- Key Insight: Discover how compensation pressures are overtaking career advancement as primary job-change driver.
- What's at Stake: Wage stagnation risks eroding productivity and talent competitiveness across sectors.
- Supporting Data: 47% of U.S. workers plan to search for new jobs in 2026.
- Source: Bullets generated by AI with editorial review
Nearly half of U.S. workers plan to look for a new job in 2026, even as a slight majority say they expect to stay where they are, highlighting a workforce divided between the need for stability and mounting financial pressure, according to a new report from career site Zety.
The findings
"What our data is showing is that money is one of the biggest things people are looking for when they think about changing jobs," says Jasmine Escalera, a career and job search expert at Zety and author of the report. "Many employees are struggling with compensation, and for a lot of people, one job is no longer enough."
Escalera pointed to earlier research conducted by Zety's sister brand, MyPerfectResume, which found that more than 70% of workers reported having a secondary source of income. Rising costs of living, coupled
"People are thinking less about upward mobility and more about how to drive income," Escalera says. "Depending on where you live, even basic necessities can feel out of reach on a single salary."
While flexible work arrangements and remote options remain important to many workers, the report suggests attitudes are changing. A majority of respondents said they would be willing to return to the office full time if it meant greater job security and higher pay.
"Flexibility and remote work still matter, especially for work-life balance and mental health," Escalera says. "But we're seeing the pendulum shift. If employees feel stable and well-paid, many are willing to make trade-offs, including going back into the office."
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For workers who plan to stay put, benefits play a key role in that decision — though not always out of satisfaction. Many respondents said they are remaining in their current jobs because of uncertainty about the labor market, not because they feel fulfilled.
"If employees feel they have to stay because the job market is unpredictable, they start asking, 'What can make it worth it for me to stay right now?'" Escalera says. "That's where benefits become critical."
Beyond pay, workers cited paid time off, wellness benefits and mental health resources as top priorities. Flexibility, whether through remote work or adaptable schedules, also ranked high, particularly for employees managing commuting costs or child care responsibilities.
Escalera says employers looking to reduce anxiety and build loyalty should start by understanding the specific
"Companies may not always be able to offer across-the-board raises, especially in a challenging economic environment," she says. "But performance-based bonuses, milestone incentives, additional PTO or flexibility can go a long way in helping employees feel more secure."
The report also found that many workers expect the job market to become more difficult in the coming year, a perception that could
"If the job market weakens, employees may stay not because they're happy, but because it feels safer," Escalera says. "That can look like a retention win, but it doesn't mean you don't have a disengagement or productivity problem."
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When employees feel undervalued or burned out, she said, innovation and creativity suffer — even if turnover remains low.
"Just because you don't have a retention issue doesn't mean you don't have a satisfaction issue," Escalera says. "HR leaders need to understand the overall temperature of their workforce, not just whether people are leaving."
