Why More Gen Z Workers Are Walking Away From Toxic Jobs

Revenge quitting refers to employees resigning abruptly after prolonged workplace frustration, often in a way that sends a message to their employer.

Some workers reject the term. On online forums, users argue that companies routinely dismiss employees and call it business as usual, while employees who leave bad workplaces are accused of seeking “revenge.”

“Gotta make sure we give it an insulting name so readers put the blame on the employee,” one user wrote on the r/antiwork forum on Reddit.

Others argue that the “revenge” element comes from intentionally maximizing the inconvenience to the employer, whether by leaving without notice, resigning just before a major deadline, or publicly criticizing the company on social media.

In short, revenge quitting is about making the exit as visible or disruptive as possible.

According to Dr. Marais Bester, a senior consultant at talent assessment company SHL, the trend reflects employees’ growing desire to “get even” with big companies.

“It’s a message to employers: evolve or lose your best talent,” Bester told Forbes. “Employees today have options, tools, and the confidence to demand better—and when those demands aren’t met, they’re no longer afraid to walk away.”

Research suggests that approximately 17% of full-time workers have revenge quit at some point in their careers, although some surveys place the figure as high as 47% when accounting for both full-time and part-time employees. 1 2 Either way, it’s far from a niche phenomenon.

One poll found that workers most likely to report revenge quitting included entry-level employees (24%), Generation X workers (21%), and remote employees (20%).

In other words, although the trend is often associated with Gen Z, workplace experts note that it is neither new nor exclusive to younger workers.

Social media has simply made the phenomenon more visible. The hashtag #QuitTok has accumulated more than 41 million views on TikTok, with users sharing workplace frustrations, documenting their resignations, and even livestreaming their departures. 3

The viral nature of these videos can make revenge quitting appear impulsive. In reality, many workers report feeling dissatisfied for months—or even years—before finally leaving.

Shifting attitudes toward burnout, job loyalty, and career expectations are among the primary drivers behind the trend.

While some observers see revenge quitting as evidence of a weaker work ethic among younger employees, many experts argue it reflects a broader loss of faith in the traditional promise that hard work leads to economic security.

NYU professor and business author Suzy Welch has argued that previous generations tolerated demanding schedules because they believed hard work would eventually result in promotions, homeownership, and financial stability. Today’s workers often face similar demands without the same confidence that those rewards will materialize.

In a 2025 podcast appearance, Welch recalled a conversation with a young employee who offered a simple response to older generations who claim they “worked hard too”: “But you had hope.”

For many younger workers, that loss of hope has translated into a reduced willingness to remain in workplaces they perceive as toxic or unsupportive.

“That’s not a Gen Z issue,” corporate consultant Chris Rosenberg wrote for Fortune. “That’s a management issue.”

Loyalty doesn’t pay like it used to

For decades, companies encouraged workers to believe that loyalty would be rewarded through steady raises and long-term career advancement.

However, frequent job changers may actually see larger salary gains than employees who stay with the same employer.

According to our research on job hopping, those who frequently switch jobs tend to see a 35% salary increase over 3 years (on average), while tenured employees see only 18%.

When staying at a company effectively becomes a “loyalty tax” on earnings, workers may view quitting not as an act of rebellion, but as a practical financial decision, especially if they’re unhappy in their current role.

Employees feel disposable

Mass layoffs, restructuring efforts, and AI-driven workforce changes have further hastened the death of workplace loyalty.

As a result, many workers no longer feel the same guilt associated with abrupt resignations.

A 26-year-old content creator named Brianna Slaughter, who quit her teaching job on the spot, summed up that sentiment in a TikTok video. “These corporations will fire you in one day and leave you with nothing. If you want to leave, leave, babe.”

The Guardian reported that when employees perceive their managers as exploitative or indifferent—such as managers taking cuts of tips, banning employees from sitting down, or siding with abusive customers over staff—resignation becomes a form of protest.

For some workers, highly public departures (ranging from scheduled scathing emails to musical ambushes by marching bands) are a way of reclaiming power in environments where they feel undervalued or replaceable.

The underlying message is simple. If employees believe a company would mistreat them or let them go without hesitation to protect their profits, they may feel justified in leaving just as quickly to protect their own well-being.

Workers have more ways to earn income

One of the biggest differences between today’s workforce and previous generations is the growth of alternative income streams.

Side gigs like consulting and content creation have made it easier for workers to generate income outside a traditional 9-to-5 job, thanks to the rise of gig platforms and social media.

This means some workers are less financially dependent on a single employer than they were a decade ago.

“People are making a living by creating jobs that didn’t exist a decade ago, and they’re often far more lucrative and rewarding than your average corporate gig,” Olivia Petter wrote in an article for The Times.

Gen Z in particular may be the most entrepreneurial generation, with surveys consistently showing that a majority of Zoomers aspire to work for themselves. 456

In fact, our research revealed that around 85% of Gen Zers wanted to start their own business. Rather than just looking for a new boss, they’re looking for autonomy and financial stability.

When a toxic workplace is no longer your only possible source of income, the fear associated with suddenly quitting might not be as big of an issue.

Even when workplace frustrations are legitimate, career experts generally recommend approaching an exit strategically rather than emotionally.

Finding a job in 2026 is notoriously challenging, with some figures showing that 45% of job seekers have been searching for at least 3 months, and 25% have been searching for more than a year. 7

The financial advantage of switching jobs has also narrowed.

Data from the ADP Research Institute shows that the pay-growth premium for job switchers has declined significantly as the labor market has cooled. As of January 2026, the gap between job stayers and job switchers had fallen to less than two percentage points.8

Build an exit ramp before you leave

If you’re considering leaving a job, one of the smartest things you can do is create alternatives before resigning.

That might mean:

• Building a freelance client base
• Starting a side hustle
• Developing a second source of income
• Growing an online business
• Applying for remote jobs before quitting
• Expanding your professional network

Fleshing out your professional portfolio can give you some breathing room to make the right decision.

Take unhappy leave

Not everyone has the financial flexibility to walk away from a job immediately.

If paid time off, personal leave, or mental health days are available, taking a temporary break may provide enough distance to evaluate your situation more clearly before making a major career decision.

Protecting your mental health matters, but so does protecting your financial stability.

For many people, the best response to a toxic job isn’t a dramatic resignation. Creating enough financial flexibility through other income sources and prioritizing mental health means that leaving becomes a choice rather than a crisis.

Get a side gig going first

If you want to walk away from a toxic environment with your head high, the most effective tool in your arsenal is a secondary revenue stream.

Before handing in your resignation, consider picking up a side hustle. It won’t solve every workplace problem. However, browsing job boards for remote jobs, freelance opportunities, and flexible work arrangements can help you evaluate your options before making a major career decision.

Additional income can reduce financial pressure during a job search and make it easier to leave an unhealthy work environment without immediately replacing your primary salary.

For some people, a side hustle eventually becomes a full-time business. For others, it simply creates enough breathing room to make career decisions from a position of strength rather than desperation.

How to pick the right side hustle for you

To figure out which side hustle is best for you, start by taking an honest inventory of your available time and your existing skills. Avoid simply chasing trending fads and assess whether you can actually dedicate yourself to a new project or role.

For example, if you only have a few hours to spare, focus on asynchronous digital tasks like freelance editing or user testing, which allow you to work in short bursts. However, if you have large blocks of time, on-site service gigs like house cleaning or pet sitting offer higher immediate payouts that justify the travel and prep time.

Regardless, even if you ultimately decide to quit, knowing what opportunities exist can reduce uncertainty and help you create a realistic transition plan.