Career Cuddling: Fact Or Fad?
The phrase career cuddling has recently gained attention in the UK business press, but not in the way many might assume. Rather than describing a management style, it is now being used to describe employees who cling to their jobs for fear of the external job market. In an uncertain economic climate, the question is: is career cuddling a rational response or a limiting behaviour?
9/26/20251 min read
What does career cuddling mean?
Career cuddling refers to professionals staying in roles longer than they might want to, avoiding job moves because of worries about redundancy, competition, or instability in the labour market. It reflects a cautious, risk-averse approach to career management.
Evidence from current research
Economic uncertainty drives risk-aversion
According to the Chartered Institute of Personnel and Development (CIPD) 2024 Labour Market Outlook, concerns about cost-of-living pressures and economic volatility have led to a slowdown in voluntary job moves compared with pre-pandemic levels. Employees are prioritising security over ambition.Fear of redundancy is high
Data from the Office for National Statistics (ONS) shows that redundancy rates remain elevated compared with historical averages. This contributes to workers being less willing to take the risk of moving to new roles, especially in industries undergoing restructuring.Skills gaps complicate mobility
Research from Robert Walters (2024) highlights that while employers are struggling to recruit for specialist roles, many candidates fear they lack the right digital or ESG-related skills to compete. This mismatch can lock people into current jobs.Career stagnation risk
Harvard Business Review (2023) points out that employees who stay too long in roles out of fear can suffer from career stagnation, reduced engagement, and lower long-term earnings potential. Psychological safety within a company is valuable, but comfort zones can become traps.
The challenges of career cuddling
Missed opportunities: By clinging to current roles, employees may miss out on career advancement or more fulfilling work.
Reduced bargaining power: Long tenures without change can limit leverage when negotiating pay or benefits.
Wellbeing impact: Staying in a role that no longer fits can contribute to disengagement or stress.
When it makes sense
Volatile sectors: In industries facing disruption, staying put may provide vital stability.
Life stage considerations: For those approaching retirement or managing financial commitments, prioritising job security may be rational.
Economic downturns: During periods of recession, caution may protect against unemployment risks.
Final verdict: fad or fact?
Career cuddling is more than just a buzzword. It reflects a real and evidence-based behavioural trend in today’s labour market, shaped by economic uncertainty, redundancy fears, and skills gaps. However, while the instinct to hold on tightly is understandable, executives and professionals alike should weigh the risks of stagnation. The healthiest approach may be to balance caution with proactive upskilling and networking, keeping future opportunities open while safeguarding present security.