The workplace is entering 2026 with its check-engine light flashing, according to new research. Leaders can’t afford to ignore it.
Glassdoor Economic Research recently released its 2026 Worklife Trends Report, and one theme stands out across the board: Employees and leaders are drifting further apart.
From rising distrust to the ripple effects of frequent small layoffs, today’s workforce is navigating a level of uncertainty that’s beginning to shape how people show up, speak up and engage at work.
For employers and HR leaders, these insights offer both a warning sign and an opportunity to course-correct.
Below, we break down the five trends most likely to influence the employee experience in 2026 and what they mean for organizations striving to build trust, stability and a culture of care.
1. The Employee–Leader Disconnect Is Widening
Glassdoor’s data shows workers feel more out of sync with senior leadership than at any point in the last decade. Mentions of “misalignment” in reviews jumped 149% in a year, while “disconnect” rose 24% and “distrust” 26%.
Why the shift?
“Workers are feeling whiplash from the emotional rollercoaster of the last six years,” says Daniel Zhao, chief economist for Glassdoor. “At the height of the pandemic, leaders were transparent and vulnerable. Now many have reverted to corporate-speak, and workers no longer feel like their leaders have their backs.”
For employees, it stings. For leaders, it’s a chance to rebuild trust through clarity, candor, consistency and visible care.
In a year defined by uncertainty, how leaders show up now will shape morale long after 2026.
2. “Forever Layoffs” Are Creating Lasting Cultural Damage
One of the most significant trends in the 2026 report is the rise of rolling layoffs, or “forever layoffs.”
Instead of one major workforce reduction, companies are opting for small, ongoing cuts affecting fewer than 50 employees at a time.
These quieter reductions rarely make headlines, but they leave a deep, lingering mark on employees.
The Emotional and Cultural Cost
Rolling layoffs create a chronic sense of instability. Employees never quite exhale. They never feel “in the clear.” Morale erodes slowly, but consistently.
That uncertainty is showing up everywhere:
- Glassdoor data show that mentions of layoffs and job insecurity in company reviews on the site are now higher than they were in early 2020, at the peak of pandemic uncertainty.
- Q4 2025 is a time typically associated with hiring freezes, not cuts, yet we experienced the sharpest increase in job reductions since 2011.
- Employers announced 1.1 million job cuts through October alone, a 65% increase from the previous year.
- Nearly 450 companies announced layoffs in October, signaling broad, not isolated, instability.
Employees aren’t just worried about losing their jobs; they’re also concerned about whether their leaders will be honest with them, if decisions will feel fair, or if the company values transparency as much as efficiency.
This trend is reshaping workplace culture in profound ways, and its effects will continue to be felt well into 2026.
3. RTO Pressure Is Accelerating and It’s Affecting How Workers Feel
Return-to-office mandates remain one of the most significant pressure points between employees and leaders. And the way employees talk about remote and hybrid work is revealing.
Glassdoor found that overall ratings are falling for employees who mention “remote” or “hybrid” in their reviews.
Confidence in leadership is weakening. And the trade-offs employees feel forced to make are becoming sharper.
Remote Workers Report Fewer Opportunities
Career opportunity ratings for remote and hybrid workers declined from 4.1 in 2020 to 3.5 in 2025, representing a significant drop.
Employees increasingly believe that in-office workers get better access, better visibility and therefore better chances for advancement.
Trust in Leadership Is Slipping
Ratings of senior leadership have fallen well below pandemic peaks. Reviews on Glassdoor that mention “management” or “senior leadership” show a 24% increase in mentions of “disconnect” over the past year.
Work-life balance remains strong, but not as strong as before.
Remote and hybrid workers still rate work-life balance higher than fully in-office employees, but even those numbers have declined since 2020.
The good news is that employers can mitigate these challenges by adopting supportive policies and benefits.
The Return-to-Office Reality
Although mandates have pushed many workers back into the office, that’s not the only force drawing them in.
A lack of career growth, concerns about job security, and widening disconnects between employees and leadership are all contributing to a subtle recalibration.
More workers feel they must choose:
- Flexibility or visibility.
- Balance or opportunity.
- Autonomy or career momentum.
As one of the most emotionally charged workplace issues of 2026, RTO will continue to shape trust, engagement and employee sentiment — especially if organizations fail to communicate expectations clearly and empathetically.
4. AI Anxiety Is Rising, Even as Impact Remains Limited
While AI continues to dominate conversation, its actual impact on job satisfaction remains small and heavily concentrated in a few roles.
Jobs with high exposure to AI, such as translation or software engineering, have seen sharper declines in job satisfaction, but these represent a small fraction of the overall workforce.
Still, the anxiety is real.
Employees worry about job security, shifting responsibilities, changing expectations and the pace of technological change. Even if disruption is slow, the emotional weight is heavy.
For leaders, this is an opportunity to build AI literacy, demystify adoption and create psychological safety around new technology.
AI is transforming work, but at a pace that leaves plenty of room for thoughtful, human-centered integration.
5. Workers Are Feeling Pressure To Take Whatever Job They Can Get
According to Glassdoor, job applicants were 12% less likely to reject offers in 2025 than they were in 2023.
With hiring at a decade low, more workers are accepting roles they might have declined in a stronger market.
The result?
Growing stagnation. Less upward mobility. More employees feel “stuck” rather than aligned with career goals. And that feeling, being grateful but not fulfilled, is becoming another pressure point in the employee-leader relationship.
Workers want honesty, stability and clarity. Leaders want agility, productivity and faster adaptation to change.
That tension sets the stage for much of what we’ll see in 2026.
Navigating the Workplace Realities of 2026
Taken together, these trends signal a workplace where employees feel more uncertain, stretched and disconnected from leadership than in previous years.
Rolling layoffs heighten anxiety. RTO mandates complicate morale. AI adoption adds pressure. And limited job mobility shapes how workers show up each day.
“Leaders need to care about this disconnect,” says Zhao. “Even more so at a time of uncertainty when many businesses are pivoting in response to AI. Business success is not possible with a disengaged, disconnected and distrustful workforce.”
But this moment also presents a meaningful opportunity.
When employees feel uncertainty, the organizations that rise above are the ones that invest in:
- Clear communication.
- Visible leadership.
- Personalized support.
- Employee well-being.
- High-impact, human-centered benefits.
The year ahead will be defined by change, yes, but also by choice. Employers who lead with empathy and create genuine support systems will be the ones who retain top talent, foster a strong culture and build workplaces where people feel valued.
About Best Upon Request
Best Upon Request delivers employee concierge services that take life’s tasks off your team’s plate so they can focus, recharge and breathe. From on-site support to virtual convenience, our fully managed programs save employees time, reduce burnout and strengthen loyalty without adding work to HR’s workload. If you want a benefit people actually use (and rave about), we’re here to help.