The Rise of “Job Hugging”: When Fear Keeps Workers in Unfulfilling Roles

The Emerging Trend of Job Hugging

A concerning workplace trend called “job hugging” is gaining traction across Australia and worldwide. Unlike “job hopping,” where employees frequently change positions to advance their careers and increase earnings, job hugging represents the opposite behavior – staying in a role despite being unhappy or unfulfilled. On the surface, employee retention might seem positive, but experts warn this phenomenon carries serious consequences. The trend is primarily fueled by fear surrounding job market instability. Rebecca Houghton, middle management expert and BoldHR founder, explains that workers aren’t clinging to their jobs out of love but because “the alternative looks worse.” This risk aversion stems from economic anxiety, pandemic aftermath, restructuring concerns, and fears about AI replacing human workers. Recent research from BoldHR reveals that one in three managers are experiencing burnout, and this exhaustion combined with economic uncertainty drives people toward familiarity and perceived safety.

Evidence of the Trend in Australia

Statistical evidence confirms job hugging is already taking hold in Australia. The country’s job mobility rate has declined for two consecutive years, with Australian Bureau of Statistics data showing it currently sits at 7.7 percent. This means just under eight percent of employed people (approximately 1.1 million) changed their employer or business in the 12 months leading to February 2025. This represents a significant drop from the COVID period, when the rate peaked at 9.6 percent in February 2023. Rich Lewis-Jones, VP APAC of SmartRecruiters, describes this trend as a “signal of a major shift in hiring dynamics,” noting that “economic instability, AI-driven job uncertainty, and sluggish job growth have made stability the priority over new opportunities, especially among Gen Z and younger professionals.” From a business perspective, companies must reconsider their strategies for both attracting and keeping talent engaged, as disengaged employees who remain out of fear rather than commitment can harm productivity and innovation.

Job Hugging vs. Other Workplace Trends

Job hugging differs significantly from other recent workplace trends like quiet quitting, acting your wage, and bare minimum Mondays. While these previous movements represented employee pushback against unrealistic workloads and workplace demands, job hugging is not a form of protest but rather a retreat. Houghton emphasizes that people are choosing stability over growth in uncertain times. Though this reaction is understandable given the economic climate, it comes with substantial costs: engagement declines, innovation stagnates, and talent development halts. Furthermore, job huggers aren’t genuinely loyal employees. Houghton warns that “the minute the market picks up, they’ll be the first out the door. Quietly. Quickly.” She advises forward-thinking leaders not to wait for this eventual exodus but to “act now, by building workplaces people choose to stay in, not ones they simply haven’t escaped from yet.”

The Psychological Impact on Employees

The psychological toll on job huggers themselves is equally concerning. Clinical psychologist Dr. Kaitlin Harkess explains that while job hugging might provide short-term relief through stability and security, the long-term costs can be substantial. “Misaligned jobs and workplaces can erode confidence and motivation. From disengagement to burnout, our health suffers,” she warns. The psychological danger intensifies the longer someone operates from a place of fear and sunk costs, as feelings of helplessness and being trapped increase. This can lead to heightened symptoms of anxiety and depression, diminished self-confidence, and increasing difficulty in making career changes or finding meaning in work. Dr. Harkess distinguishes between healthy job stability and unhealthy job hugging. Someone might consciously choose to stay in a job because the stability allows them to focus on family or outside interests – an empowering decision that aligns with their values. In contrast, unhealthy job hugging occurs when someone remains stuck because they “can’t tolerate the uncertainty of change,” even though the job no longer serves them.

Warning Signs and Red Flags

Identifying whether you’re making a healthy choice to stay in your job or falling into the job hugging trap requires self-awareness. Dr. Harkess outlines several warning signs: experiencing the “Sunday scaries” (anxiety before the workweek begins), persistent boredom, irritability, and frustration. Physical symptoms might include fatigue, poor sleep, or frequent headaches, while behavioral changes often manifest as withdrawal from colleagues and general disengagement. The most telling psychological indicator is inflexibility – when fear of change outweighs your personal values. Dr. Harkess notes that if you find yourself saying, “I’d leave if I could, but I can’t,” you’ve likely slipped into learned helplessness. “That’s your red flag that job hugging has become job trapping,” she cautions. This distinction is crucial, as the psychological motivation behind staying in a job – fear versus conscious choice – makes all the difference in quality of life, even when the external behavior appears the same.

Moving Forward in Uncertain Times

As this trend continues to develop, both employers and employees face critical choices about how to respond. For organizations, the challenge lies in creating workplaces where people genuinely want to stay rather than environments they simply haven’t managed to escape. This requires attention to engagement, meaningful work, growth opportunities, and supportive culture – even during economic uncertainty. For individuals, the key is distinguishing between making a conscious choice to prioritize stability and succumbing to fear-based decision-making that keeps them trapped in unfulfilling roles. Being honest about motivations and regularly assessing whether a position still aligns with personal values and career goals can help prevent the slide from healthy stability into unhealthy job hugging. In a time when economic pressures and workplace uncertainties continue to mount, finding this balance becomes increasingly important for maintaining both professional effectiveness and personal well-being. The rise of job hugging serves as a reminder that career decisions driven primarily by fear rarely lead to long-term satisfaction or success – for either employees or the organizations that employ them.