UAE jobs market: Several economic, workplace, and career-related factors are encouraging employees to remain in their current roles, with many prioritizing stability and security over the uncertainty of changing jobs or resigning.
UAE jobs market: What’s driving employees to cling to their jobs instead of resigning.
Human resources specialists and business leaders say a growing workplace pattern, commonly referred to as “job hugging,” is reshaping how employees and recruiters behave in today’s labour market. This phenomenon describes a situation where workers deliberately remain in their existing positions, even when they feel unmotivated, undervalued, or mentally prepared for a new challenge. Instead of actively seeking new opportunities, many employees are opting to stay put.
At its core, job hugging reflects a cautious mindset. Employees who might previously have resigned in search of better pay, career growth, or personal fulfillment are now reconsidering those decisions. Economic uncertainty, hiring slowdowns, and concerns about job security have made people more hesitant to leave familiar environments. As a result, dissatisfaction alone is no longer enough to push many workers toward quitting.
The phrase itself paints a clear picture: employees are metaphorically holding on to their jobs as a source of stability. Much like clinging to something familiar during uncertain times, workers are prioritizing financial security and predictable income over the risks associated with starting fresh elsewhere. Even when roles feel stagnant or fail to meet expectations, the fear of unemployment or a prolonged job search often outweighs the desire for immediate change.
For recruiters and employers, this trend has noticeable implications. Fewer employees are voluntarily leaving their positions, which can reduce turnover but may also lead to a workforce that feels disengaged or less motivated. At the same time, recruiters may find it harder to attract passive candidates who are unwilling to give up steady roles, regardless of better offers.
Ultimately, job hugging highlights a shift in employee priorities. Stability, benefits, and consistency are increasingly valued over ambition-driven moves, reflecting how broader market conditions influence individual career decisions.
Although the phrase “job hugging” has only recently entered mainstream workplace discussions, evidence shows that the behaviour is no longer temporary and is becoming deeply rooted across global labour markets. What began as a cautious response to uncertainty has evolved into a long-term mindset for many employees, shaped largely by economic pressures and shifting perceptions of job security.
Recent findings highlight how widespread this trend has become. Monster’s 2025 Job Hugging Report reveals that a significant majority of employees in the United States are planning to remain in their current positions for the foreseeable future. According to the report, around three-quarters of US workers expect to stay with their existing employers until at least 2027. This marks a notable shift from previous years, when job mobility and frequent career moves were often seen as the fastest path to higher pay and professional growth.
The research also sheds light on the motivations behind this behaviour. Nearly half of those surveyed cited fear and broader economic instability as the primary factors influencing their decision to stay put. Concerns about inflation, potential layoffs, and a more competitive hiring landscape have made employees increasingly risk-averse. For many, the idea of leaving a known role, even an imperfect one, feels far more daunting than tolerating dissatisfaction or stalled progression.
This growing sense of caution is not limited to the US. Similar trends are beginning to surface in other regions, including the UAE. Professionals across the Emirates are displaying comparable hesitation when it comes to changing jobs, reflecting shared concerns about global economic conditions and regional market dynamics. While the UAE continues to offer opportunities across various sectors, employees are weighing the risks of transition more carefully than before.
In this environment, stability has become a top priority. Workers are placing greater value on consistent income, existing benefits, and familiar work cultures. Even those who feel underpaid or disengaged are often choosing patience over uncertainty, hoping conditions will improve rather than making a sudden move.
For employers and recruiters, this shift presents both advantages and challenges. Reduced voluntary turnover can bring continuity, but it may also result in a workforce that feels less engaged or motivated. As job hugging becomes more deeply entrenched, organisations may need to rethink how they support, retain, and re-energise employees who are staying not out of satisfaction, but out of necessity.
Overall, the data suggests that job hugging is no longer a short-term reaction. Instead, it reflects a broader transformation in how employees approach career decisions in an era defined by caution, unpredictability, and a renewed emphasis on security.
Meera, whose name has been changed at her request, is nearing four years with the same employer, even though she has long felt the urge to move on. Over the past year, she actively explored other opportunities, submitting applications and attending numerous interviews whenever possible. Eventually, however, she put her job search on hold. This decision was not due to a change of heart about leaving, but rather the emotional and mental strain of repeatedly going through the hiring process.
She explained that remaining in her current position, despite its challenges, feels safer than stepping into the unknown. “I’d prefer to stay where I am, even if it’s uncomfortable, rather than take a risk that could leave me worse off,” she said, adding that uncertainty was the biggest factor holding her back.
Meera’s motivation to seek a new role was not based purely on career advancement or ambition. Instead, it stemmed from a growing sense of unease and dissatisfaction in her existing job. However, despite reaching the interview stage several times, none of the potential roles proved convincing enough to prompt a move. She noted that various factors influenced her decisions, including salary expectations, organisational fit, and long-term career direction. In many cases, the compensation did not meet her needs, the company culture or role did not align with her experience, or the position failed to match where she wanted her career to head.
Meera’s situation highlights a wider change in how workers today are balancing career aspirations against the need for security. According to Sara Yahia, a global HR executive and cultural analyst, the rise of job hugging should not be mistaken for complacency or a lack of drive. Instead, she describes it as a practical and measured reaction to increasingly challenging employment conditions.
Yahia explained that fear is certainly part of the equation, but it exists alongside a strong sense of responsibility. “These factors don’t compete with one another; they build on each other,” she said. In her view, traditional ideas of success are evolving. Rapid promotions and bold job changes are no longer the only markers of achievement. Instead, many professionals now see stability and resilience as equally important. “Success today is less about moving fast and more about making smart, sustainable choices,” she noted.
She referenced data indicating that close to half of employees are deliberately staying in their current positions due to ongoing economic instability. Many of these workers are not thinking in short-term cycles but are instead planning to remain where they are for several years. “Top performers aren’t staying because they feel settled or satisfied,” Yahia said. “They’re staying because the external job market feels unpredictable and unforgiving.”
Yahia stressed that ambition has not faded; it has simply taken on a new form. Today’s career goals, she explained, often centre on meeting everyday financial commitments, protecting access to healthcare, and avoiding the stress of a prolonged and uncertain job search. She also pointed out that leaving a role carries tangible downsides, such as the loss of severance packages, employee benefits, and bargaining power during future negotiations. In this environment, holding on to a current position can feel like the most strategic option rather than a sign of stalled ambition.
Yahia also noted that the rise of job hugging highlights a more fundamental issue around trust in the employer–employee relationship. She emphasised that work is ultimately a transactional arrangement rather than an emotional one. “A job isn’t a family; it’s an exchange of skills and time for pay,” she said. When companies ask for loyalty during periods of uncertainty but respond with limited communication, restructuring, or sudden layoffs, employees naturally recalibrate how emotionally invested they are in their roles.
From a mental health and well-being standpoint, remaining in a position that no longer aligns with personal values or goals can gradually wear people down. Yahia explained that a sense of purpose rarely vanishes all at once; instead, it slowly diminishes. Many workers, she added, continue to meet performance expectations on the surface while feeling detached, drained, or emotionally disconnected beneath it.
The impact of this trend is also evident within the UAE’s recruitment landscape. According to the CEO of TalentOne, a subsidiary of Pure Health, professionals across the region are increasingly prioritising job security over mobility, even when they are open to exploring new opportunities. He described this behavioural shift as increasingly clear in hiring conversations.
“This change is impossible to ignore,” he said, explaining that candidates are taking longer to make decisions and approaching career moves with greater caution. He stressed that this should not be interpreted as a lack of drive, but rather as a deliberate pause while weighing risks.
He pointed out that several factors are shaping this mindset, including global economic instability, higher living expenses, and concerns related to residency status. At the same time, he acknowledged that the UAE continues to stand out as one of the world’s most stable and rapidly expanding markets. In this context, job hugging is driven less by doubts about local opportunities and more by uncertainty at a global level, set against strong domestic growth.
These shifting attitudes have also altered recruitment patterns. Employers are encountering more candidates who step back late in the hiring process, turn down offers after initially agreeing in principle, or ask for additional time before making final decisions.
For organisations, this can create a misleading impression of workforce stability. The CEO cautioned that employee retention does not always equal engagement. “People may be staying, but that doesn’t mean they’re fully committed,” he said. “Many are disengaged beneath the surface, waiting for conditions to feel right before making their next move.”
