Labor & Employment Law Daily Wrap Up, INDUSTRY NEWS, TRENDS—Survey reveals 4 out of 5 workers are worried about job loss in 2025, (Jan 23, 2025)

By WK Editorial Staff

The survey reveals heightened concerns about layoffs, unemployment, and burnout.

MyPerfectResume has announced findings from “The Great Stay: 2025 State of the Labor Market” report, which reveals heightened concerns about layoffs, unemployment and burnout. The December 2024 survey of 1,115 U.S. workers found that four out of five U.S. workers (81 percent) are worried about losing their job in 2025. Another three-quarters (76 percent) believe layoffs will increase in 2025, and 63 percent expect more businesses to close this year than closed in 2024.

This new research sheds light on a growing trend among U.S. workers: a collective reluctance to change jobs in an unpredictable labor market. Dubbed "The Great Stay," the phenomenon reflects rising fears of job insecurity and economic instability in 2025.

Job loss anxiety climbs. Amid growing economic uncertainty, anxiety about job security is reaching new heights. These numbers highlight a workforce increasingly on edge, with fears of job instability shaping career and financial planning decisions.

• 81 percent of workers say they are worried about losing their jobs in 2025.

• 20 percent report being “much more worried” about losing their jobs this year compared to 2024.

• Only 4 percent say they are not worried in 2025 about job loss and were not worried in 2024.

Layoffs loom large. A majority of workers foresee economic challenges in 2025, with rising layoffs, increased business closures, and higher unemployment on the horizon.

• 76 percent believe layoffs will increase in 2025.

• 63 percent expect more businesses to close this year than in 2024.

• 53 percent anticipate a rise in the unemployment rate.

Burnout persists. Burnout is expected to intensify in 2025, with over half of workers anticipating worsening rates, driven by job insecurity, heavier workloads, and poor work-life balance.

• 52 percent expect burnout rates will worsen in 2025, with another 12% predicting high rates will remain the same.

• Job insecurity (43 percent) is cited as the primary driver of burnout.

• Increased workloads (29 percent), lack of work-life balance (23 percent), poor management or workplace culture (3 percent) and others (2 percent) are the significant contributing factors.

Recession fears among workers. Amid growing economic uncertainty, workers are increasingly concerned about a potential recession, a worsening labor market, and the heightened difficulty of finding new employment in 2025.

• 92 percent of respondents express concern about a potential recession in 2025.

• One-third think the overall labor market will get worse, while 12 percent think it will stay the same.

• 57 percent think finding a new job in 2025 will be as difficult or more difficult than it was in 2024.

The role of the gig economy. As economic and workplace dynamics continue to evolve, alternative work arrangements are gaining traction.

• 85 percent believe businesses will increasingly rely on freelance and contract workers over full-time employees.

• 68 percent predict further expansion of the gig economy in 2025.

Upskilling as a survival strategy. Workers are prioritizing skill development to stay competitive. The proactive approach demonstrates workers’ determination to stay relevant and resilient in a rapidly evolving job market.

• 61 percent of workers have concrete plans to upskill this year, and 31 percent are considering it.

• Nearly half (49 percent) of workers already switched jobs or industries in 2023 and 2024 because of opportunities in their field.

Return to office mandates grow. This anticipated shift may signal a re-evaluation of hybrid work models and their long-term viability. A significant 88 percent predict more companies will require employees to return to the office in 2025.

About the survey. The findings were obtained by surveying 1115 American respondents on Dec 22, 2024. They were asked questions about their sentiments around salary satisfaction, how they supplement their primary earnings and the challenges they face. These included yes/no questions, open-ended questions, scale-based questions relating to levels of agreement with a statement, and questions that permitted the selection of multiple options from a list of answers.

News: Reports Surveys IndustryNewsTrends Layoffs Discharge