“Great Resignation” Regret: People Who Want Their Old Jobs Back

Between 2021 and 2023, millions of workers across North America walked away from their positions in what became known as the Great Resignation. The reasons varied — burnout, a desire for better pay, remote work flexibility, or simply a need for change after the upheaval of the pandemic. At the time, quitting felt like a bold and empowering move. Fast forward a couple of years, and a growing number of those same workers are looking over their shoulders, wishing they had stayed put. Research from multiple staffing firms and workforce surveys suggests that roughly half of those who quit during that period now experience some degree of regret about their decision.

Why So Many Workers Are Having Second Thoughts

The grass, as it turns out, was not always greener. Many employees who jumped ship discovered that the new role they accepted did not live up to the promises made during the hiring process. Some found themselves in workplaces with weaker cultures, fewer growth opportunities, or less stability than what they had left behind. Others struggled with the financial reality of a gap between jobs or took positions that paid more on paper but offered fewer benefits overall. The shift in the job market also played a role. The hiring frenzy that defined 2021 and 2022 cooled considerably, and suddenly, the leverage workers once held began to shrink. In much the same way that someone might chase excitement at a new betting platform only to realize the experience doesn’t compare — the way a returning player might appreciate the familiar reliability of casino Ice after trying out unfamiliar gambling sites — many professionals found that novelty wore off quickly when substance was missing.

The Numbers Behind the Regret

Several surveys conducted across Canada and the United States paint a consistent picture. A widely cited study by a major staffing agency found that approximately 80% of workers who quit during the Great Resignation admitted they would have done things differently. Among younger professionals aged 25 to 35, the figure was even higher. The reasons for regret varied, but common themes emerged across the data.

• Loss of seniority, accumulated benefits, or pension contributions that could not be recovered
• Discovering that new employers had toxic management or poor communication
• Realizing the old role offered better work-life balance than initially appreciated
• Struggling to find equivalent compensation once the job market tightened
• Missing established relationships with colleagues and mentors

These findings point to a broader pattern: many workers made decisions during a period of heightened emotion without fully weighing the long-term consequences.

What Made the Old Job Look Better in Hindsight

Nostalgia can certainly play tricks, but the regret many workers feel is rooted in tangible factors. Benefits like employer-matched retirement contributions, extended health coverage, and paid leave accumulate over time and are not easy to replicate at a new company. Workplace relationships also carry real value that is hard to measure until they are gone. Familiarity with internal systems, established credibility, and a clear understanding of expectations all contribute to job satisfaction in ways people tend to undervalue when they are frustrated.

The table below highlights what workers reported missing most after leaving their previous roles.

These are generalized and approximate figures drawn from multiple North American workforce surveys conducted between 2023 and 2025. Individual results varied by industry and region.

Can You Actually Go Back?

The short answer is yes, but it depends on how you left. Employers increasingly recognize the value of so-called “boomerang employees” — workers who return after a period away. These individuals already understand the company culture, require less onboarding, and often bring a fresh perspective gained from their time elsewhere. Some organizations have even created formal alumni programs to keep the door open for former staff.

However, returning is not guaranteed. Workers who burned bridges, left without notice, or departed during a critical project may find that the welcome mat has been pulled. The best approach for anyone considering a return is to reach out honestly, acknowledge the reasons for leaving, and frame the conversation around what they can contribute going forward.

Lessons From the Great Resignation for Canadian Workers

The Great Resignation taught workers and employers alike that dissatisfaction left unaddressed will eventually reach a breaking point. But it also showed that impulsive decisions made during uncertain times can carry consequences that last much longer than the frustration that sparked them. For Canadian professionals reflecting on their own careers, the takeaway is not that quitting is always wrong — sometimes it is absolutely the right call. The lesson is to make that choice with clear eyes, a realistic understanding of what you are giving up, and a solid plan for what comes next. If you left and regret it, know that you are far from alone, and the path back may be more open than you think.