Job Hugging: Why More Employees Are Staying Put and What It Means for Hiring Managers

What is Job Hugging?

Forget about ‘quiet-quitting’; the latest trend we’re seeing is ‘job hugging’. You might have seen this term around HR and hiring circles on the internet. It sounds a bit silly, but what does it actually mean?

It’s used to refer to the phenomenon of employees deliberately holding onto their current roles for longer than is typically expected. In their 2025 Annual Jobs Report, Employment Hero shows that 51% of workers are unlikely to leave their roles, and 65% of 18 to 34-year-olds intend to stay put, despite there being potentially lucrative opportunities elsewhere. 

This isn’t just workers being overly cautious. It’s a deliberate choice to stay put, and whilst yes, it demonstrates a ‘better-the-devil-you-know’ type of attitude, it’s not just people settling or disengaging with their careers. It’s a demonstration of employee commitment, and people weighing up the risk of moving against the benefits of the stability they already have.

 

"Job-hugging is not apathy; it’s a calculated choice for security and certainty."

 

So Why Are Employees Hugging Their Jobs?

There are several factors that explain the rise of employees seeking stability in the UK:

• Economic Uncertainty: Let’s face it, this is a big one for a lot of us at the moment. Inflation, the rising cost of living, and a job market that’s slower than it has been in a while have all made workers more wary of change. Moving jobs is no longer just about getting a pay rise – it can carry real risk for people.
• A Competitive Labour Market: The younger end of the employment market is facing huge competition for new roles. Over half of this group feels the job market is too uncertain to take the chance of leaving a stable role.
• Post-Pandemic Priority Shifts: Yes, it’s still relevant. The COVID-19 pandemic completely reshaped employee priorities, and more people are valuing a good work-life balance and job security these days, rather than salary increases or rapid career advances.
• Generational Differences: Older employees who are closer to retirement tend to stay put for stability. Younger workers who may have been affected by severe career volatility during the pandemic also favour security over rapid change.

A hypothetical example, to illustrate: A UK tech company recently reported that their junior analysts, predominantly aged under 30, averaged 4.2 years in roles that traditionally saw 2-3 year tenure. When asked about this, employees cited job stability and the supportive team culture as their main reasons for staying put, even when something new might offer higher pay.

 

What Does This Mean for Employers?

It’s a mixed picture.

• You might see slower hiring cycles. Filling vacancies has the potential to take longer because there are less employees looking to move.
• When your employees stay put, you might start to see limited internal mobility – succession planning and development for junior team members can slow down.
• You’ll need to find the balance between retention and attraction. You may find it easier to keep hold of loyal employees, but struggle to attract external talent if roles appear static.

 

"A stable workforce is good, but when everyone hugs their job, growth opportunities can bottleneck."

 

How To Navigate Job Hugging: Five Strategies That Can Help

1. Encourage Strategic Moves, Not Just Retention: Instead of keeping employees where they are, you could offer structured internal moves: transfers to other teams, project swaps or temporary cross-functional assignments. This allows people to build experience within the business while also refreshing skills and perspectives.

2. Highlight Career Growth Without Pressure: People who are staying put aren’t lazy; they want security. Showcase progression opportunities clearly and early, including promotions and skills-based growth, so employees feel there is space for them to advance without needing to look elsewhere.

3. Position Rewards That Are More Than Just Salary Increases: Rather than just salary increases, tie recognition to learning milestones, innovation contributions or internal mentoring. This will keep high performers motivated even if they aren’t changing roles.

 

4. Introduce Time-Limited Challenges: Create shorter projects or rotations with clear goals. Employees feel engaged and stretched, and managers can identify members of their team who are ready for broader responsibilities without forcing a role change.

 

5. Proactively Plan Succession: Job-hugging can slow career progression for others. Identifying potential future leaders early and setting out opportunities to develop will help your talent pipeline keep moving, even if your senior staff are ‘job-hugging’.

Another example to illustrate: A mid-sized finance firm introduced an internal rotation program, allowing employees to try different roles within the business. Over 12 months, internal movement increased by 25%, without losing the stability employees valued.

 

"Don’t fight job-hugging - channel it into growth, development, and talent planning."

 

Looking Forward: Turning Job Hugging Into an Advantage

While job-hugging feels like it might be a big challenge, it can also present opportunities for you. A committed workforce will help you improve your culture, which will ultimately help your business in the long run. By understanding the motivations of your team, investing in career growth and fostering the engagement you’re seeing, you can turn job-hugging from a potential bottleneck into a strategic advantage.

 

In Conclusion

Job-hugging reflects a desire for stability in a turbulent world. Employers who can adapt to this mindset shift and invest in their employees will retain talent in the long run and be able to leverage internal growth.

 

Can We Help?

Dealing with the ever-changing world of work can be a nightmare at times. It’s easier with help. At Sewell Wallis, we help businesses balance stability with progression, ensuring you attract, retain, and develop the right talent for the long term.

Get in touch with our team today to talk about how we can support your hiring plans.