REVENGE QUITTING

Written by Marlu Lennox

Leaving a job is normal, but while most people do so quietly and
follow procedures, some prefer to make a splash – these are the
employees who “revenge quit.” They express their dissatisfaction
by quitting abruptly, sometimes during critical times, and cause
a great deal of disruption. This may or may not involve a loud,
dramatic exit, but it surely makes some waves.

What is revenge quitting?

Workers do so to protest against perceived mistreatment or a toxic
work environment. Often, little or no notice is given to the employer,
which adds weight to the retaliatory move.

Most people resign and leave their workplaces quietly, but this is
not the case with revenge quitters. The idea is to make a point of it
and publicise it, so everyone knows they’re leaving.

There are many ways to do this, including making (literally) a lot of
noise, sabotaging systems, sending nasty resignation emails, or
quitting during critical work periods, making it even more disruptive.

What drives employees to revenge quit?

Many employees who revenge quit are emotionally exhausted and
experiencing burnout. Leaving in such a dramatic way not only
provides relief but also sends a message.

Among other things, burnout is triggered by unreasonable expectations,
excessive workload, and poor management. Many of these employees find
themselves in toxic work environments where they do not feel valued.

Social media platforms also contribute to the rise of revenge quitting.
This is because some employees share their dramatic exits, inspiring
others to make their own.

What the surveys reveal

A 2025 survey of over 1,000 full-time employees conducted by Software
Finder found that roughly 17% have already revenge quit, and up to
28% expect it to happen in their workplace soon.

When asked about the reasons for dissatisfaction, the survey
participants listed “insufficient or stagnant compensation, a lack
of recognition or appreciation, and limited opportunities for
career development.”

A survey conducted by Reed UK found that younger workers are more
prone to revenge quitting. A total of 26% of those aged 18 to 34
admitted to having done it, compared to only 8% of those aged
45 to 54.

In this survey, which included 2,000 participants, having a “bad boss”
was the top reason for revenge quitting.

In fact, 37% of respondents said that a toxic manager would push them
to do it. This was followed by poor company culture (27%) and low
salaries (26%).

Other reasons included the company going under (18%), not getting
along with colleagues (18%), no foreseeable pay increase (17%),
few opportunities to progress in the company (15%), lack of training
within the company to upskill (14%), and being forced to work from
the office more than they’d like (13%).

When a dramatic exit becomes destructive

Revenge quitting can get even nastier, especially when sabotage comes
into play. Deleting company data (also known as “rage deletion”) or
compromising systems before leaving is a much more disruptive way
of revenge quitting.

Quitting mid-shift during critical business hours or peak periods is
also guaranteed to cause a lot of disruption and indeed make a statement.

The consequences for employees and employers

Revenge quitting may resonate with some people, but doing so can
actually violate contractual obligations or labour laws. A common
example is the failure to give the appropriate notice. This can,
of course, have legal consequences.

A person who makes their revenge quitting public by sharing it on
social media can harm the company’s reputation. This is, however,
also true for the person quitting, whose actions may have an impact
on future employment.

An employee unexpectedly leaving a company can disrupt workflows,
increase the workload of other employees, and even delay projects
or services.

This can have a major financial impact (a) because business is
disrupted and (b) as replacing an employee also costs time and
money (hiring process, training, etc.).

Witnessing revenge quitting in the workplace is not good for other
employees. Such acts can trigger anxiety and mistrust and have a
serious impact on productivity and staff morale.

Recognising the warning signs

Some warning signs that employees may resort to revenge quitting
include disengagement from work and people, not being willing to
get involved in new projects, and a decrease in productivity and
attendance.

Creating a workplace where people feel valued

Management style plays a big role. An empathetic, open, supportive,
and fair managerial style may reduce the likelihood of revenge quitting.