Second Great Resignation Could Emerge as Workers Seek Higher Pay, Remote Work

A second great resignation could be ahead as 28% of workers indicated they are likely to quit their job this year, the same percentage that reported quitting one or more jobs during the first Great Resignation of 2021 and 2022.

A recent ResumeBuilder.com survey of 1,000 full-time workers found younger workers are more likely to quit their jobs, with many in search of higher salaries or different work modalities. Among those between the ages of 18 and 24, 37% said they are likely to quit their jobs this year, and 35% of those 25 to 34 years old said the same.

ResumeBuilder.com’s resume and career strategist Julia Toothacre noted it is often quicker to increase salary through a job change every few years, and younger workers tend to switch jobs at a higher rate as they try to determine what type of function, industry and environment works best for them.

Low pay was the most common reason respondents gave when asked why they were likely to quit their jobs, according to 56% of the participants. Forty-four percent would quit for better benefits and 43% indicated their current job is overly stressful. Service and hospitality industry workers were the most likely to be considering leaving their job this year (35%), followed by those in the tech industry and finance industry (both 34%), the report found.

One in ten workers who are likely to quit their jobs this year said they won’t wait until they have their next job lined up before they do so, but two-thirds said they are applying for jobs and one-third plan to begin their search soon. In addition to higher pay, many employees are looking for a different work modality. Of note, 40% of fully in-person workers said they would prefer a hybrid or fully remote work arrangement.

”Employers will offer remote/hybrid positions and options when it becomes difficult to find candidates,” said Toothacre. “This is an employer market, which is why you’re seeing so many RTO mandates. When the market shifts back to candidates, we’ll see more perks. Companies that aren’t well known or struggle to hire might use flexible schedules, bonuses or remote work options as a way to entice candidates, but it’s not a widespread tactic currently.”