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- Last Updated: March 11, 2025
Toxic Workplace Trends Report 2025
Throughout the past five years, societal, cultural, and organizational dynamics have shifted. The pandemic not only challenged the existence of brick-and-mortar establishments, “in-person” work, and office etiquette but also reshaped people’s priorities. Employees began to desire more than just a paycheck and emphasize work/life balance, flexibility, mental health support, and the feeling that their job is meaningful as non-negotiable in their career.
These sentiments drove the infamous Great Resignation, which impacted organizations by reshuffling teams, creating staffing gaps, and lowering morale. Meanwhile, return-to-office (RTO) initiatives and an influx of Generation Z professionals with a new set of wants and needs have created even more disruption to the workplace.
As companies strive to adapt to these changes, they must determine how to create and maintain a positive work environment that engages employees, keeps them productive, and empowers them to grow professionally and personally. But are employers’ efforts successful? Or is the modern workplace experiencing a toxicity epidemic?
iHire set out to find answers, surveying 1,781 workers and 504 employers across 57 industries in the United States. Our first-ever Toxic Workplace Trends Report shares the findings of our survey, including:
- What makes a workplace toxic?
- How do negative work environments affect employee turnover?
- Are employees and employers misaligned on the truth about workplace toxicity?
- How can employers fix toxic workplaces?
- What other workplace and HR trends will be prevalent in 2025?
What Makes a Workplace Toxic?
3 Out of 4 Employees Have Experienced a Toxic Workplace
Nearly 75.0% of the 1,781 employees surveyed said they had worked for an employer with a toxic workplace, which we defined as “a work environment characterized by harmful behaviors, attitudes, and practices that negatively impact your well-being, morale, and productivity” (Figure 1).
Have you ever worked for an employer whose workplace you would consider toxic? Figure 1
We then asked those who had experienced a toxic work environment what made that workplace toxic. The top response was poor leadership or management, as 78.7% of employees reported unethical, unaccountable, or unsupportive company leaders (Figure 2).
Rounding out the top four responses were poor communication (69.8%), unfair treatment of employees (67.5%), and high stress levels/burnout (65.1%).
What makes/made that workplace toxic? (Select all that apply.) Figure 2
*Other responses included lack of training, unsafe work environment, nepotism, constant changes, frequent layoffs, micromanagement.
To help us dig deeper into these attributes of a toxic workplace, respondents were asked next to specify why they believed their workplace exhibited each of their selected choices. (For example, if someone said their workplace had poor leadership, they were prompted to choose the reasons for indicating so.) Here is what we found about each toxic characteristic.
Poor Leadership/Management
The top culprit of workplace toxicity was poor leadership or management (Figure 2). Of the employees who cited this attribute, 71.9% said there was a lack of accountability for leadership’s actions, and 65.6% said leaders showed favoritism or biased treatment of employees (Figure 3).
Why do you believe your workplace has/had poor leadership? (Select all that apply.) Figure 3
*Other responses included bullying, lack of vision/direction for company, lack of training for leaders, unreasonable expectations, gaslighting, no change management.
Poor Communication
Nearly 90.0% of employees said poor communication in their toxic workplace was due to leaders sending mixed or inconsistent messages – another nod to issues with management (Figure 4). Lack of transparency (64.6%) and constructive feedback (54.9%) followed – both surefire signs of a toxic workplace.
Why do you believe your workplace has/had poor communication? (Select all that apply.) Figure 4
*Other responses included constantly changing plans/strategy without informing employees, no listening/acting on feedback, lying, unclear expectations.
Unfair Treatment of Employees
While treating employees unfairly – the third most common reason for toxicity – can cover a range of behaviors, respondents were adamant that management showed favoritism or bias toward select associates (84.7%) (Figure 5), echoing the second most popular response regarding poor leadership (Figure 3).
More than half of employees (53.7%) reported unequal opportunities for promotions and professional growth, while 40.0% witnessed discrimination (e.g., ageism, racism, sexism, etc.) and pay inequities.
Why do you believe your workplace has/had unfair treatment of employees? (Select all that apply.) Figure 5
*Other responses included lack of consequences for poor behavior, unequal workloads, no respect for employees.
High Stress Levels/Burnout
65.1% of employees surveyed for iHire’s research report on toxic workplaces said their work environment exhibited high stress levels (Figure 1), and 71.9% of that cohort said stress was due to unmanageable workloads. Meanwhile, 67.5% cited a lack of support for a healthy work/life balance and 49.0% noted unrealistic deadlines (Figure 6).
Why do you believe your workplace has/had high stress levels/burnout? (Select all that apply.) Figure 6
*Other responses included no pay raises despite increased workloads, forced overtime, fear of losing job, micromanagement, understaffed.
Stress: A Symptom of Workplace Toxicity
When it comes to workplace trends, employee stress, burnout, and mental health are often at the forefront of conversations in the HR space. To investigate these important topics, we asked employee respondents if they had ever experienced stress-related health issues due to conditions at their workplace. Over 60.0% said “yes” (Figure 7).
We also asked employees to rate their overall work/life balance in their current or most recent job (Figure 8) – 43.9% said their balance was “excellent” or “good,” compared to 22.7% who said their balance was “poor” or “very poor.” Nevertheless, employers who address work/life balance issues are more likely to hone a positive environment with more productive and engaged associates.
Have you ever experienced stress-related health issues due to workplace conditions? Figure 7
How would you rate your overall work/life balance in your current or most recent job? Figure 8
Lack of Support for Employees
72.2% of respondents who said their workplace was unsupportive of employees specified that their employer did not provide enough recognition or appreciation (Figure 9). Meanwhile, 58.3% said their employer offered little to no support for employees’ mental health or well-being.
Why do you believe your workplace has/had a lack of support for employees? (Select all that apply.) Figure 9
*Other responses included not listening to employee feedback, no opportunities for raises, unpaid training requirements, unrealistic expectations.
Negative Company Culture
Company culture refers to the shared values, beliefs, and behaviors that shape how employees interact and work together within an organization – and every company has one whether they’ve intentionally built it or not. But why are employees describing their workplace cultures as negative?
70.9% said their employer possesses a companywide focus on blame rather than finding solutions to issues, 62.3% reported poor collaboration, and 62.0% noted that employees are afraid to speak up and share their opinions (Figure 10). Alarmingly, over half (52.7%) of employees noted that unethical or dishonest practices are accepted across their organization.
Why do you believe your workplace has/had a negative company culture? (Select all that apply.) Figure 10
*Other responses included laziness, discrimination, favoritism, no focus on culture, unkept promises.
Conflict/Hostility
Lastly, we asked workers who experienced conflict or hostility in their negative work environments to specify what types of behaviors they saw. The top response was passive-aggressive behavior (76.3%), which, for example, could be when someone expresses adverse feelings indirectly and avoids confrontation (Figure 11).
Additional responses included gossip, cliques, or exclusionary behaviors (72.2%), and bullying or harassment (71.7%). Moreover, 55.7% of workers thought their organization’s ineffective mechanisms for conflict resolution contributed to their hostile environment.
Why do you believe your workplace has/had conflict/hostility? (Select all that apply.) Figure 11
*Other responses include verbal abuse/berating employees, sexual harassment, ignoring issues, poorly trained leaders.
Toxic Workplaces & Turnover
A major side effect of a toxic workplace is its impact on employee retention. As we’ve witnessed in recent years, workers will not hesitate to seek a better job elsewhere if they are unhappy with their current role. In fact, over half (53.7%) of employees surveyed said they had quit a job because of a toxic workplace (Figure 12).
More telling is that 58.9% of respondents said they would accept a new job for a lower salary to escape an employer with a toxic work environment (Figure 13). This suggests a majority of candidates value a positive work culture over pay.
Have you ever quit a job because of a toxic workplace? Figure 12
If you were working for an employer with a toxic workplace, would you accept a new job for a lower salary if it provided a better work environment? Figure 13
Reach Qualified, Career-Driven Candidates
The Employee-Employer Toxicity Disconnect
In this next section, we’ll explore the disconnect between employees and employers’ perceptions of their workplace.
While respondents did not necessarily work for the same companies, our survey implied that employers have a far rosier view of their work environments than their employer counterparts – 45.0% of employees rated the atmosphere in their current or most recent workplace “very positive” or “somewhat positive.” In comparison, 82.7% of employers said the same about their organization’s environment (Figures 14 & 15).
Employees: How would you describe the overall atmosphere in your current or most recent workplace? Figure 14
Employers: How would you describe your organization’s work environment? Figure 15
Furthermore, employers were asked to rate the relationships between employees and managers, morale, and engagement at their organizations. All three areas received high ratings in our workplace study:
- 75.8% rated relationships between employees and managers at their organization “excellent” or “good” (Figure 16)
- 56.8% rated employee morale “very high” or “high” (Figure 17)
- 57.0% rated employee engagement “very high” or “high” (Figure 18)
How would you rate relationships between employees and managers in your organization? Figure 16
How would you rate employee morale in your organization? Figure 17
How would you rate employee engagement in your organization? Figure 18
Considering employees’ responses regarding why their workplace was toxic – many revolving around issues with management – and the fact that over half had left jobs due to toxicity (Figure 12), one must wonder if workers are not voicing their feedback because they are not given the opportunity to do so or are too afraid to speak up. After all, employers cannot fix what they do not know is broken.
How to Create a Positive Work Environment
As iHire’s survey shows, the reasons a workplace may be considered toxic span a gamut – from poor communication to unfair treatment of employees. But are employers focusing on the right areas when addressing toxicity? To find out, we asked employer respondents to identify the ways their organization creates a positive work environment (Figure 19).
The top responses included recognizing and appreciating employees (75.6%), supporting employees’ wellness and/or mental health (59.9%), prioritizing strong work/life balances (57.7%), and ensuring clear communication from leadership/management (55.5%).
How does your organization create a positive work environment? Figure 19
*Other responses included enable more flexibility/flex time, give service awards, provide company games/activities.
We then asked employees a similar question (Which of the following do you believe help create a positive work environment?) and gave them a list of response options paralleling the employers’ list. The top four responses for each group were the same – just in a slightly different order of importance (Figure 20).
For example, employees selected clear communication from leadership and management as their top response (81.4%), while this area ranked fourth on the employer side (55.5%).
Which of the following do you believe help create a positive work environment? (Select all that apply.) Figure 20
*Other responses included better pay, management with honesty and integrity, realistic expectations.
Employee Feedback Channels
Given the misalignment of employees and employers’ perceptions of whether their workplace exudes positive or negative vibes, organizations should not underestimate the power of soliciting – and acting on – employee feedback.
When asked if they actively seek employee feedback on how to improve the workplace, 79.2% of employers said “yes” (Figure 21). As for how they gather feedback, 73.9% of that group relies on 1:1 meetings between employees and managers, 64.9% lean on informal conversations, and 57.4% use anonymous surveys (Figure 22).
However, just 53.2% of employers said they continuously use that feedback to create a positive work environment (Figure 19).
Do you actively seek employee feedback on how to improve the workplace? Figure 21
How do you collect employee feedback? (Select all that apply.) Figure 22
*Other responses included town hall meetings, open door policies, exit interviews, daily or weekly check-ins.
5 Tips for How to Fix a Toxic Workplace in 2025
While employers and employees may have differing perspectives on the state of their work environment, they share common ground on the actions needed to foster and sustain a positive atmosphere. Based on our survey responses, the following are five tips for employers to fix workplace toxicity and nurture an engaging and inclusive environment for all.
1. Establish and Operate by Your Company’s Core Values
Core values are the foundational principles that guide your organization’s behavior, decision-making, and interactions – as well as help hold leadership and employees alike accountable for their actions.
To identify your core values, gather input from leadership and employees to reflect on what matters most to your company. Ask questions like: What do we stand for? What qualities do we want to be known for? Once your values are established, communicate and integrate them into all aspects of your business, from hiring decisions to daily operations. For example, if “Collaboration” is a core value, foster teamwork by encouraging cross-departmental projects and facilitating team-building activities.
You might also incorporate your core values into your recruiting process to ensure you bring aboard the right hires that align with your organization. Include your values in your job posting, and ask interview questions based on each value (e.g., tell me about a time you were Collaborative to see a project through to completion).
2. Put Your Employees First
Your employees are the lifeblood of your organization, so their well-being should be your top priority. Acknowledge and reward contributions with social recognition tools, performance-based incentives, and career advancement opportunities. Show appreciation through small gestures, such as handwritten thank you notes or team lunches.
It’s also critical to support your employees by enabling a healthy work-life balance. Offer flexible scheduling options, remote or hybrid work, and generous PTO. Additionally, address mental health by providing access to resources like employee assistance programs (EAPs), mental health days off, and other wellness initiatives. When employees feel valued and supported, a positive work environment ensues.
3. Train Leaders and Managers
Workplace culture starts at the top, making leadership training a key component of maintaining a positive work environment. Equip leaders with the skills they need to provide constructive feedback, manage conflict, and address discrimination or bias. Training program topics may include diversity, equity, and inclusion (DEI), active listening, and emotional intelligence.
Enforce accountability by setting clear expectations for behavior and performance and establish a system to address instances where leaders fall short. For example, a manager who struggles to demonstrate respect and fairness can benefit from regular coaching sessions to ensure continuous improvement.
4. Prioritize Communication and Transparency
Open and honest communication fosters trust and reduces misunderstandings – two major pain points of employee survey respondents. To fix a toxic workplace, create channels for employees to share feedback, such as anonymous surveys, suggestion boxes, or regular town hall meetings. When employees provide input, act on it to show their voices matter.
Enable psychological safety in the workplace by designating spaces where team members feel comfortable expressing themselves without fear of retaliation. Train managers in active listening techniques to ensure they genuinely hear and understand employees’ concerns. For example, weekly 1:1 check-ins between managers and team members can strengthen relationships and address issues before they escalate.
5. Devise and Implement Effective Conflict Resolution Mechanisms
Conflicts are inevitable, but how they’re handled determines whether they harm or strengthen workplace culture. Provide a safe, confidential way for employees to report grievances, such as an anonymous survey tool or a dedicated HR representative. Establish a clear, impartial process for investigating and resolving conflicts so all parties feel heard and respected. Outline these policies in your employee handbook, including steps for mediation and escalation.
For example, if two employees have a disagreement, mediation by a trained neutral party can help them find common ground and rebuild their working relationship. Regularly reviewing and refining these processes ensures they remain effective and fair, contributing to a healthier workplace.
Final Advice for Employers: What Your Employees Wish You Knew
To conclude our survey, we asked employees an open-ended question: What do you think employers need to do to fix workplace toxicity?
The following is a small sample of their feedback to give employers even more inspiration for improving their work environments:
Conclusion
iHire’s survey showed that three out of four people have experienced a toxic workplace, with much of that toxicity stemming from issues with leadership or management, poor communication, unfair treatment of employees, and more. Yet, a vast majority of employers (82.7%) believe their environment is positive, suggesting a disconnect between employers and employees’ perceptions of their workplace.
While employees and employers align on the best practices to fix a toxic work culture – including facilitating clear communication across the company, recognizing and appreciating staff, and enabling strong work/life balances – the two sides must collaborate to devise solutions that promote lasting change.
Remember that a toxic workplace not only impacts the performance, morale, and well-being of individual employees, but also affects the livelihood of entire organizations. Companies with negative work environments are more likely to experience turnover and struggle to hire, as their toxicity is reflected in their employer brand. However, those who foster positive work environments, hone core values-driven cultures, and put their people first will most effectively recruit and retain qualified talent.
Related iHire Resources
2024 Talent Retention Report
iHire’s Hiring Solutions
iHire’s Recruiting Tools & Features
Employer Webinars & HR Training
Research Methodology
A total of 1,781 workers and 504 employers across 57 industries in the U.S. responded to iHire’s Toxic Workplaces Survey in December 2024 via the Qualtrics XM platform. Respondents came from iHire’s job seeker and employer databases. All decimal points are rounded to the nearest tenth. For many questions, multiple answers could be selected, so percentages add up to a sum greater than 100%. In some instances, survey questions were skipped by an individual respondent.
About iHire
iHire is a leading employment platform that powers a family of 57 industry-focused talent networks, including WorkInSports, iHireVeterinary, iHireDental, iHireConstruction, and iHireChefs. For more than 20 years, iHire has combined advanced job matching technology with our expertise in the talent acquisition space to connect job seekers with employers in their desired sector. With an industry-specific, candidate-centric, and data-driven approach to recruitment, iHire helps candidates find meaningful work and employers find unique, high-quality talent – faster, easier, and more effectively than a general job board.
