A sharp rise in “revenge quitting” is emerging as a key workplace trend in 2025, with global searches for the term increasing by 1329% in the past month.
The term describes employees resigning abruptly, often without sufficient notice, as a reaction to negative experiences with their employers.
This trend is being driven by a range of workplace issues, including burnout, lack of recognition, and disengagement with company culture. Stagnant career progression and salaries failing to keep pace with inflation are also contributing to dissatisfaction. A recent Glassdoor study has highlighted a decline in employee satisfaction across multiple industries over the past two years.
Addressing the Causes
Guy Thornton, Founder of Practice Aptitude Tests, emphasises the need for employers to identify the underlying reasons behind revenge quitting. He suggests that conducting exit interviews can help businesses recognise patterns of dissatisfaction and address systemic workplace issues.
Introducing pulse surveys could provide employees with an anonymous way to share concerns before they escalate. Thornton also highlights the importance of equipping HR teams and managers with training to address workplace conflicts early, reducing the likelihood of long-term resentment.
Providing employees with a structured career development path can be a key deterrent against revenge quitting. Thornton advises companies to invest in mentorship programmes, skill-building workshops, and clear progression plans. Demonstrating a commitment to employees’ growth can reinforce their sense of belonging and value within the organisation.
Building a Resilient Workforce
Sudden resignations can cause disruptions, but businesses can mitigate the impact by maintaining an agile recruitment strategy. Thornton stresses the importance of cultivating a strong talent pipeline by building relationships with universities, professional organisations, and job boards.
Streamlining hiring processes is another critical step in responding to unexpected departures. Pre-screening candidates, conducting virtual interviews, and using structured workflows for quicker decision-making can help businesses fill vacancies efficiently.
“By combining proactive employee engagement with agile recruitment strategies, businesses can minimize the impact of revenge quitting while fostering a resilient and supportive workplace culture,” Thornton adds.
