Should you revenge-quit? Decoding the workplace trend of abrupt resignations and what to do instead

Quiet quitting, rage-quitting, rage-applying, coffee-badging, hushed hybrid—now, it’s revenge-quitting. This latest trend describes employees resigning abruptly, often as a response to a particularly negative or unpleasant experience. While lack of recognition, unclear promotion paths, or a fractured work-life balance may fuel such departures, it raises the question: Is revenge-quitting the result of a larger workplace evolution, or is there more to the story?

The statistics speak volumes: Revenge quitting is the top career trend for 2025, with one study showing that 28 per cent of employees expect it at work this year. And Google searches for ‘Revenge Quitting’ are soaring by 234 per cent in recent weeks.

‘A post-COVID trend’

Polly Williams, managing director of Tish Tash, a public relations company notes how such workplace trends have become more prominent in the post-COVID era. “Workplace changes and societal shifts in have led employees to have higher expectations from their employers and has made them less willing to stay in jobs that don’t fulfil them or provide them with the benefits and balance they desire,” she says. She also adds, there is also still a talent shortage in the market and in a number of sectors globally, which give employees power to be able to ask for what they really want and walk away if they don't get it. This has also resulted in a growth in the gig economy and freelancing which offers the employee and the employer more flexibility, making quitting a much less intimidating move. 

Williams also notes that it is indeed commendable that employees are holding companies to a higher standard, and that toxic environments are being called out. “We as business owners cannot ignore the shifts that have occurred in how and where our teams want to work,” she says.

However, the discourse regarding the ‘revenge-quitting’ trend itself is imbued in negative and unpleasant connotations. It raises the question: Why would someone choose to resign in a way that could jeopardise their career and professional image?

The two sides to revenge-quitting

Dubai-based Amaira Dubey, an entrepreneur and former corporate communications consultant who has seen many ‘revenge quitters’ over the years attempts to explain, “It’s not a straightforward situation that can only be explained by numbers and trends. I’ve seen people being pushed to the edge in companies, tired and burnt out, and finally just resigning because the stress was just too overwhelming. That’s a valid decision to make, that is, if you have the privilege to do so: Why stay on and erode your own self worth?”

However, she offers a different perspective: "Not everyone resigns out of emotion. A lot depends on the individual’s psychological makeup. On the other end of the spectrum, I've seen people use this as a power move—resigning on a whim with the hope that they’ll be called back and appeased." She explains that it goes both ways: Some people use a "revenge quit" to disrupt the company, thinking, ‘They can't manage without me—let’s see how they handle this.’” Dubey recalls a colleague who would keep resigning every time something went wrong only to be mollified by the manager, till finally the senior managers insisted on processing her resignation.

Mohammad Wafeek Eid, Consultant Psychiatry, Medcare Hospital Al Safa also explains that employees make such a decision, when they want to regain their sense of control. By quitting in a disruptive manner, they think that they can make their employer feel the consequences of their actions. Furthermore, it can also disrupt the employer's operations and damage the company's reputation.

Expanding further on these consequences that affect different parties, Williams says, “As the name suggests, has some very negative connotations, with social media playing a big role in why such resignations are now taking place. From openly sharing experiences of quitting on TikTok and Instagram to calling out toxic workplaces on LinkedIn, this very public form of quitting can negatively affect all parties. Quitting is not a new concept, and leaving your job to grow into a new role is fine and often encouraged. But the move from ‘quiet’ quitting to ‘revenge’ quitting is not a good one.”

Dubey also explains that many times, people tend to pull this move, entirely for optics. “It becomes more about creating a scene than addressing the actual problem.”

The consequences of revenge quitting

It might feel cathartic and empowering to quit in a bold or loud way, but keep in mind, it can easily damage professional relationships and potential employment opportunities, as any organisation will request references from previous employers. On the other hand, it can also negatively impact a company's reputation and significantly lower morale.

As Eid explains, there are several ways that it can harm you, and not just the company.

•  Damage to reputation: Employers within the industry often communicate, and word of an abrupt or destructive exit can spread quickly, leading to negative perceptions.

•  Limited job opportunities: Many employers rely on references. A history of revenge quitting may make hiring managers hesitant to extend offers.

•  Missed career development: Quitting without notice may mean losing out on valuable learning opportunities, networking, or even promotions.

•  Emotional impact: Beyond career effects, revenge quitting can take a toll on the employee’s self-esteem and mental health, especially if it leads to regret or financial instability.

 In many cases, Eid notes, this behaviour may indicate a lack of emotional intelligence, signaling to potential employers that the individual struggles to handle workplace challenges constructively. It is crucial to think beyond short-term gains and consider the long-term implications for your career and well-being.

So, what should you do instead?

To be fair, we are all human. As Mishti Dev, a Dubai-based manager, explains, "Sometimes, our emotions get the best of us. It's hard to control anger when we feel hurt in the moment. And yes, sometimes quitting that way might feel like the only solution. But it’s important to pause and assess your emotions in those moments. Consider the long-term impact of a sudden resignation. Think about your situation, your finances, and how this decision will affect you and your family. There’s a lot to weigh."

Indeed, so before taking such an extreme step, there are healthier ways for employees to address grievances, as Eid points out:

•  Open communication: Start by having an honest and professional conversation with your immediate manager. Use specific examples to explain your concerns and suggest solutions.

•  Use formal channels: If informal discussions don’t resolve the issue, escalate it through the organisation’s formal grievance procedures.

•  Document issues: Keep detailed records of incidents, conversations, and actions taken. This can serve as evidence if further escalation is needed.

•   Seek support: Discuss your concerns with trusted colleagues, friends, or family members for emotional support and perspective.

•  Evaluate options: If leaving is the best decision, do so professionally by providing proper notice and ensuring a smooth handover. This helps preserve relationships, keeps the door open for future opportunities, and maintains a positive reputation with other companies.

Finally, as Williams points out: Most importantly, if you as an employer find yourself a victim of revenge quitting, you really do need to ask yourself why. Perhaps not in all cases, but in many, employees do not actively want to revenge quit. Their experiences, frustrations, and lack of being heard and understood in the workplace may leave them feeling as if they have no choice but to quit in such a manner. Employees that are given an environment to work in that respects their boundaries and offers flexibility  will breed loyalty.

In the end, while revenge-quitting may seem like a way to regain control or make a statement, it often leads to more harm than good. The healthier approach is to address grievances constructively, maintaining professionalism and preserving long-term career prospects.