Driven largely by a social media movement in the early 2020’s, Quiet Quitting became a well-publicised trend that saw disengaged employees doing the bare minimum in their roles, eventually leading to their departure. The trend highlighted how employees were no longer willing to stay late, show up early or take on extra responsibilities.
Now, a new workplace phenomenon is taking the professional world by storm.
Revenge Quitting
With an increasing number of employees angry about low salaries, lack of payrises and an absence of progression opportunities, pent-up resentment is seeing employees walk out on the job. According to Glassdoor’s Worklife Trends 2025, a ‘wave of revenge quitting is on the horizon’, suggesting that more employees than ever before are choosing to quit and leave their employers blindsided.
The effect of this trend?
Employers are left scrambling to fill the empty positions with a lack of preparation. Resource, capital, the current workforce and more are all impacted in a short space of time.
The Facts
A recent study conducted by Software Finder found that 4% of full-time employees are planning on revenge quitting this year, and 7% of hybrid workers will do the same.
Although this is a small percentage, the study also found that a total of 93% of full-time employees are frustrated in their current job, with the reasons being:
- 48% citing low salary and lack of pay rises
- 34% feeling undervalued
- 33% seeing no growth opportunities
With these feelings being the same as those Revenge Quitting, it’s likely that the percentage of those quitting in 2025 will increase.
However, there are challenges for those who want to – and do – Revenge Quit. With the number of applications being received for a singular job advertisement increasing by 119% year-on-year increase since 2024, those who do quit may not find it as easy as they think to find a new job.
In a recent Linkedin poll conducted by ourselves here at V7 Recruitment, 54% of respondents stated that they were finding the current job market ‘TOUGH, harder than expected’. But why is this? Put simply, the job market is oversaturated. Employers have slashed headcounts, economic uncertainties have slowed hiring and remote jobs are becoming increasingly rare, meaning more people are forced to look locally, increasing the number of applications per job.
Overcoming This Trend
Although you’re not going to be able to stop people from leaving if they want to, there are some steps that you can take to try and stop it being as abrupt.
1) Address Employee’s Concerns Early
Create a culture where employees feel comfortable voicing their concerns and managers actively listen and empathise. Regular check-ins with employees, both formally and informally, will help to gauge employee morale and identify potential issues before they escalate.
2) Foster a Positive Work Environment
Encourage teamwork and collaboration, fostering a sense of community within the workplace. Create a culture where employees feel comfortable sharing ideas and feedback, and where their voices are heard. Acknowledge their contributions and achievements, both big or small.
3) Ensure Fair and Transparent Practices
Follow through on commitments you’ve made to employees, whether that’s regarding raises, promotions, or other benefits. Ensure that employees actually understand what their roles entail and expectations so that they’re not dissatisfied with the tasks they conduct.

Wondering if Revenge Quitting may take your business by storm?
Talk to one of our consultants today to be prepared.
