Job Hugging in Today’s Workplace

Job hugging refers to when employees remain in their current roles because of fear, inertia, or a lack of opportunities elsewhere. Unlike quiet quitters, job huggers often perform well, but their motivation stems from uncertainty rather than fulfilment. This can lead to problems for employers through false perceptions of loyalty and engagement.  

Economic headwinds such as the increase in employer National Insurance contributions have weakened the labour market and slowed recruitment. Hospitality and retail markets have been particularly affected, both showing a downward trend in the number of vacancies available. With unemployment at a post-pandemic high (5%) and jobseekers facing tougher competition, more workers are clinging to what they already have. With the prospect of recession likely, it is unsurprising that workers are more risk-averse, even if they are feeling unfulfilled in their current roles.

Though low turnover is usually a positive HR metric for organisations, job huggers create an invisible deficit of detachment and inaction. It is likely that performance levels will plateau and employees will be less likely to innovate or exercise their creativity. This is challenging for HR, as it is very difficult to identify where the drift will be. Employees already fearful of their job security are not likely to reveal feelings of apathy or stagnation. Furthermore, senior roles may be bed-blocked, fuelling disengagement and low morale among those seeking to progress.

Low turnover might be the trigger for further investigation. HR might use performance reviews to assess engagement and career aspirations, or use stay interviews to unearth hidden problems. Distributed leadership strategies might mitigate stagnation risks and competency frameworks might provoke the development of new skills. Where possible, employers might consider revising their total reward packages, offer more flexibility to support wellbeing, or champion cultural change such as risk-taking and learning from failure to promote growth mindsets.

Job hugging may seem like a golden period for retention, but beneath the appearance of calm lies a workforce potentially trapped in survival mode. Successful businesses have employees who stay because they are invested in their future, not because they fear instability elsewhere. HR professionals must reframe this moment, using it to strengthen engagement, reignite ambition, and align career paths with purpose.