Does the tendency for “quiet quitting” differ across generations? Evidence from the UK

Introduction The post-COVID-19 phenomenon of “quiet quitting” could be problematic for UK economic growth because unpaid overtime has been a key contributor to business productivity since the 2008 global financial crisis. Here, we explore the extent to which this phenomenon exists in the UK, and whether the tendency for quiet quitting differs across generations. Methods We analyzed data from the UK Quarterly Labor Force Survey (QLFS) between 2007 and 2022 to determine changes in hours worked. Quiet quitting was characterized by notable declines in hours worked between 2019 and 2022, benchmarked against 20072018 trajectories. Analyses were demarcated by four commonly defined generational cohorts (i.e., Generation Z [GenZs; 1997–2004], Generation Y [Millennials; 1981–1996], Generation X [GenXers; 1965–1980], and Baby Boomers [1952–1964]). Results Overall, we found that the UK workforce reduced hours by ~28 h per year in the pandemic and post-pandemic periods. Hours lost was most notable in 2022, with hours down by ~36 h. However, in assessing generational differences, quiet quitting was most pronounced in the two younger cohorts. GenZs showed the steepest decline in hours worked, while Millennials worked the least number of hours overall, with no indication of recovery by the end of the study period. Hours declined for GenXers and Baby Boomers, but changes were more moderate, and Baby Boomers showed evidence of a possible rebound to pre-pandemic levels. Discussion Given the ~24,568 million UK full-time workers in 2022, our findings equate to over 55 million discretionary hours lost to the labor market per year between 2019 and 2022, 48.1% of which is accounted for by Millennials. Thus, we evidence that quiet quitting has interrupted the recovery of working hours in the UK to pre-pandemic levels, and lost hours are especially attributable to younger cohorts. JEL J24 J01.