"I knew I had to take a stand."
Revenge quitting is redefining how employees leave their jobs, with Gen Z leading the charge.
This trend, marked by abrupt and disruptive resignations, is emerging as a form of protest against unsatisfactory workplace conditions.
Unlike traditional job departures, revenge quitting is executed in ways that are intentionally timed to maximise inconvenience or draw attention to underlying issues.
It is not merely about exiting a role but making a statement.
In 2025, this phenomenon is gaining traction across industries, prompting conversations about generational shifts, mental health, and workplace culture.
We delve into revenge quitting and why Gen Z are at the forefront of this career trend.
What is Revenge Quitting?
Revenge quitting is when employees who feel undervalued or frustrated leave their jobs in a way that is abrupt and designed to cause as much chaos and dismay as possible.
An employee working in retail might choose to leave in the middle of the Christmas rush, while others might walk out just before a critical presentation or when the team is already short-staffed.
These exits are often shared online, further amplifying their impact.
Platforms such as TikTok have popularised this trend through videos labelled with hashtags like #QuitTok, where workers document their exits with theatrical flair.
Although some observers find the behaviour unprofessional, others interpret it as a legitimate act of defiance against exploitative working conditions.
A Climate of Dissatisfaction
The Glassdoor Worklife Trends 2025 Report provides important context.
According to the report, 65% of employees feel trapped in their current roles.
Over the past two years, employee satisfaction with career opportunities has declined across ten major industries.
The report suggests a growing atmosphere of frustration and disenchantment among workers.
This dissatisfaction is especially pronounced among younger employees who have entered the workforce with expectations of ethical leadership, mental well-being support, and work-life balance.
When these expectations are unmet, the response is no longer quiet compliance but a dramatic and very public exit.
The Role of Gen Z
The trend is largely driven by Gen Z, who are quickly becoming a dominant force in the global workforce.
By 2030, Forbes estimates that Gen Z will comprise 30% of all employees.
This generation is known for its insistence on transparency, social responsibility, and psychological safety in the workplace.
Some members of older generations dismiss their attitude as bratty but others find value in their push for a work-life balance.
Keri Mesropov, founder of Spring Talent Development, believes this shift in priorities is critical to understanding revenge quitting.
She said: “Gen Z has a fierce commitment to their personal values – values like transparency, ethical leadership, inclusion, well-being and social responsibility.
“They aren’t just passionate about them, but they expect their employers to uphold them, too.
“When they see misalignment or outright violations, they don’t just shrug it off.”
Mesropov also notes that younger employees often lack the institutional experience to navigate corporate structures productively.
When there are no clear channels to voice their concerns, frustration can quickly escalate.
She continued: “Gen Z hasn’t had years of experience to know how to productively bring their concerns forward and often their workplaces haven’t set clear avenues for this.
“Without this clarity, frustration turns into resistance, and in extreme cases, that means a very public, very bold and loud exit.”
Challenging Workplace Norms
Furthermore, Mesropov points to a broader shift in workplace expectations.
For many years, the prevailing attitude was to endure difficult conditions silently.
However, Gen Z is rewriting those rules.
She explained:
“For decades, the corporate world has operated under a ‘suck it up, shut up and do your job’ mentality. Gen Z is rejecting that.”
“They want a workplace that prioritises mental health, work-life balance and genuine, open dialogue.”
This rejection of traditional values has led to a cultural clash in many organisations, especially those slow to adapt.
A Form of Protest
Dr Julie Lee, a psychologist and co-president of the Harvard Alumni for Mental Health, echoes this sentiment.
She argues that the trend of revenge quitting is symptomatic of deeper issues in the employer-employee relationship.
According to Lee: “Unlike previous generations, who often prioritised work and career above all else, Gen Z is unwilling to accept workplaces that conflict with their values or well-being.”
She believes revenge quitting should be understood as a form of resistance.
“Revenge quitting is, at its core, a form of protest. It’s an emphatic ‘I’m not going to take this’ moment.
“For the Gen Zer, it’s not just about leaving a job, but about making a statement, calling for better treatment and insisting on a healthier, more values-driven work environment.”
The Employer Response
The implications for employers are significant.
Sudden resignations can disrupt business continuity, create staff shortages, and damage company morale.
Public exits shared on social media can further impact a brand’s reputation.
However, rather than reacting defensively, experts advise companies to treat revenge quitting as an opportunity for reflection and change.
Mesropov argues that the trend should be seen as a demand for improvement:
“Let’s see severe actions like revenge quitting as a cry for change. Gen Z wants those of us who have come before them to do better, and benefit from change alongside them.”
Experiences of Revenge Quitting
Revenge quitting is not limited to British South Asian professionals.
For them, revenge quitting is influenced by cultural values around respectability and stability.
Aisha Khan*, a 27-year-old marketing executive from Birmingham, spoke candidly about her own experience:
“In our culture, there’s a strong emphasis on job stability and respect for authority.
“But when I felt my values were constantly compromised, I knew I had to take a stand. Leaving abruptly was my way of reclaiming my agency.”
Similarly, 25-year-old software developer Raj Patel recounted his decision to quit without notice.
“I was raised to be grateful for any job opportunity. But gratitude shouldn’t come at the expense of self-respect.”
“When my concerns were repeatedly ignored, I decided to leave in a way that couldn’t be overlooked.”
Their stories reflect a broader sentiment among young professionals from minority backgrounds who are navigating the intersection of cultural expectations and workplace realities.
Looking Ahead
The future of work will undoubtedly be shaped by the values and behaviours of Gen Z.
Employers must adjust their strategies to retain this emerging workforce, which demands more than just a paycheque.
Mental health resources, ethical leadership, career development opportunities, and a transparent company culture are no longer optional.
They are essential.
If these needs are not met, companies risk not only high turnover but also reputational damage as discontented employees take their grievances public.
Revenge quitting is not a fleeting trend.
It represents a fundamental shift in how workers, particularly younger ones, relate to their jobs.
It challenges long-held assumptions about loyalty, professionalism, and hierarchy.
While its dramatic nature may raise eyebrows, the message behind the act is clear: employees are no longer willing to endure mistreatment or neglect in silence.
They want to be heard, and if they are not, they will make their exits loud enough that no one can ignore them.
For organisations that hope to remain competitive and retain top talent, the path forward is evident.
Invest in a supportive culture, listen to employee concerns, and adapt to changing expectations.
Only by doing so can employers hope to prevent the next viral resignation video and more importantly, build workplaces where people genuinely want to stay.
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