We all remember quiet quitting where disengaged employees quietly drifted away from extra effort. But the latest workplace wave is called job hugging, especially among younger UK workers.
A recent YouGov survey for Employment Hero found that a staggering 65% of UK employees aged 18–34 are prioritising job security over opportunities to move on. Mainly driven by pay stagnation, job cuts, and economic worries..
Why this shift matters
At first glance, this seems like a win for retention. But not all staying is stable:
- The UK recruitment market is slowing fast, with a significant drop in hiring demand. That means fewer alternatives and fewer reasons for people to look around.
- Another survey by Robert Walters found that 77% of UK professionals now value job security over salary, and over 70% are hesitant to move roles due to economic fears.
So yes, people are staying but often not because they’re thrilled. They’re staying because leaving feels riskier.
What Gen Z actually wants
Leading research from Admiral shows that nearly 88% of Gen Z workers want one long-term employer that offers both financial security and belonging. They expect to stay around seven years on average, double the historical norm of three to four years.
But here’s the twist: while job security is critical, it’s not Gen Z’s only career goal. Deloitte’s 2025 UK survey found that 21% of Gen Zs prioritise financial independence over leadership ambitions and that almost half (49%) often feel anxious or stressed.
In short, stability matters.. but it’s not enough on its own.
The choice organisations face
Leaders now have a choice. You can:
- Rely on job hugging
Cross your fingers that fear of the economy keeps people from walking out the door. - Invest in true loyalty
Build cultures where people stay not because they have to, but because they want to.
Any guesses which one creates performance, innovation, and wellbeing?
How to move beyond job hugging
Here’s what organisations can do right now:
Make work feel safe, not just stable
Psychological safety matters just as much as job security. People need to know they can speak up, try, fail, and still belong.
Prioritise growth opportunities
If career ladders feel broken, build career lattices. Offer stretch projects, skill-building, and mentoring that show people they can grow without leaving.
Connect the dots to purpose
When pay and perks aren’t enough, people look for meaning. Link everyday tasks to the bigger picture: why it matters for the customer, community, or world.
Take wellbeing seriously
Not yoga-at-lunch wellbeing. Real, structural support. Burnout prevention, workload management, and leaders who model balance.
The bottom line
Quiet quitting was about boundaries. Job hugging is about fear.
But the organisations that will win in the long run? They’re the ones that make people stay because work feels energising, secure, and human; not because the outside world feels too risky. Because here’s the truth: people don’t want to hug jobs. They want to thrive in them.