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One year ago, more than half of American workers said they would quit if forced to return to the office. Today, that number has plunged to 7 per cent, according to new survey data from resume building website MyPerfectResume.

The shift is more than just a statistic, career expert Jasmine Escalera says it’s a signal that the balance of power in the workplace has tilted back toward employers at lightning speed.

So how did we get here?

“I think the shift is really attributed to employees wanting to have safety and job stability, rather than saying, ‘I’m going to fight for flexibility right now,’” she says.

In short, the labour market softened. Economic uncertainty, cost-of-living pressures and mass layoffs – many attributed to automation – have led workers to cling more tightly to job security and see employers as having the upper hand.

The data from MyPerfectResume also shows that the majority of workers now expect less bargaining power this year than they had in 2025. Forty-six per cent predict companies will tighten their return-to-office policies and 73 per cent expect increased use of surveillance tools on the job.

Ms. Escalera says that the rapid return to in-person mandates and fear-driven retention may create the illusion of engagement or loyalty among staff, but appearances can be deceiving.

“It’s really important and essential for us to understand, are people staying out of fear and anxiety or are they actually staying because they’re being satisfied, well paid and they see growth potential,” she says. “Unfortunately, the data is leaning more toward workers staying because companies have the upper hand.”

Ms. Escalera points to ‘quiet quitting’, where employees show up to work but only do the bare minimum, as one of the types of repercussions companies may see as they pull back on some of the flexibility or growth employees are looking for.

She also says that trust is eroding between employers and companies. Companies are using tactics such as scanning badges to track attendance and employees are questioning the real motivations behind some of the changes companies are mandating.

Her advice to employees who aren’t happy with their current situation is to “Stay ready so you don’t have to get ready.” This means keeping your resume fresh, your networks active and your skills sharp.

Because while the tides have shifted for now, the labour market is never still.

72 per cent

That’s how many workers say they’re staying in jobs longer than they want because they don’t know how to leave, according to a Southeastern Oklahoma State University survey.

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One worker thinks it’s likely they will want to negotiate some of the terms of a job offer. They’re wondering if negotiating could lead to the offer being rescinded.

Experts say that while negotiation is common and often expected, it’s important to understand that when you make a counterproposal, legally, you are rejecting the original offer. However, asking if there is flexibility on certain terms should leave the original offer open to acceptance.

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“We plan for our wealthspan and healthspan, mapping out financial security and physical well-being. Yet very few of us prepare for an equally essential dimension of retirement: our mattering span, or how we will continue to feel seen, useful and capable of making a difference in this next chapter of life,” writes Jennifer Breheny Wallace.

This Wall Street Journal article acknowledges the challenge of transitioning into retirement and explores how people can maintain purpose and connections after their working days are over.

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The demand for fractional expertise has tripled since 2018. While the current job market plays a role in this spike, the growing supply and demand for part-time talent, along with a pandemic-driven reevaluation of work-life balance, means the trend may be here to stay.

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