a high retention rate brings to an organisation. Long-term employees not only add a wealth of experience but also play a significant role in shaping workplace culture. Employers can maximise on this potential by providing opportunities for upskilling and ensuring that employees feel valued and heard.
According to data from Gallup, 80% of employees who receive meaningful feedback report feeling fully engaged in their work. Additionally, regular feedback from managers can help employees stay on track and work towards common goals that benefit both the employees and the organisation.
Furthermore, a study by IBM found that training can lead to a 37% increase in productivity. Businesses that offer more training opportunities, particularly in areas like AI, are likely to help influence future job roles and career advancement. Additionally, Gallup reported that employees who are strongly encouraged to learn new skills are 47% less likely to look for a new job. This could prove especially beneficial for junior and mid-level staff members who may be looking for a more meaningful connection to their roles.
At Distinct, our recruitment services extend beyond filling your vacancies. Our team of experts is ready to consult with you on market trends and hiring practices. If you would like to schedule a meeting to discuss your needs, please contact us today.
