2025 Employment and Workplace Trends

• Nearly one in four U.S. workers (23%) didn’t take a single vacation day last year, even though most have paid time off.

• Although 82 % of workers report having PTO, many use very little: 42% took just 1-10 days off and only 18% took more than 15 days.

• The top reasons for skipping time off include heavy workload (43%), feeling they don’t have enough PTO (34%), fear of falling behind (30%) and guilt/pressure to stay committed (29%).

It sounds almost paradoxical: many employees have paid time off (PTO) built into their jobs, yet a recent survey shows a surprisingly large share of workers aren’t using it. 

According to FlexJobs’ “Work & PTO Pressure Report,” nearly one in four U.S. workers — 23% — didn’t take a single vacation day in the past year. That means even when you have paid time off on paper, actually taking it (and feeling comfortable doing so) can be a different story. 

If you’re a consumer simply trying to rest and recharge, these findings are worth knowing: they hint at how work culture, workload and policy-vs-practice gaps play a big role in whether your PTO ever really becomes “time off.”

“Most employees have some form of paid time off, but there’s a big difference between a company that offers this benefit and one that actually encourages workers to use it,” Toni Frana, Career Expert Manager at FlexJobs, said in a news release. 

“Without a company culture that supports rest, many workers feel they can’t really step away without risking their professional reputation.” 

The survey

The survey behind these findings was conducted by FlexJobs between August 18 and August 31, 2025, with 3,063 U.S. respondents.

The respondents reflect a cross-section of workers who report whether they have PTO, how many days they actually take, and the attitudes/cultural pressures around taking time off. The report also breaks down types of PTO policies (accrued, fixed, unlimited, etc.) and links them to how much time people take. 

While the survey gives helpful data points, keep in mind it’s self-reported (so perceptions of support, encouragement or discouragement around time off factor in). 

The goal: to highlight the gap between having PTO and using it.

Major findings 

One of the starkest facts: 23% of respondents took zero vacation days in the past year. 

Meanwhile, although 82% say they have PTO, many take only a handful of days: 21% took one to five days; another 21% took six to 10; 17 % took about 11-15; only 18 % took more than 15 days. 

In other words, just because PTO is offered doesn’t automatically mean you’ll use it — or feel you can use it.

The survey also breaks down types of PTO policies: 42% of workers say they have an “accrued PTO” system; 17% a fixed-day model; 12% a use-it-or-lose-it policy; 11% unlimited PTO; and 18% say they have no PTO at all. 

And the reasons for not taking time off? Top answers include:

• A workload too heavy to justify time away (43%)

• Insufficient PTO (34%)

• Fear of falling behind (30%)

• Feeling guilty or pressured to show commitment (29%)

• Employer being unclear or not supportive of taking leave (19%)
  

What does this mean for workers? 

First: check not just whether you have PTO, but whether you feel genuinely able to use it. If your team culture, manager expectations, or workload make it tricky to take a week away, that benefit is less valuable. 

Second: taking little or no time off may contribute to burnout, lower job satisfaction, or decreased wellbeing. The survey underscores that rest isn’t just a perk — it’s a genuine part of work-life balance. 

Third: if you’re job-hunting or negotiating job offers, look beyond “PTO included” and ask: How does the company treat time off in practice? Are people encouraged to unplug? Will their absence lead to extra pressure when they return? The survey suggests the difference between “PTO policy” and “PTO practice” really matters.

• After the “Great Resignation” of 2021–2022, when millions of workers quit their jobs each month, more employees are now choosing to stay put for the sake of stability.

• A Federal Reserve Bank of New York report shows rising fears of job loss (14.5%, above the 12-month average) and a sharp drop in perceived chances of finding new work (down 5.8 points to 44.9%), especially among workers with only a high school education.

• Lower turnover reduces hiring costs, but experts warn that employees “hugging” their jobs may feel stuck, leading to disengagement, though some see this as a cultural shift toward valuing security and work–life balance.

During the pandemic, employees were on the move, in what was dubbed “The Great Resignation.” Things are different now, however

A new report from the Federal Reserve Bank of New York found many employees worried about finding another job. According to the report, the mean perceived probability of losing one’s job in the next 12 months ticked up by 0.1 percentage point to 14.5%. 

The reading is above the series’ 12-month trailing average of 14.0%. The mean probability of leaving one’s job voluntarily in the next 12 months decreased by 0.1 percentage point to 18.9%, remaining slightly below its 12-month trailing average of 19.0%.

“The mean perceived probability of finding a job if one’s current job was lost fell markedly by 5.8 percentage points to 44.9%, the lowest reading since the start of the series in June 2013,” the report states. “The decline was broad-based across age, education, and income groups, but it was most pronounced for those with at most a high school education.”

The findings are a stark reversal from 2021 to 2022, when at one point, 4.5 million employees a month were handing in their resignations, sometimes without moving into another position.

Job-hugging

Instead of “job hopping,” some human resource specialists see the trend in today’s workforce as “job hugging,” with employees looking for stability. After years of pandemic uncertainty, inflation, and high-profile layoffs in industries from tech to media, many employees are clinging to their current positions for a sense of security. 

According to recent survey data from HR consultancy firms, nearly 60% of employees who considered switching jobs in 2024 ultimately decided against it, citing concerns about economic instability and fear of being the “last in, first out” if layoffs occurred.

Employers see a shift

For employers, job-hugging presents a paradox. On the one hand, reduced turnover lowers recruitment costs and keeps teams stable. On the other hand, managers report that employees who feel “stuck” rather than engaged may show signs of disengagement, lower productivity, or quiet resentment.

The rise of job-hugging also reflects cultural changes. After years of hustle culture and constant job-hopping, some employees are choosing a slower career pace. Social media trends emphasize work–life balance, financial prudence, and mental health. Yet critics worry that job-hugging may stall innovation and professional growth. 

Whether job-hugging is a temporary response to turbulent times or the beginning of a longer cultural shift remains to be seen. Some economists predict that once markets stabilize, workers will resume seeking better opportunities, reigniting competition for talent. Others believe a new appreciation for stability could reshape how companies think about retention, benefits, and career development.

• Total nonfarm payroll employment rose modestly in August by 22,000 jobs, showing little change since April.

• Health care and social assistance saw the strongest gains, with more than 47,000 combined jobs added.

• Job losses in the federal government, manufacturing, and mining sectors offset much of that growth.

It’s getting harder to find a job. The U.S. labor market showed little momentum in August, with total nonfarm payroll employment rising by just 22,000, according to data from the Bureau of Labor Statistics. 

The unemployment rate remained at 4.3%, nearly unchanged from recent months, as the economy continued to display signs of a slowdown. August job creation was well below the census estimate of 75,000, suggesting a slowing job market.

Strongest sectors: Health care and social assistance

Health care once again proved to be the largest driver of job growth, adding 31,000 positions in August. Gains were spread across ambulatory health care services (+13,000), nursing and residential care facilities (+9,000), and hospitals (+9,000). 

While this was below the 12-month average monthly increase of 42,000, it still accounted for the bulk of August’s job creation.

Employment in social assistance also contributed to labor market strength, with 16,000 new jobs, all of them concentrated in individual and family services. Together, these sectors added nearly 50,000 jobs, helping to offset declines elsewhere.

Weakest sectors: Government, mining, and manufacturing

Federal government employment continued to slide, falling by 15,000 jobs in August. The sector has now lost 97,000 positions since January, marking one of the steepest contractions this year.

The mining, quarrying, and oil and gas extraction sector shed 6,000 jobs, reversing a year of relative stability.

Manufacturing also struggled, losing 12,000 jobs over the month and 78,000 since the start of the year. The steepest decline was seen in transportation equipment manufacturing, where a strike contributed to a loss of 15,000 jobs.

Key areas of the economy, including construction, retail trade, transportation and warehousing, information, financial activities, professional and business services, and leisure and hospitality, showed little change.

Overall, the August report shows a labor market in balance: health care and social services continue to grow steadily, but government, manufacturing, and energy extraction remain persistent drags on overall employment.

• The U.S. economy added only 73,000 jobs in July, well below the projected 100,000. Job growth estimates for May and June were also revised downward.
• Job gains were concentrated in healthcare (+55,000) and social services (+18,000), while the federal government saw a loss of 12,000 jobs. 
• Average hourly earnings rose by 0.3% to $36.44, with a 3.9% year-over-year increase. Nonsupervisory workers earned $31.34 on average. Labor force participation held steady at 62.2% in July but has declined 0.5 points over the year, and the employment-population ratio was unchanged at 59.6%.

The U.S. economy produced 73,000 jobs in July, significantly fewer than the 100,000 that were predicted. The Bureau of Labor Statistics also revised the job creation totals for May and June sharply lower, suggesting a softening in the job market.

As in previous months this year, job applicants had the best chance of being hired if they were seeking work in healthcare or social services. The unemployment rate was 4.2% in July.

In July, the number of long-term unemployed – those out of work for 27 weeks or more –  increased by 179,000 to 1.8 million. The long-term unemployed accounted for 24.9 percent of all unemployed people.

The labor force participation rate, at 62.2%, changed little in July but has declined by 0.5 percentage points over the year. The employment-population ratio, at 59.6 percent, also changed little over the month but was down by 0.4 percentage point over the year.

Top sectors

Here’s where the jobs were and where they weren’t:

• Healthcare (+55,000)

• Social services (+18,000)

• Federal government (-12,000)

Employment showed little change in July in other major industries, including mining, quarrying, and oil and gas extraction; construction; manufacturing; wholesale trade; retail trade; transportation and warehousing; information; financial activities; professional and business services; leisure and hospitality; and other services.

People with jobs earned a little more last month. Average hourly earnings for all employees on private nonfarm payrolls rose by 12 cents, or 0.3%, to $36.44 in July. Over the past 12 months, average hourly earnings have increased by 3.9%. 

In July, average hourly earnings of private-sector production and nonsupervisory employees rose by 8 cents, or 0.3%, to $31.34.

• New collar jobs are those that don’t require college degrees, but also don’t require manual labor. 

• There are opportunities out there for consumers to find high-paying jobs – without a college degree. 

• Resume Genius put together a list of the top 10 highest-paying new collar jobs. 

We’ve all heard of blue collar jobs and white collar jobs, but what about “new collar” jobs? 

Popularized by IBM several years ago, the term refers to jobs that don’t require traditional four-year degrees, but also don’t require physical labor. 

The result: high-paying jobs for those who may not have graduated from a four-year college. 

“New-collar jobs are jobs that don’t rely on physical labor (like many blue-collar jobs), but also don’t require a college degree (like the majority of white-collar jobs),” Eva Chen, a career expert at Resume Genius said in a news release. 

“These jobs are skills-driven, where learning happens on the job and adaptability matters just as much as credentials. New-collar roles challenge the idea that a degree is the only path to success. By showcasing practical skills, a portfolio of work, or even strong referrals, people can build meaningful, well-paying careers without racking up more student debt or spending years in school.”

Highest paying new collar jobs

New collar jobs are out there – and they pay well! 

Resume Genius recently put together a list of the top 10 highest-paying new collar jobs of 2025. They analyzed data from the U.S. Bureau of Labor Statistics, online job postings, and automation risk scores to find jobs that: didn’t require a four-year degree, had remote and hybrid work available, required minimal physical labor, had less than a 50% chance of being automated by AI, and had salaries of at least $100,000. 

Here’s the top 10 list: 

1. Marketing Manager

   1. Median annual salary: $159,660

2. Human Resources Manager

   1. Median annual salary: $140,030

3. Sales Manager

   1. Median annual salary: $138,060

4. Computer Network Architect

   1. Median annual salary: $130,390

5. General and Operations Manager

   1. Median annual salary: $129,330

6. Information Security Analyst

   1. Median annual salary: $124,910

7. Sales Engineer

   1. Median annual salary: $121,520

8. Health Services Manager

   1. Median annual salary: $117,960

9. Art Director

   1. Median annual salary: $111,040

10. Construction Manager

    1. Median annual salary: $106,980

Ideal candidates

“Many new-collar jobs reward people who are proactive and work well with others because that’s often what the roles demand day-to-day,” Nathan Soto, a career expert at Resume Genius, said in a news release. 

“Since these roles tend to evolve quickly, employers often look for candidates who are flexible, quick learners, and comfortable using new tools or workflows. Showing that you’re open to feedback and willing to grow on the job can make just as much of a difference as formal credentials.”

Remember the “Great Resignation” in the wake of the pandemic, when many people quit their jobs and didn’t look for another one? Times have changed.

On social media, many job seekers complain that it has become extremely hard to get hired. New data back that up.

The Bureau of Labor Statistics reports the number of job openings decreased to 7.6 million on the last business day of December. A decline of more than a half-million. Over the month, hires and total separations were little changed at 5.5 million and 5.3 million, respectively.        

Job Openings

For 2024, the number of job openings decreased by 1.3 million and the job openings rate fell to 4.5%.

Here are the industries that decreased their hiring the most:

• Professional and business services (-225,000)

• Health care and social assistance (-180,000)

• Finance and insurance (-136,000) 

At the same time, businesses engaged in the arts, entertainment and recreation increased hiring by 65,000. Economists suggest that industries that have slowed their hiring are reacting to economic uncertainty.

Industries that can’t find enough workers

In something of a paradox, some industries are struggling to find employees. A report by the Associated Builders and Contractors estimates the construction industry will need an additional 439,000 workers this year to meet demand.

Tech companies are also struggling to find employees. Industry sources predict the U.S. technology industry will need another 1.2 million employees by next year.

Independent restaurants are also struggling to hire people. A popular restaurant in suburban Richmond, Va., recently canceled its lunch business due to a lack of staff.

Email Mark Huffman at mhuffman@consumeraffairs.com

In a big surprise for economists, the U.S. economy added 256,000 jobs in December, dropping the unemployment rate to 4.1%. The consensus estimate on December job creation was around 155,000.

The monthly report from the Bureau of Labor Statistics shows the healthcare industry did most of the hiring last month. Healthcare added 46,000 jobs, with 15,000 new jobs in home health care services. Nursing and residential care facilities added 14,000 jobs while hospitals hired 12,000 people last month. The sector averaged 57,000 new jobs a month throughout 2024.

In something of a surprise retail stores added 43,000 jobs in December, following a loss of 29,000 jobs in November. In December, employment increased in clothing, clothing accessories, shoe, and jewelry retailers

One area of the retail sector lost ground, however. Retailers specializing in building materials and garden equipment lost 11,000 jobs.

Meanwhile, government employment continued to trend up in December, adding 33,000 jobs. That’s slightly below the 2024 average of 37,000 a month.

Employment in social assistance increased by 23,000 in December, mostly in individual and

family services, which added 17,000 jobs. That’s close to the 2024 monthly average.

Workers continued to earn a little more. In December, average hourly earnings for all employees on private nonfarm payrolls rose by 10 cents, or 0.3%, to $35.69. Over the past 12 months, average hourly earnings have increased by 3.9 percent.