More U.S. workers are preparing to leave their jobs in 2026, driven by burnout, pay dissatisfaction, and the demand for better benefits and flexibility. Nearly 38% of employed Americans plan to seek new opportunities in the first half of 2026, according to new data from Robert Half, and experts warn that competition for top roles will be fierce.
That number is up from 29% a year earlier and 27% in July 2025, based on a survey of more than 2,000 employed professionals and 450 job seekers conducted in November 2025.
“Many workers felt the need to stay put in 2025,” said Dawn Fay, operational president at Robert Half. “But we’re beginning to see signs of a thaw as we head into the new year.”
Why workers are leaving
The report suggests today’s professionals are less willing to trade career growth for job stability. The top reasons cited for seeking new jobs include:
- Better benefits (36%)
- Limited career advancement (34%)
- Higher pay (33%)
- Burnout (24%)
Certain groups are especially likely to move. Tech and healthcare workers lead the shift, with 44% planning to job hunt early this year. They are followed by Gen Z workers and working parents (both at 42%), reflecting how in-demand skill sectors and work-life pressures drive turnover.
“Career growth and development are back in focus, and if an employer can’t offer those opportunities, workers no longer feel compelled to stay,” Fay said.
Job seekers face heavier competition and skills mismatches
As more employees prepare to switch roles, job seekers are already reporting that the search is becoming tougher. A Robert Half survey of unemployed job seekers found that 68% expect their job search to take longer than before, and 59% cite intense competition as their biggest frustration—a sign that the race for openings will intensify in early 2026.
The survey also highlights a growing disparity between what job seekers want and what employers need. Key challenges include finding roles that match workplace preferences (46%) and lacking required skills (37%).
While employers are easing up on degree requirements, education filters remain. Indeed data in January 2024 shows that 52% of U.S. job postings no longer list formal education requirements, up from 48% in 2019.
How to stand out in three moves
In a crowded job market, generic applications get lost fast. Experts say three strategies consistently separate top candidates from the pack:
- Lead with measurable results. Highlight specific numbers on your résumé and LinkedIn profile, such as revenue generated, costs reduced, time saved, or projects completed faster.
- Close your skills gap quickly. If the same certifications or tools keep appearing in job listings, commit to a short-term upskilling plan and mention it in interviews to show initiative.
- Network your way past the pile. Referrals and direct outreach can significantly enhance visibility when competition is fierce.
With millions of Americans planning to job hunt in early 2026, those who market themselves strategically will move first.
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Briones, J. A. (2026, January 1). 38% of U.S. workers plan job search in early 2026: Robert Half
survey. Outsource Accelerator. Retrieved from https://news.outsourceaccelerator.com/u-s-workers-plan-job-search/
The Interview Guys. (2025, July 3). The Skills Mismatch Crisis: What Employers Say They Want
What They Actually Hire. Retrieved from https://blog.theinterviewguys.com/the-skills-mismatch-crisis/
