Employees are often financially rewarded for switching roles, too. In the UK, Office for National Statistics (ONS) data shows workers who change jobs within a year of beginning a role have consistently higher hourly wage growth over those who stay; workers aged 16 to 24 make the biggest salary gains. In the US, an analysis of 18 million worker salaries showed the wages of job switchers in 2021 outpaced those who stayed in a role; in some industries, workers received nearly a 12% pay rise.

“Job hopping is one of the easiest ways to gain a significant salary increase,” says Thomas. “While staying for a long time in the same role can result in below-market pay, finding a new job usually means instantly receiving the market rate.”

Where job hopping falls short

However, job hopping often comes with a stigma attached – one that’s enshrined by older and more senior hiring managers.

“Job hopping is perceived differently between the workforce and agents of a company, such as executives and bosses,” explains Lake. “Much of it comes from the frustration of investing time, money and energy in hiring someone, only for them to stay for a few months.”

The stigma may also come from a generational divide: those who have spent decades at a company, and reached the top of the career ladder, are often its key decision makers. “Job hopping is a red flag for recruiters – it’s just more overlooked during a hiring crisis,” says Lake. “When the job market tightens, that’s when companies can be really picky again. A resume showing too much movement may be quickly eliminated from the applicant pool; the candidate may have a harder time finding new employment.” 

Over the longer term, workers with a long track record of job hopping may eventually risk hitting a wall, dramatically limiting career options. “The longer they job hop, the odds are they’ll apply for vacancies and, over time, run into a manager who doesn’t want to hire them over concerns they won’t stay,” says Lake.

The constant churn of leaving a job and beginning a new one can also form a potentially problematic behavioural pattern; employees facing problems at work can be tempted to quit rather than grind it out, impacting their long-term career prospects. “An employee moving jobs too often can mean they aren’t in a position long enough to truly learn the role or gain new skills,” says Thomas. “It can ultimately damage a person’s career: it may be challenging to demonstrate to a new employer previous proficiency and achievements.”

While ONS research shows job hoppers typically experience greater hourly wage growth, the same data shows they’re still generally paid less overall per hour than workers who remain in longer-term employment. Rather than gradually accumulating expertise and social capital at a company, job hoppers can find themselves stuck in a loop of quitting and starting over, forever in a transitory state between new and old roles. 

Constantly changing jobs can also come with a psychological toll. “It can become a vicious cycle,” says Lake. “You’re in a new job and it’s great for a while, only to find there are things you don’t like and begin looking for the next one soon afterwards. The ups and downs of that process are really emotionally taxing.”