While the start of a new year typically is associated with ideas of promise and potential, the optimism certainly isn’t soaring among American workers in 2026.

New data from MyPerfectResume points to a worried and distracted workforce, whose concerns have them in “survival mode,” a trend that could significantly impact the labor market this year.

What’s topping the list of worker worries? According to the survey of 1,000 employed Americans, finances related to inflation and the rising cost of living are, far and away, their top concern. Meanwhile, other top worries include mental health challenges, fear of unemployment and stalled salary growth.

Together, researchers say, these worries have American workers “choosing security over ambition, stability over exploration, and calm over career moves”—with more than 65% reporting they won’t be looking for a new job in 2026. MyPerfectResume researchers suggest that, while this will be a year where fewer workers job hop due to a landscape characterized by “caution rather than confidence,” more organizations could see soaring disengagement.

“Workers are staying, not because they feel settled,” they write, “but because they fear the risks associated with moving.”

The macro influence

Growing geopolitical and economic tensions are significantly impacting Americans’ outlook on their finances.

For instance, about 80% of those surveyed report worrying about a coming recession, while half expect business closures and nearly as many anticipate the American labor market to worsen this year—a jump from 15 percentage points at this time last year.

Fears over those macro factors are trickling down: More than 40% of workers believe their company will have layoffs this year, and almost a third fear for their job.

At the same time, workers are expecting work-related burnout to get worse, including growing fears of increased workloads, lagging work/life balance and poor culture.

“The stress of instability is compounding instead of easing,” according to MyPerfectResume.

Addressing worker worries in 2026

With more workers staying put in 2026, researchers say, internal promotions will lag, meaning employers can’t count on mobility and turnover to “refresh” teams. Given this, employee engagement and development must become “intentional priorities.”

The report suggests that this year, it will be critical for HR to provide “real” development pathways—not just symbolic efforts—while strategically tackling workloads and burnout risks. And despite global uncertainty, transparency where possible can provide meaningful support and motivation.

“Workers are looking for reassurance, grounding and stability,” researchers say. “When employers deliver it, loyalty and productivity follow.”