The rise of ‘revenge quitting’ and how to prevent it in your workplace

Not all resignations are quiet. Some employees walk out with a bang, quitting in frustration, making a statement, and sometimes even burning bridges on the way out. This isn’t just your usual turnover – this is ‘revenge quitting’.

According to Glassdoor’s Worklife Trends 2025 survey, a ‘wave of revenge quitting is on the horizon’, suggesting more employees than ever might be choosing to quit on their own terms, leaving companies blindsided and scrambling to fill the gaps.

Unlike employees who slowly disengage, revenge quitters reach their breaking point and decide they’ve had enough. Long hours with little recognition, a toxic workplace that never changes, a manager who pushes too far – whatever the trigger, it’s clear they’ve reached the end of their tether.

And here lies the real problem. When employees would rather quit than raise concerns, it’s a sign that something is deeply broken in the workplace. So, what’s driving this trend? And more importantly, how can businesses get ahead of it before it becomes a costly problem?

What’s driving ‘revenge quitting’?

It’s not uncommon to have the odd bad day at work, but revenge quitting doesn’t just happen overnight. Rather, it’s the final straw after months (or even years) of frustration. And when employees feel frustrated or ignored, the survey suggests they aren’t afraid to vote with their feet and head straight for the door.

So, what’s forcing employees over the edge?

• Burnout and being overworked. Employees are juggling bigger workloads than ever, often without the pay or recognition to match. When exhaustion turns into resentment, walking away can feel like the only option.
  
• A toxic workplace culture. If employees feel undervalued, unheard, or mistreated, they’ll leave. And if they don’t believe leadership will change, they’ll make a point of going out with a bang.
  
• Better job market opportunities. With hybrid work and skills shortages shifting the power balance, employees aren’t afraid to leave for a company that treats them better.
  
• Pent-up frustrations. A manager who doesn’t listen, a promotion that never comes, a company that demands loyalty but gives nothing in return. When grievances go ignored for too long, employees are more likely to make a statement by heading straight for the exit.

What’s at stake for your business?

If your business is already battling retention issues, revenge quitting could easily snowball into something bigger. When employees walk out abruptly, the damage extends far beyond just filling a vacancy.

Financially, the costs stack up fast. Hiring a replacement can cost thousands in recruitment fees, not to mention the productivity dip while teams scramble to cover the workload. Then there’s the hidden cost of knowledge loss. When experienced employees quit suddenly, they take valuable expertise with them, leaving behind gaps that can take months to fill.

Culturally, the impact is just as significant. Word spreads fast, whether it’s through Glassdoor reviews, social media, or simply word of mouth. A reputation for poor treatment and high turnover can deter top talent before they even consider applying. And for the employees left behind? Morale takes a hit, engagement drops, and the cycle of turnover continues.

How do I prevent it?

With so much at stake, preventing revenge quitting isn’t just about avoiding disruption, it’s about protecting your business for the long run. With a bit of awareness and a strong commitment to the employee experience, you can build a culture where their frustrations are addressed long before they turn to handing in their notice. Here’s how to spot the signs early and keep your employees engaged:

• Make honest conversations the norm. If employees don’t feel safe raising concerns, small issues will spiral into bigger problems. Encourage a culture of trust through regular check-ins, open-door policies, and confidential feedback channels that encourage employees to speak up before frustrations hit breaking point.

• Give credit where it’s due. Feeling undervalued is almost guaranteed to trigger resentment. Whether it’s a simple ‘thank you,’ financial incentives, or clear pathways for promotion, meaningful recognition makes employees feel appreciated, rather than overlooked.

• Tackle burnout before it takes hold. Burnout has become quite the hot topic recently, and studies show overworked and overwhelmed employees are more likely to quit in frustration. Prioritising wellbeing with mental health resources, realistic workloads, and true work-life balance (not just on paper) can stop stress from turning into an exit strategy.
• Help employees see a future with you. If there’s no room to grow, employees will look elsewhere. In fact, employees who feel stuck are three times more likely to leave. Offer learning opportunities, clear career progression, and internal mobility so they can visualise their long-term potential within your organisation.
• Act early. Missed deadlines, disengagement, or changes in behaviour can all be early warning signs. Intervening early with support, check-ins, or role adjustments can prevent a small frustration from snowballing into a dramatic resignation.

What is HR’s role in halting the trend?

HR has always been in the business of people, but in today’s workplace that means more than just policies and paperwork. Data can tell you when engagement is slipping, but real prevention comes from embedding trust, fairness, and recognition into everyday working life. That means making grievance processes transparent, ensuring managers are properly trained, and acting on feedback before it turns into frustration.

It’s not just about catching problems early, it’s about making sure they never reach that stage in the first place. Because at the end of the day, a happy, engaged workforce doesn’t want to quit – let alone make a statement doing it.