This Week in 5 Numbers: US Workers Are Quitting at the Lowest Level in a Decade

Why It Matters

The drop in quits signals easing labor‑market pressure, giving employers more hiring flexibility, while waning engagement and climate‑driven disruptions could erode productivity. Rising EEOC costs and antitrust scrutiny underscore growing regulatory and legal risks for HR leaders.

Key Takeaways

• US quit rate falls to 2%, lowest in ten years
• Global employee engagement drops to 20%, down from 23% in 2022
• 66% of workers report experiencing extreme weather in past six months
• Employers spent $528 million on EEOC settlements in 2025
• Lawsuit alleges Bold Limited controls at least 20 resume‑building brands

Pulse Analysis

The latest quit rate data shows U.S. employees leaving their jobs at a 2% pace, the lowest point in ten years. After a multi‑year surge that forced companies to raise wages and improve benefits, the slowdown suggests that the talent shortage is finally receding. Recruiters can now shift from aggressive poaching to strategic talent planning, focusing on internal mobility and skill development. However, the decline also masks lingering gaps in certain high‑skill sectors where turnover remains stubbornly high, prompting firms to refine retention analytics and predictive modeling.

Meanwhile, global employee engagement has slipped to just 20%, according to Gallup’s State of the Global Workplace report, down from a 23% high in 2022. The erosion reflects fatigue from prolonged remote‑work experiments, ambiguous career pathways, and heightened expectations for purpose‑driven roles. Lower engagement correlates with reduced discretionary effort, higher absenteeism, and weaker financial performance, prompting CEOs to double down on culture‑building initiatives. Companies are investing in pulse surveys, manager training, and flexible benefit structures to re‑ignite commitment, but measurable improvement often requires sustained leadership focus over multiple quarters.

External pressures are adding complexity to the HR agenda. A Deloitte survey reveals that 66% of workers have encountered at least one extreme weather event in the last six months, underscoring the need for business continuity plans that address climate‑related absenteeism and remote‑work readiness. In 2025, employers collectively paid $528 million to the EEOC for mediation and settlements, highlighting the financial weight of discrimination claims. At the same time, a lawsuit accusing Bold Limited of monopolizing over 20 resume‑building brands signals heightened antitrust vigilance in the talent‑tech sector. Together, these trends push HR leaders to balance compliance, resilience, and employee experience.