Jaco Oosthuizen, CEO at YuLife

Once upon a time, the workplace villain was job hopping. Millennials were accused of killing loyalty, bouncing between roles faster than you could say “LinkedIn update”, chasing purpose, passion and more money. Employers feared flighty staff and restless ambitions. But now, there’s a new anxiety creeping into HR meetings: Job hugging. The growing tendency of employees, particularly younger ones, to cling to roles out of fear rather than fulfillment.

Studies have found that 45% of professionals are currently “job hugging”, staying in roles that no longer excite them simply because of economic uncertainty or fear of change. Among Gen Zs, the number climbs even higher, driven by global instability, post-pandemic insecurity, and the high cost of living.

In South Africa, this pattern feels particularly pronounced. Youth unemployment remains stubbornly high at over 43%, and with mass retrenchments across industries and rising inflation, many young professionals see stability as a luxury they can’t risk losing. Where millennials once sought career adventure, Gen Zs are seeking career safety and holding tightly to jobs even when burnout or disengagement sets in.

From job hopping to job hugging

When millennials entered the workforce, they were the poster children for the “experience economy”. In the US, they changed jobs roughly every 2.8 years on average. They valued flexibility, growth, and culture fit over traditional benefits. Employers scrambled to create ping-pong-table offices and flexible hours to keep them interested.

But for today’s younger professionals, especially in markets like South Africa, that freedom comes with a different kind of pressure. With a volatile economy and a competitive job market, many workers are starting to prize security over self-actualisation. An Old Mutual study found that 61% of employed South Africans would quit if they could afford to, citing overwhelming stress, inadequate mental health support, and rigid work arrangements. But they stick around. That’s job hugging in action: fear disguised as loyalty.

What job hugging really says about workplace anxiety

Job hugging often signals anxiety and uncertainty, not commitment. It can mask disengagement, low motivation and even quiet burnout. YuLife’s own research into workplace wellbeing highlights how financial stress and psychological insecurity are the top drivers of presenteeism where employees show up physically but not mentally.

In South Africa, where cost-of-living pressures and limited upward mobility weigh heavily, it is easy to see how employers could see job hugging as a red flag, not a comfort blanket.

Turning job hugging into an opportunity

But what if it was a good thing? If people are staying, employers have a golden window to re-engage, rebuild trust and boost wellbeing. When handled with empathy, job hugging can become job belonging.

Employers and wellness managers can:

• Reignite growth: Offer upskilling and mentoring to make staying feel like progression.
• Normalise career conversations: Regular check-ins about goals and burnout can reduce fear-based loyalty.
• Strengthen purpose: Link everyday tasks to broader company impact which is especially important for South African Gen Zs, who value meaning and community.
• Support financial and emotional wellbeing: Anxiety often has practical roots, and addressing those through benefits likeYuLife’s  wellness driven app, and mental health resources can transform workplace energy.

In the end

Job hugging isn’t the enemy. It’s a signal, one that tells us that employees are craving stability, reassurance and care. And in a country as unpredictable as South Africa, that’s not surprising. For forward-thinking employers, it’s not just about helping staff let go of fear. It’s about helping them hold on to hope. And when employees feel cared for, safe and stable, both the employees and the bottom lines win.

ENDS