The “Big Hold”: Why American Workers Are Staying Put Amid a Cooling Job Market

For much of the past three years, the U.S. labor market has been defined by flux. The “Great Resignation” saw millions of workers leave their jobs in pursuit of better pay, flexibility, or career change. The “Great Migration” followed, with employees hopping between employers, fueling record wage growth and bargaining power.

Now, in late 2025, a very different phenomenon is emerging: the “Big Hold.”

Instead of chasing new opportunities, the majority of American workers are choosing to stay put. According to a Robert Half survey, more than 73% of employees plan to remain in their current roles, citing stability, culture, and compensation as reasons.

This new trend reflects not only worker preferences but also a changing economic reality: slower hiring, fewer openings, and the disruptive rise of AI.

The Numbers Behind the Big Hold

• Job Openings Decline: U.S. job openings have fallen to 7.5 million in 2025, down nearly 4 million since 2022.
• Slower Wage Growth: Average wage growth has cooled from 6.7% at its peak in 2022 to 4.1% in mid-2025.
• Retention Over Resignation: Surveys show workers increasingly cite company culture, job security, and benefits over pay alone when making career decisions.
• Return-to-Office Policies: Large firms including Microsoft, Amazon, and AT&T have enforced stricter hybrid or in-office mandates, reducing some of the flexibility that drove resignations earlier.

Why Workers Are Staying Put

1. Economic Uncertainty

Inflation, tariffs, and a mixed economic outlook have left workers cautious. Jumping into a new role carries risk, especially when companies are freezing or slowing hiring.

2. AI-Driven Hiring Bottlenecks

Recruitment has grown tougher as AI-powered screening systems filter resumes more aggressively. For workers, staying put may feel safer than battling opaque algorithms.

3. Satisfactory Pay and Benefits

While wage growth has slowed, compensation levels are still higher than pre-pandemic standards. For many, a “good enough” salary outweighs the risk of leaving.

4. Company Culture and Belonging

The upheavals of remote work and high turnover reminded many employees of the importance of team cohesion. Surveys show culture and manager support are now key retention drivers.

The Role of Small Businesses

Interestingly, small and midsize businesses (SMBs) are thriving in retention. Unlike corporate giants that rely on AI filters or rigid return-to-office mandates, SMBs are:

• Offering customized training programs for younger workers.
• Providing unique benefits, such as mental health stipends or flexible schedules.
• Leveraging local community roots to build loyalty.
• Benefiting from public incentives tied to job creation and workforce development.

This has made SMBs an attractive option for workers who value personalized attention over corporate scale.

Comparisons with Past Eras

• Great Resignation (2021–22): Workers held unprecedented bargaining power, driving job-hopping and wage spikes.
• Great Migration (2022–23): Career mobility peaked, with millions moving for pay raises, hybrid options, and lifestyle upgrades.
• Big Hold (2025): Stability, benefits, and culture outweigh adventurous moves. Workers prefer to safeguard what they have.

The “Big Hold” is not merely a pause but a recalibration of expectations in a cooling labor market.

Sectoral Differences

• Technology: Hiring freezes and AI-driven layoffs make tech workers cautious. Many who survived 2023–24 layoffs are clinging to existing roles.
• Healthcare: Demand remains strong, but burnout makes stability a priority—many nurses and doctors stay in place for community and benefits.
• Retail and Hospitality: Less flexibility, lower wages, and volatile schedules mean higher churn continues, though even here resignations are slowing.
• Finance and Professional Services: Hybrid work policies are stabilizing attrition, with firms offering better retention packages.

Voices from the Workforce

• “I left two jobs in 2022 chasing higher pay. Now I just want stability. My company isn’t perfect, but it feels safe.” – 29-year-old marketing associate, Chicago.
• “It’s not easy applying anymore. AI rejects you before a human even looks. I’d rather hold onto my current role.” – 32-year-old IT support worker, Phoenix.
• “Small perks matter—our company offers four-day summer weeks and mental health stipends. I wouldn’t risk leaving that behind.” – 41-year-old project manager, Austin.

Economic Implications of the Big Hold

1. Wage Moderation

Slower job-hopping translates into slower wage growth. While this helps tame inflation, it also reduces worker leverage.

2. Productivity Paradox

Employers may benefit from stable workforces, but innovation often thrives when workers circulate and spread ideas. The “Big Hold” could stifle dynamism.

3. Labor Market Fragility

The equilibrium is fragile. With hiring slowing but layoffs still low, any sudden wave of job cuts could expose underlying weakness.

The Role of AI and Automation

AI is central to both the job slowdown and the worker hesitation:

• Automating Entry-Level Work: Chatbots, scheduling tools, and generative AI are eliminating traditional “starter” jobs.
• AI Screening Systems: Job seekers struggle to get past automated filters, discouraging job-hopping.
• Worker Adaptation: Those who stay are increasingly required to learn AI tools as part of their existing jobs.

Looking Ahead: Will the Big Hold Last?

Analysts suggest the Big Hold could persist for several years if:

• Hiring remains tepid, limiting external opportunities.
• AI adoption continues to reshape entry-level roles.
• Return-to-office mandates keep employees tethered to established workplaces.

However, if the economy accelerates or new industries expand, mobility may rebound—perhaps ushering in a new era beyond the Big Hold.

FAQs

Conclusion

The American job market has shifted from restless mobility to deliberate stability. The “Big Hold” reflects a collective decision among workers: better the job you know than the uncertainty you don’t.

For employers, this is an opportunity to deepen culture, improve benefits, and strengthen loyalty. For workers, it is a moment of pragmatism, balancing ambition with caution. For policymakers, it is a reminder that beneath steady unemployment figures lies a workforce recalibrating its expectations in the age of AI, inflation, and global uncertainty.

Whether the Big Hold is a pause before another wave of change—or the beginning of a longer era of cautious stability—remains to be seen.