Google searches for “what is job hugging” have risen by 5,000% in the last 30 days, showing increasing concern among employees and employers.

Fresh data shows 55% of workers, rising to 65% of 18–34-year-olds, are now “job hugging”, choosing stability over progression as economic uncertainty, rising living costs and AI-driven change reshape the labour market.

According to Claudia Cohen, Director of the Academy at La Fosse, job hugging is becoming a silent threat to organisational performance: stalling mobility, diluting innovation and blocking internal progression pipelines.

What is job hugging?

Job hugging describes employees who stay firmly in roles they’ve outgrown despite having the potential, ambition or skillset to move upward or sideways. While it often stems from a desire for safety, the workplace effects can be significant.

“Job hugging isn’t just about caution, it’s about choosing comfort over career,” Cohen explains. “When someone stays in a role they’ve outgrown, it can hold back the rest of the team, block opportunities and slow innovation.”

The consequences are both human and operational: bored or disengaged employees, delayed projects, stagnating teams and frustrated high-potential talent unable to progress.

Why job hugging is rising in 2025

Cohen points to a perfect storm of factors pushing employees to cling to their current jobs:

• Rising living costs making people hesitant to take risks
• Economic uncertainty, reducing appetite for job moves
• AI-driven role changes, increasing fears about future employability
• Limited internal progression, narrowing perceived opportunities

“When people cling to roles, it’s rarely because they’ve switched off entirely,” Cohen notes. “It’s driven by broader insecurity and it’s something HR and talent teams must tackle strategically.”

The hidden cost to businesses

While job hugging sounds benign, its organisational impact is far-reaching. Stagnation spreads quickly: mobility slows, innovation dries up, project momentum weakens and talent pipelines collapse.

“If one person stays put out of comfort, it creates a ripple effect,” Cohen says. “Others feel stuck, promotions become scarce and organisational agility is compromised.”

For companies under pressure to adapt, especially amid rapid technological change—this can become a critical barrier to growth.

Five ways employers can tackle job hugging

To counter the trend, Cohen recommends a structured approach that balances retention, renewal and employee confidence.

1. Revisit employee goals regularly

Honest, forward-looking conversations help identify when employees are ready for new responsibilities or new roles—before stagnation sets in.

2. Upskill and reskill with intention

Purposeful development gives employees confidence to step into new roles and keeps the talent pipeline active.

3. Refresh team dynamics

Lateral moves, new hires and redesigned responsibilities can re-energise teams that have become static.

4. Balance loyalty with renewal

Retention is valuable, but employers must also recognise when a team or role needs refreshing to maintain momentum.

5. Create a culture of movement and growth

When internal mobility is encouraged, not feared, employees are less likely to cling to the familiar and more likely to pursue development.

Putting growth at the centre of your talent strategy

Crucially, tackling job hugging isn’t about nudging people out—it’s about removing the fear of moving forward.

“Job hugging is a natural response to uncertainty,” Cohen adds. “But it doesn’t have to stall performance. With the right approach, organisations can keep teams energetic, opportunities flowing and employees motivated.”

As businesses manage economic pressures, AI disruption and talent shortages, the cost of ignoring job hugging will only grow. Structured progression pathways, meaningful upskilling and thoughtful team redesign can help employers keep their workforce adaptable, engaged and future-ready.