“Quiet quitting” has been around in the working world for a few years now, but in 2025, it’s looking a little bit different.
If you’re unfamiliar with the trend for whatever reason, it’s basically where employees mentally disengage and do only what’s required rather than going above and beyond. It was born out of a sense of frustration a lot of people had as a result of doing more and not being thought any better of it. In fact, they often ended up being taken for granted and piled with more work with no more money. Here’s why quiet quitting is continuing to gain traction, and how it’s changing the professional world as we know it — hopefully eventually for the better.
1. Post-pandemic priorities are a whole lot different
The pandemic changed a lot of things, and in 2025, those changes have only become more pronounced. For many workers, family, health, and personal well-being have jumped to the top of their priority list. Quiet quitting, in this sense, has become a way to protect these new values. It’s about drawing clear lines between work and life, and making sure that your work doesn’t spill over into the areas that really matter. If companies keep clinging to pre-pandemic expectations like being available around the clock or constantly working overtime, they’re only pushing people to mentally check out. Recognising and respecting these new priorities will help employers create a workforce that’s genuinely engaged and motivated.
2. Rising living costs, stagnant pay
In the UK, the cost-of-living crisis is still very much a reality, and many workers feel that their efforts are undervalued. While workloads continue to grow, wages definitely haven’t kept up with inflation, and it’s causing a lot of frustration. Quiet quitting, in this case, becomes a way for workers to say, “I’m not giving any more than what I’m paid for.” When workers are financially stressed and feel like they’re giving more than they’re receiving, disengagement is inevitable. For 2025, competitive pay isn’t just a perk anymore — it’s an absolute necessity for retaining talent. Companies that ignore it will find themselves losing good people who simply don’t see the point in going the extra mile for nothing in return.
3. The anxiety of AI job uncertainty
AI is everywhere now, and it’s completely reshaping industries. Tools like ChatGPT, Google’s Gemini, and Claude (among others), as well as automation, are starting to do things people once thought only humans could do. It’s left many workers feeling anxious about their future roles. The fear of redundancy is real, and it’s causing people to disengage emotionally to protect themselves. If they think they might lose their job soon, why bother giving extra effort, right? Employers need to help by upskilling their workforce and being transparent about how AI is going to change things. When employees understand how they fit into a tech-driven future, they’re less likely to mentally check out.
4. Burnout masquerading as quiet quitting
Burnout is still a massive issue, and many workers mistake their exhaustion for quiet quitting. They’ve mentally checked out, but not because they want to — it’s because they’re physically and emotionally drained. The challenges of hybrid working, constant digital notifications, and blurred work-life boundaries are pushing employees to their limits. But instead of doing something about the underlying issues, they’re just calling it “quiet quitting.” For companies, the key here is to address the real causes of burnout. It’s not enough to have wellness webinars or a meditation app on offer. It’s about tackling the root causes, like unrealistic expectations and overwhelming workloads. If people feel that their well-being is genuinely prioritised, they’re more likely to stay engaged and motivated.
5. Disillusionment with performative workplace culture
People are fed up with the flashy but empty workplace perks that are supposed to boost morale, like “pizza Fridays” or team-building exercises that feel more like a distraction than anything meaningful. Quiet quitting often happens when people see their company trying to look good on the surface without actually addressing the issues that matter, like inclusivity or fair treatment. People want substance, not fluff. If they feel their needs aren’t being met and that the company is only paying lip service to engagement, it’s no surprise when they decide to disengage mentally. True engagement comes when employers start addressing the real problems and work towards making genuine improvements.
6. Lack of purpose in their roles
These days, people want to feel like their work matters. They want to know that their efforts are contributing to something meaningful—whether it’s sustainability, social impact, or innovative projects. Without that sense of purpose, disengagement becomes almost inevitable. When people can connect their personal values to their company’s mission, they’re more likely to stay engaged and feel motivated to do their best work. Companies that align their mission with their employees’ values build stronger connections, keeping people invested in their roles and reducing the temptation to mentally check out.
7. Hybrid work burnout and feelings of isolation
While hybrid working has its benefits, it can also create feelings of isolation and make it harder to build team cohesion. It can lead to uneven workloads, where remote staff end up feeling disconnected and unsupported, which naturally leads to disengagement. Employers can address the problem by promoting clear communication and creating a sense of unity, whether the team is working virtually or in the office. When people feel included, supported, and part of a team, they’re much less likely to mentally check out of their roles.
8. Growing generational tensions in the workplace
With so many generations now working together, it’s inevitable that clashes are going to happen. Older workers might feel overshadowed by the younger, digital-native Gen Zers, while younger employees might feel frustrated by outdated practices and resistance to change. That tension can drive both sides to disengage. The solution? Encouraging mentorship programmes, encouraging cross-generational collaboration, and promoting mutual respect across age groups. When generational divides are bridged, disengagement can be avoided, and everyone can work more effectively together.
9. The overuse of metrics and surveillance tools
With productivity tracking software becoming more common, many people feel like they’re being watched all the time. That kind of “big brother” culture can breed resentment, leading workers to disengage out of protest. When people feel like they’re not trusted, they stop trying to go above and beyond. Instead, companies should focus on outcomes and results, rather than constantly monitoring their staff’s every move. On the flip side, when there’s a sense of respect and appreciation there, they’re much more likely to remain engaged and invested in their work.
10. Feeling disconnected from leadership
People today expect their managers and bosses to be approachable, empathetic, and transparent — and rightfully so. When leadership is distant or unresponsive, workers start to feel undervalued and less inclined to put in the extra effort. That disconnect can quickly lead to disengagement. To bridge the gap, leaders need to make themselves accessible and regularly engage with their teams. When leadership is visible, approachable, and actively involved in the day-to-day, employees feel like they belong and are more likely to stay engaged.
11. Frustration with environmental inaction
As climate change and sustainability become pressing global issues, many people expect their workplaces to take meaningful action. When companies fail to follow through on their green initiatives or make empty environmental promises, workers who care about these issues may disengage. Incorporating sustainability into company practices and involving employees in green projects helps create a sense of purpose and shared responsibility. Workers are more likely to stay engaged when they see their company walking the walk when it comes to environmental issues.
12. Inequality in promotions and rewards
When workers feel that promotions and rewards aren’t distributed fairly, it’s a guaranteed way to fuel quiet quitting. Those who feel overlooked or see other people getting unfair recognition may decide it’s not worth putting in the extra effort. Companies need to have transparent performance metrics and equitable recognition policies in place to rebuild trust. Ensuring that everyone has an equal shot at advancement makes people feel valued, motivated, and more likely to stay engaged with their work.
13. Increased focus on personal priorities
Post-pandemic, many people have shifted their focus away from work and toward their personal lives. For some, quiet quitting is a conscious decision to prioritise family, personal growth, or hobbies over a job that used to dominate their identity. Employers who recognise and support that change by offering flexible schedules and encouraging workers to set healthy boundaries are more likely to retain engaged workers. A balanced workforce is a happier, healthier, and more productive one.
