Job Hopping Statistics: Tenure Trends & Career Impact

Overview

Job tenure has hit its lowest point since 2002, with the median worker staying at their job just 3.9 years. Younger generations are leading this shift, changing jobs more frequently than their predecessors — and often benefiting financially from doing so.

This report compiles the latest data on job hopping trends, including how often people change jobs, generational differences, the impact on salary growth, and how employers view frequent job changers in today's market.

Key Statistics

Detailed Findings

Overall Tenure Trends

• 3.9 years — Median employee tenure in January 2024, down from 4.1 years in January 2022 and the lowest since January 2002 (Source: BLS Employee Tenure Survey, September 2024)
• 4.2 years — Median tenure for men in 2024, down from 4.3 years in 2022 (Source: BLS, 2024)
• 3.6 years — Median tenure for women in 2024, down from 3.8 years in 2022 (Source: BLS, 2024)
• 22% — Wage and salary workers with one year or less of tenure, down from 24% in 2022 but still representing significant turnover (Source: BLS, 2024)
• 28% — Male workers with 10 years or more tenure, higher than the 24% figure for women (Source: BLS, 2024)

Generational and Age Differences

• 2.7 years — Median tenure for workers ages 25-34, representing frequent job changing among younger workers (Source: BLS, 2024)
• 9.6 years — Median tenure for workers ages 55-64, more than three times that of 25-34 year-olds (Source: BLS, 2024)
• 70% — 16-19 year-olds with tenure of 12 months or less, compared to just 10% of workers ages 55-64 (Source: BLS, 2024)
• 52% — Workers ages 60-64 who had been employed for at least 10 years with their current employer (Source: BLS, 2024)
• 21% — Workers ages 35-39 with 10+ years tenure, showing the stark generational divide (Source: BLS, 2024)

Industry and Sector Variations

• 6.2 years — Median tenure in the public sector, nearly twice the private sector median (Source: BLS, 2024)
• 3.5 years — Median tenure for private-sector employees (Source: BLS, 2024)
• 5.7 years — Median tenure in mining, quarrying, and oil and gas extraction (highest among private industries) (Source: BLS, 2024)
• 4.9 years — Median tenure in manufacturing (Source: BLS, 2024)
• 4.7 years — Median tenure in financial activities (Source: BLS, 2024)
• 2.1 years — Median tenure in leisure and hospitality, the lowest of any major industry (Source: BLS, 2024)

Occupation-Based Tenure Patterns

• 5.7 years — Median tenure for workers in management occupations, highest among major occupation groups (Source: BLS, 2024)
• 5.3 years — Median tenure in education, training, and library occupations (Source: BLS, 2024)
• 4.9 years — Median tenure in architecture and engineering occupations (Source: BLS, 2024)
• 2.7 years — Median tenure for service occupation workers (Source: BLS, 2024)
• 2.0 years — Median tenure in food preparation and serving occupations, shortest among all detailed occupations (Source: BLS, 2024)
• 2.5 years — Median tenure in personal care and service occupations (Source: BLS, 2024)

Education Level and Tenure

• 4.9 years — Median tenure for women ages 25+ with associate degrees (Source: BLS, 2024)
• 4.7 years — Median tenure for female college graduates ages 25+ (Source: BLS, 2024)
• 3.8 years — Median tenure for women with less than a high school diploma (Source: BLS, 2024)
• Similar across education levels for men — Unlike women, median tenure for men showed little difference across education levels (Source: BLS, 2024)

Race and Ethnicity Patterns

• 28% — White workers with 10+ years tenure at their current employer (Source: BLS, 2024)
• 25% — Asian workers with 10+ years tenure (Source: BLS, 2024)
• 22% — Black workers with 10+ years tenure (Source: BLS, 2024)
• 22% — Hispanic workers with 10+ years tenure (Source: BLS, 2024)
• Age factor — Higher White worker tenure is partially explained by age differences; 23% of White workers are 55+, compared to 19% Black, 18% Asian, and 16% Hispanic (Source: BLS, 2024)

What This Means for You

Job Hopping Is Now Normal

With median tenure at just 3.9 years and falling, frequent job changes are no longer stigmatized. In fact, staying too long at one company — especially without promotions — may raise more red flags than moving every 2-3 years.

Strategic Job Hopping Can Boost Earnings

While this dataset focuses on tenure, external research consistently shows that job switchers earn 10-20% salary increases on average, compared to 3-5% annual raises for those who stay put. Consider job hopping when:

• You've hit a salary ceiling at your current company
• You've been in role 2-4 years and mastered your responsibilities
• You're offered significantly more elsewhere (typically 15-20%+ increase)
• Your skills have outgrown your current role

Industry Matters for Tenure Expectations

Tenure norms vary dramatically by industry:

• Short tenure is normal — Leisure/hospitality (2.1 years), food service (2.0 years)
• Moderate tenure expected — Most private sector roles (3.5 years)
• Longer tenure valued — Government (6.2 years), manufacturing (4.9 years), finance (4.7 years)

Align your job change frequency to industry norms. Leaving a government role after 1.5 years may raise eyebrows; leaving a tech startup after the same period is standard.

Age and Seniority Affect Tenure Expectations

Younger workers (25-34) change jobs every 2.7 years on average, but senior professionals (55-64) average 9.6 years. As you advance in your career, employers expect longer tenure. Frequent job changes may be accepted in your 20s but questioned in your 40s.

Avoid Red Flags: The Job Hopping Sweet Spot

While job hopping is normalized, patterns still matter:

• Under 1 year — Red flag unless there's a clear reason (layoff, relocation, contract role)
• 1-2 years — Acceptable occasionally, but multiple short stints raise concerns
• 2-4 years — Sweet spot for most industries and roles
• 4-7 years — Shows commitment while still being ambitious
• 7+ years — Long tenure signals loyalty but may suggest lack of ambition or stagnation

Build Your Narrative

If you have frequent job changes, control the narrative:

• Show progression — Each move should represent a step up in responsibility, title, or compensation
• Explain layoffs/reorgs — If departures weren't your choice, state it clearly
• Emphasize accomplishments — Focus on what you delivered, not just time served
• Frame as strategic — Position moves as intentional career decisions, not restlessness

Methodology

This report is based primarily on the U.S. Bureau of Labor Statistics' Employee Tenure Survey, conducted biennially as a supplement to the Current Population Survey (CPS). The January 2024 survey sampled approximately 60,000 households and measured how long workers had been with their current employer at the time of the survey.

Median tenure represents the point at which half of all workers had more tenure and half had less. Factors affecting median tenure include changes in the age profile among workers, as well as changes in the number of hires and separations.

Primary data sources include:

• U.S. Bureau of Labor Statistics Employee Tenure Survey (January 2024)
• BLS Current Population Survey (CPS) monthly supplements
• Indeed Hiring Lab analysis of labor market trends
• Academic and industry research on job tenure and mobility

Sources

1. U.S. Bureau of Labor Statistics - Employee Tenure in 2024 (September 2024)
2. Indeed Hiring Lab - 2025 US Jobs & Hiring Trends Report (December 2024)