The labor market in 2025 is witnessing a powerful and complex surge in resignations—not confined to one region, industry, or generation. What’s driving this exodus? Here’s a detailed breakdown of the factors behind today’s record-breaking workplace departures.
1. The Great Re‑Resignation: Dissatisfaction Runs Deep
No, the resignation wave didn’t end with the pandemic. Universum’s Talent Outlook 2025 reveals a clear second wave—the “Great Re‑Resignation”. Approximately 36% of highly skilled professionals in Europe are considering changing employers this year, citing misalignment with their values, lack of flexibility, compensation concerns, and limited growth opportunities
2. Feeling “Stuck” and Managing Resentment
A significant number of professionals feel trapped. A glassdoor Worklife Trends report found that 65% of workers reported feeling “stuck” in their jobs, even though overall quit rates remain low. As the job market softens, many stay due to lack of alternatives—but this pressure is expected to burst once more opportunities arise, potentially triggering a new wave of resignations
3. Revenge Quitting and Quit‑Fluencers
A growing number of workers are quitting not just physically—but dramatically:
- Revenge quitting is on the rise—employees are resigning mid-shift, dropping critical files, or staging walkouts as acts of protest. A notable example comes from Glassdoor’s data and media reports, with 17% of employees admitting to revenge quitting, and 25% expecting it in their workplace this year
- Parallel to this is the rise of the “quitfluencer”: individuals who publicize their resignations—sometimes with flair—on social media platforms like TikTok (#quittok), turning resignation into cultural commentary. From poets to flight attendants, these stories spotlight broader disillusionment with traditional work paradigms
4. Career Growth, Voice, and Purpose: The Harvard Perspective
Harvard researchers, in their book Job Moves, emphasize that most departures aren’t driven by simple economics, but by a deeper need for progress—both professional and personal. People quit to escape negative environments, reclaim autonomy, align their strengths with their roles, or meet personal milestones like finishing school or buying a home
5. Culture, Burnout, and Workplace Misalignment
Historical drivers continue to fuel exits:
- A study by FlexJobs found that factors like toxic culture (62%), low pay (59%), poor management (56%), burnout (42%), lack of flexibility (41%), and limited growth (37%) remain powerful contributors to resignations
- Additional 2025 surveys highlight persistent concerns around poor leadership, misaligned work expectations, disrespect, and unsafe conditions—especially among younger cohorts who prioritize respect, transparency, and psychological safety
6. Cultural Shifts: Japan’s Resignation Agencies
A striking cultural shift is unfolding in Japan, where employees are now hiring resignation agencies—like Momuri—to hand in notice on their behalf. Priced around ~$350, this service is popular among younger workers facing rigid, harassing work cultures, stigma, and discomfort with direct confrontation The
Summary Snapshot
| Key Factor | Why It Matters |
|---|---|
| Great Re‑Resignation | A renewed wave of departures driven by dissatisfaction and misaligned jobs |
| Stagnation & Resentment | Pressure is building; resignations may surge when job market improves |
| Revenge Quitting / Quitfluencers | Dramatic, viral departures highlight frustration and redefine quitting trends |
| Career Purpose & Progress | Workers leave to pursue alignment, personal milestones, and meaningful work |
| Burnout & Toxic Culture | Poor management, culture, and lack of flexibility remain top resignation drivers |
| Resignation Agencies (Japan) | Workers seek alternative, dignified exit methods amid rigid and dehumanizing systems |
What’s Next for Employers?
To stem this tide of resignation, organizations must:
- Prioritize career growth—offer clear paths, development budgets, and recognition.
- Champion flexibility—embrace hybrid models and trust-based autonomy.
- Cultivate healthy culture—invest in psychological safety, respectful leadership, and well‑being.
- Listen to employees—engage through pulse surveys, check-ins, and meaningful feedback loops.
- Align roles with values—ensure mission and workplace norms resonate authentically with your team.