Job hugging: why so many workers are staying put, and what it costs

Nearly half of US workers are holding on tight. In a September 2026 survey, 48% said they are currently "job hugging," according to Monster's 2026 Job Hugging Report. That means staying in a role for security and stability, not because it is the right fit.

The share has barely moved from 2025. What has changed is how people feel about it. More workers now say staying put is costing them something.

What job hugging is

Job hugging is the opposite of the Great Resignation. Instead of jumping to a new role, workers cling to the one they have. They do it even when they are bored, underpaid, or ready for a change.

The reasons are practical. In the Monster survey, 66% cited pay and benefits as a reason to stay, and 64% cited job security. Another 41% pointed to flexibility, such as remote work or set hours (Monster).

Confidence is also low. One in three workers (33%) are not confident they could find another role quickly if they left tomorrow (Monster).

Glassdoor found the same pattern earlier this year. In a February poll, 93% of US workers said they had stayed in a job they didn't love for its stability (HR Dive).

Why it matters now

The national job market is slow, not frozen. Quits rose to 3.4 million in September, a rate of 2.1%, according to the Bureau of Labor Statistics. That is up from 1.9% a year earlier (BLS). Hiring, though, stayed flat at 3.4%.

Texas is cooling too. The Dallas Fed now expects Texas jobs to grow 0.9% in 2026, or about 134,000 jobs (Dallas Fed). Its economists note that is well below the state's long-run average of 2%. Texas unemployment held at 4.4% in September (Dallas Fed).

Staying put can look smart in that climate. The problem is what happens underneath. Job hugging and disengagement often travel together.

Gallup reports that US employee engagement fell to 29% in the third quarter of 2026. That is the lowest level since 2011 (Gallup). Only 37% strongly agreed that someone at work cares about them as a person.

A separate survey from the Employee Benefit Research Institute shows the same split. Ninety percent of workers plan to stay with their employer for the next two years (WorldatWork). Yet 55% fantasize about quitting, and 50% say they do just enough to get by.

That is the real cost of job hugging. People stay, but part of them has already left. For employees, it can mean stalled growth and rising stress. For employers, it means lower output and a wave of exits when the market turns.

For employees: hug with intention

Staying in a stable job is not a mistake. Staying without a plan can be. In the Monster survey, 31% said job hugging limits their growth, up from 27% in 2025 (Monster). A few steps can keep you moving while you stay.

• Name your reason. Write down why you are staying, such as health coverage, a mortgage, or a good manager. Revisit it every quarter.
• Ask for growth where you are. Request a stretch project, a new skill, or a clear path to promotion. Put the conversation on the calendar.
• Keep your options warm. Update your resume, stay in touch with former colleagues, and track roles you would actually want.
• Watch your well-being. If you feel stuck most days, take that seriously. Use your benefits, including employee assistance programs and paid time off.
• Research before you move. When you do look, check how an employer treats people, not only what it pays.

For employers: don't mistake staying for commitment

Low turnover can hide a problem. When people stay because they feel they have to, engagement drops. A loyal-looking team may be quietly waiting for a better offer.

• Measure engagement, not just retention. Run short pulse surveys and act on the results. Share what you changed and why.
• Clarify expectations. Gallup found only 46% of employees strongly agreed they know what is expected of them at work (Gallup). Clear goals are a cheap fix.
• Build internal mobility. Post roles inside first, fund training, and reward managers who help people grow, even onto other teams.
• Train managers to check in. Regular one-on-ones that cover workload and well-being, not just tasks, help people feel cared about.
• Be honest about job security. Uncertainty drives fear. Share what you can about plans, and explain layoffs and restructuring openly.
• Look at the benefits people value. EBRI found workers most value work-life balance, flexible schedules, and generous paid time off, after pay (WorldatWork).

What the Workarma Index measures

The Workarma Index looks at how employers treat people, using public data and evidence. Two of its KARMA factors connect directly to job hugging.

Advancement covers how well an employer helps people grow, through training, promotion, and long-term benefits. When workers feel stuck, this is often the gap.

Alliance covers stability and the relationship between employer and employees. That includes signals such as large layoffs. Workers who fear for their job security are more likely to hug a role they don't love.

We are rebuilding the data behind the Index with a Texas focus, starting with large employers. We publish our sources and general method so anyone can see what a score rests on.

Make your next move an informed one

Whether you stay or go, the best choice starts with good information. Look up how Texas employers compare on the factors that matter to you.

Search the Workarma Index and see how an employer measures up before your next career decision.