They didn’t send a goodbye email. They didn’t serve notice. They simply logged out — and never logged back in. Across offices and virtual workspaces, a new trend is quietly reshaping workplace culture. It’s being called “revenge quitting,” and it’s not about better pay or a new offer letter. It’s about reclaiming dignity. As silent exits increase, experts are now unpacking why more workers are choosing to disappear rather than explain.
Why Workers Are Leaving Without Saying Anything About Revenge Quitting
Imagine leaving work on a Friday night and never returning.
- No email of resignation.
- No notice period.
- No farewell.
By Monday, the absence speaks more than any exit letter ever could, leaving managers scrambling and colleagues perplexed. We now refer to this silent yet effective act as “revenge quitting.”
Revenge Quitting: What Is It?
Employees who abruptly quit without warning as a means of protest are known as revenge quitters. It isn’t about negotiating a bigger wage or getting a better job. Rather, it’s an emotional choice motivated by feelings of mistreatment at work, anger, and fatigue.
Revenge resigning occurs when remaining at a job begins to seem more like capitulation than stability. According to reports from Harper’s Bazaar and job portal Monster, revenge leaving is deliberate, sudden, and intended to be noticed in contrast to standard resignations, which include formal letters and handover periods.
Why Is It Now The Talk Of The Town?
The sentiment behind the word has been growing for years, even though it has only recently achieved popularity.
In March 2025, Monster polled more than 3,600 employees nationwide, and the results were startling:
- 47% of respondents acknowledged abruptly leaving a job out of displeasure.
- 57% reported witnessing a colleague act in the same way.
These figures imply that revenge resigning is becoming more common in the workplace rather than uncommon.
Do Workers Believe Revenge Quitting Is Appropriate?
Yes, surprisingly.
The same survey discovered that retaliation resignation makes sense in a hazardous workplace, according to 87% of respondents. Over half thought it was a legitimate method of protest.
In the meantime, employee engagement fell precipitously, according to the Glassdoor Worklife Trends 2026 Report. Due to frequent layoffs and the quick implementation of AI, many employees feel cut off from leadership. This dissatisfaction was confirmed by Glassdoor’s 2025 data, which showed that 65% of workers felt trapped in their positions.
Why Are Employees So Dissatisfied?
This discontent is not new. Employees have battled for years with:
- Limited opportunity for career advancement
- Pay not keeping pace with inflation
- A lack of gratitude and openness
According to Glassdoor data, employee happiness has decreased over the past three years in the majority of industries, suggesting more serious structural problems than temporary ones.
What Causes Workers To “Revenge Quit”?
The primary causes, per Monster’s survey, have little to do with money. What genuinely causes people to abruptly stop is as follows:
- Workplace toxic culture: 32%
- Ineffective management or leadership: 31%
- 23% report feeling devalued or disrespected
It’s interesting to note that wages, perks, and work-life balance came in far lower, indicating that employee treatment is more important than income.
Can More Be Triggered By A Single Sudden Exit?
Of course. Quitting for revenge frequently spreads.
- 15% of employees reported witnessing at least six coworkers leave suddenly.
- 19% have seen two or four of these resignations.
A single, quiet departure can swiftly set off a series of events that undermine team morale and stability.
What May Have Prevented Them?
Employees provided unambiguous responses when asked what factors might have influenced their choice:
- Improved culture at work: 63%
- Appreciation and acknowledgment
- A shift in leadership
- Even a role change or compensation increase
The lesson is straightforward: people quit settings, not jobs.
How Do Professionals Feel?
Employees shouldn’t make decisions only based on feelings, Emily Button-Lynham, founder of coaching firm EBC, told Harper’s Bazaar.
She suggests that people:
- Consider what success means to them personally.
- Think about the type of life they hope to create.
- Determine if their current position aligns with that goal.
She also advises determining what aspects of the job — like freedom, responsibility, recognition, or more compensation — could increase job satisfaction and bringing up these issues with employers before leaving.
Conclusion
Revenge quitting may look dramatic from the outside. But underneath, it reflects something deeper — frustration, burnout, and a widening disconnect between employees and leadership. The message is loud even if the exit is silent. Workers today are no longer willing to endure toxic environments quietly. If workplaces fail to listen, more logins may simply never return.
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