If you’ve been spending a lot of time sifting through job ads and polishing your LinkedIn profile, you’re not alone: A new study shows that nearly half of workers today want to quit — but not for the reasons you might expect.
According to a survey of more than 2,000 white-collar workers conducted on behalf of HR consulting firm Robert Half, 46% said they plan to look for a different job in the second half of 2026, a sharp jump from 27% who said the same one year ago.
America’s professional class has grown increasingly restless in recent months, and for good reason: Wage growth has slowed while inflation remains stubbornly high, and the threat of AI-induced mass layoffs may be just a meeting of hands (or worse, a mass email) away.
Perhaps surprisingly, money is not the greatest motivator. Pay did not come with the top three reasons employees cited for wanting to find a new role.
Almost half said they were hunting for better benefits, 47% cited that as a strength, and 43% thought their chances of advancement would be greener on the other side of the hill. (Respondents could choose up to three reasons for wanting to do the job.)
Rounding out the top three motivations for looking for a job was the long-distance job option, identified by less than 40%. Higher income, on the other hand, was the main motivator for 35%.
Why benefits are ‘gone’
The results show that what professionals are looking for today has changed, according to Dawn Fay, executive president of Robert Half. “For many people, pay is still a big factor and will always be part of the equation, but we’re seeing more job seekers putting equal weight on how the role fits into their daily lives,” he tells Money via email.
He adds, the freedom to work where and when they want becomes more important. “Flexibility can have a big impact on things like travel time, family life, and overall health,” he says. “For many, it’s those types of factors that tip the scale when choosing” an employer.
Robert Half found that some of the most sought-after benefits include those related to retirement planning, health and wellness.
The focus on health care is not surprising, said David F. Carvajal, founder and CEO of tech recruiting firm Dave Partners.
One of the reasons that benefits are a key motivator for changing jobs is that employees at different stages of life and career prioritize benefits differently, he explains. In fast-growing industries that fuel job growth in other sectors of the economy, unexpected startups that embrace the ethos of “accelerate and break things” may not spend resources on a solid benefits plan.
Carvajal says the technology sector is a good example of this. If a company’s workforce includes healthy young adults, the fastest or most expensive health insurance may not be a seller, for example. But as those companies grow, Carvajal says, they must expand their leadership positions and hire people with specific skills and experience. These workers are often older and more likely to have families and older adults’ health concerns.
And as premiums, deductibles and other health care-related costs rise across the board, a growing number of workers — even well-paid white-collar workers — are struggling under the cost burden. As a result, “Employees do the math on the whole package” rather than just focusing on salary, Carvajal said.
Benefits are usually one of the last things to discuss during the interview process. That’s often designed, Carvajal said.
Employers “must at least create the impression that they love employees, [but] companies sometimes try to play games,” he warns, deliberately not explaining the generosity of their benefits.
As a job seeker, you’ll probably need to talk yourself out of bringing up the topic ahead of time, especially if you think something like health insurance costs or the freedom to work from home might be a deal breaker.
“If you’re in that situation where it’s important to you, bring it up early in the conversation,” advises Carvajal. “Visitors should feel free to ask and ask serious questions about benefits programs.”
How to improve your benefits without skipping a job
The good news is that you may be able to get a boost in benefits without having to find a new job, especially if you earn more or have the necessary skills. If your performance review knocks you out of the park, that’s a good time to open up a conversation about enhanced benefits, according to Carvajal.
Remember, he says, “It’s not just your salary that can be negotiated.”
If you’re looking for a remote plan, you’re in luck: Fay says this is the category of benefits where employers tend to have — and offer — the most flexibility.
“Many employers are usually open to discussing flexible or mixed work first,” he said. From there, other benefits you may be able to negotiate include additional learning and development resources, tuition reimbursement, health benefits or employee assistance.
You can even improve your health insurance conditions, according to Carvajal. If your employer pays, say, 80% of the individual worker’s premium but only 50% of the family plan’s premiums, ask if they can reimburse you for that. (Just remember that some types of benefits, such as capital gains, may not be automatically subject to tax deductions. Make sure your deductions are sufficient so you don’t get a nasty surprise come tax time.)
And since companies charge private jets for top executives while their staff flies coaches on business trips, large employers sometimes have high-quality health insurance, too.
“A lot of times, companies will have something like a super benefits plan,” Carvajal said. While they may not offer these cushier benefits to rank-and-file employees, there’s nothing stopping you from asking for them.
“It is absolutely necessary that candidates at any level benefit from that,” he said.
