What is the Big Quit?

The Big Quit represents one of the most significant shifts in how employees view work, career, and what they expect from employers, with the average number of monthly business applications nearly doubling in the wake of the pandemic compared to the Great Recession. This article explores what the Big Quit means, its root causes, current evolution, and how forward-thinking companies can adapt their talent strategies in response.

What is the Big Quit?

The Big Quit—also called the Great Resignation—was a period when employees quit their jobs in record numbers, with over 47 million Americans leaving their positions in 2021; research shows resignations increased the fastest among midcareer employees aged 30 to 45.

In December 2021, 4.3 million Americans quit their jobs, with one Microsoft survey of more than 30,000 global workers finding that 41% of employees had either resigned or were thinking about resigning.

What caused the Big Quit?

Many academics attribute the Great Resignation to people reflecting on their work-life balance during the pandemic and opting for jobs with increased flexibility. In one survey of people who found a new job during this time, a quarter of respondents cited remote work as a driving factor.

Additional factors that fueled the Big Quit include:

• Wage stagnation: Pay wasn't keeping up with rising costs of living, with a Pew Research Center survey finding that low pay (63%) was a top reason workers quit their jobs in 2021.

• Job dissatisfaction: Long-standing workplace frustrations reached a breaking point, a trend reflected in recent Gallup data showing U.S. employee engagement has fallen to its lowest level in a decade.

• Safety concerns: Workers worried about returning to offices during the pandemic

Which industries have been hit hardest by the Big Quit?

So, which industries took the biggest hit? The sectors most affected by the Big Quit include:

• Hospitality and food service: High burnout, low pay, and customer-facing pandemic risks

• Retail: Demanding schedules and limited advancement opportunities

• Healthcare: Overwhelming workloads and pandemic-related stress

• Transportation and warehousing: Physical demands and safety concerns

Has the Big Quit evolved into the Big Stay?

Here's what's interesting: the initial wave of mass resignations has slowed, but the workforce has permanently changed. Some experts now talk about a "Big Stay," where employees who found new, flexible roles are settling in. The desire for better work-life balance, fair pay, and growth opportunities isn't going anywhere, though.

Instead of a single event, the Big Quit has become an ongoing re-evaluation of work. Companies that fail to adapt are still at risk of losing top talent, as recent data shows the overall intention to leave remains high at 39%, nearly matching the peak of the Great Attrition.

How to retain talent in the post-Big Quit era

What can companies do to keep their best people? Here are the strategies that work:

• Flexible work arrangements: Let employees work from anywhere or choose hybrid schedules

• Competitive compensation: Regular pay reviews and transparent salary bands

• Career development: Clear advancement paths and learning opportunities are critical, especially since 53% of workers who quit in 2021 reported having more opportunities for advancement in their new role.

• Work-life balance: Respect boundaries and encourage time off

At Oyster, we believe that one of the most effective changes companies can make is to introduce a work model that offers employees the flexibility to work from anywhere. Find out more about how Oyster's global employment platform can help you to build, support, and scale distributed teams.

Book a demo to learn more.

Building resilient global teams

The Big Quit was a wake-up call for employers everywhere. It showed that talent will always seek out better opportunities, flexibility, and a more human-centered work experience. Building a resilient organization today means embracing a global mindset and creating a culture where people feel valued, as low-engagement teams typically have turnover rates that are 18% to 43% higher than highly engaged teams.

By offering compliant, equitable employment across borders, you can attract and retain a world-class team that is engaged and motivated. Ready to build a team without borders? Start hiring globally and turn the lessons of the Big Quit into your greatest strength.

FAQ

Is the Great Resignation still happening in 2026?

The mass resignations have stabilized, but employees still actively seek better opportunities with flexibility and growth potential.

What industries are still experiencing high turnover rates?

Technology, hospitality, and retail still experience high turnover due to skill demand, burnout, and competitive talent markets.

How has remote work affected employee resignation trends?

Companies offering remote or flexible work have a major advantage in retention, as location flexibility has become a core expectation rather than just a perk.

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