Announcement of the '2026 Survey on Quiet Quitting among Regular Employees (2025 Results)'

Mynavi Corporation (Headquarters: Chiyoda-ku, Tokyo; Representative Director, President and Executive Officer: Shunsuke Awai) has announced the results of the "2026 Survey on Quiet Quitting among Regular Employees (2025 Results)", conducted among male and female regular employees aged 20 to 59 and corporate mid-career hiring managers.

*1 "Quiet Quitting" refers to doing assigned work indifferently without seeking fulfillment or career advancement. This working style has increased and gained attention due to the recent acceleration of movements emphasizing work-life balance.

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* Over 40% of regular employees are practicing "quiet quitting," an increase of 2.2 points from the previous year. About half of those in their 20s and 30s are practicing it. [Figures 1, 2, 3]

* Over 70% of all age groups want to "continue quiet quitting in the future." About 30% want to "continue it for as long as they work." [Figure 4]

* In about 40% of companies, there is a strong tendency for "transfers and relocations to be strictly instructed by the company." Involuntary quiet quitting may be occurring due to such extrinsic factors. [Figure 5]

* Over 40% of corporate mid-career hiring managers support "quiet quitting." Favorable opinions include "it varies from person to person" and "we need employees who steadily perform assigned tasks like in quiet quitting." [Figures 6, 7]

* Over 40% of regular employees are practicing "quiet quitting," an increase of 2.2 points from the previous year. About half of those in their 20s and 30s are practicing it.

When regular employees in their 20s to 50s were asked if they were practicing "quiet quitting," 46.7% answered yes, a slight increase of 2.2 points from the previous year. By age group, those in their 20s were the highest at 50.5%, followed by those in their 30s (49.1%), 50s (46.7%), and 40s (42.3%). The percentage of those practicing "quiet quitting" exceeds 40% across all age groups, indicating its presence across a wide range of generations. Based on the previous year's survey results (*2), the triggers for quiet quitting were classified into four types. When asked which type they fall into, those "practicing quiet quitting" most frequently chose "Type D: Indifferent" (20.6%), followed by "Type C: Profit-focused" (18.8%), "Type B: Dissatisfied with evaluation" (17.0%), and "Type A: Mismatched" (16.0%). [Figures 1, 2, 3]

*2 Mynavi "2025 Survey on Quiet Quitting among Regular Employees (2024 Results)"

* Over 70% of all age groups want to "continue quiet quitting in the future." About 30% want to "continue it for as long as they work."

When those practicing quiet quitting were asked if they "want to continue quiet quitting in the future," the most common answer was "I want to continue for as long as I work" (28.8%), followed by "I want to continue as much as possible" (23.9%) and "I want to continue if I had to choose" (21.1%). The total for "want to continue quiet quitting" was 73.7%, a slight increase from the previous year (70.4%). By age group, the proportion of those who "want to continue quiet quitting (total)" was highest among those in their 50s (76.7%), while those who "do not want to continue (total)" was highest among those in their 20s (29.4%). Although there are differences by age, over 70% in all age groups want to continue it, suggesting that "quiet quitting" may take root as a permanent work style option in the future. [Figure 4]

* In about 40% of companies, there is a strong tendency for "transfers and relocations to be strictly instructed by the company." Involuntary quiet quitting may be occurring due to extrinsic factors.

When corporate mid-career hiring managers were asked about the reality of transfers, relocations, and career path selections, it was found that "company instructions (41.9%)" had a stronger influence than "individual preferences (12.4%)" in all areas. It is conceivable that such corporate realities are influencing the "Mismatched Type" trigger for quiet quitting. Furthermore, when asked about the goal-setters in evaluations and the transparency of evaluation results, goals were highly likely to be set by "company or supervisor decisions (33.7%)." Additionally, "evaluation criteria and results are not disclosed (27.6%)" was slightly higher than "open and explained (26.8%)," indicating that a certain number of companies have low evaluation transparency. These realities suggest the potential for generating quiet quitters of the "Dissatisfied with evaluation type." [Figure 5]

* Over 40% of corporate mid-career hiring managers support "quiet quitting." Favorable opinions include "it varies from person to person" and "we need employees who steadily perform assigned tasks like in quiet quitting."

When corporate mid-career hiring managers were asked if they support or oppose "quiet quitting," the "support (total)" was 42.2%, exceeding the "oppose (total)" of 30.1% by 12.1 points, an increase of 3.3 points from the previous year.