The traditional process of quitting a job has always been a personal, often uncomfortable experience. Employees submit their resignation letters. Then, the awkward exit interviews occur, leaving the employees open to face pressure to stay. Although the Great Resignation has significantly slowed, millions of Americans are quitting their day jobs. However, in Japan, an emerging trend is shifting how employees resign: they outsource the process to resignation agencies. This phenomenon, known as “resignation by proxy,” has grown rapidly over the past year.
Our hyper-connected world makes it easier for trends to spread across continents—social media, global workforce mobility and digital platforms amplify these shifts at an unprecedented scale. What starts as a regional response to workplace dissatisfaction can quickly spread across industries and borders, making it critical for U.S. leaders to pay attention to the signs before resignation by proxy becomes a widespread norm.
The concept of resignation agencies first gained traction in Japan around 2017. These agencies, called “taishoku daiko,” emerged as a solution for employees who felt trapped in toxic work environments, feared confrontation with their bosses or found it too stressful to quit alone.
Japan’s rigid corporate culture values loyalty and perseverance, making it difficult for workers to leave their jobs, even when they’re unhappy. Many employees, particularly younger workers, reported being pressured to stay, guilt-tripped or even verbally abused when they attempted to resign. Some feared retaliation or social stigma, leading them to seek external help.
Companies like Exit and Yamato Taishoku now offer services that handle the entire resignation process for a fee, usually between $100 and $500. The process is simple: an employee hires an agency and then contacts their employer on their behalf. The employee is immediately relieved of all further communication and responsibilities, making for an entirely hands-off resignation.
Its Growing Popularity
The rise of resignation agencies in Japan can be attributed to several workplace and societal factors:
- Toxic work environments—Employees who face bullying, overwork or unfair treatment often find it difficult to resign without facing additional pressure.
- Strict hierarchies—In traditional Japanese companies, employees are expected to respect their superiors, making quitting a face-to-face process riddled with guilt.
- Changing workforce attitudes—Younger generations prioritize mental health and work-life balance over job loyalty, particularly millennials and Gen Z workers.
- Rise in mental health awareness—Japan has seen an increase in mental health advocacy, leading more workers to recognize their right to leave toxic workplaces.
Could The U.S. See Resignation By Proxy?
While American workplace culture differs from Japan’s, certain signs suggest resignation agencies could become a viable business model in the U.S. Trends such as increased job hopping, rising workplace burnout, toxic leadership and the shift toward employee empowerment all indicate that some U.S. employees might be willing to pay for a stress-free way to quit.
Additionally, as remote work has blurred the lines between personal and professional life, some employees may find resigning from a job they’ve never physically been to even more difficult. With the gig economy booming and outsourcing becoming more common, a service that facilitates quitting could find a market in the U.S. within three to five years.
Signs Leaders Should Watch For
To prevent resignation by proxy from becoming a necessity in their organizations, it’s imperative for business leaders to address underlying workplace issues. Key warning signs include:
- High turnover rates and sudden resignations
- Employees ghosting their jobs or leaving with little notice
- A culture where employees fear speaking up or approaching leadership
- An increase in anonymous complaints or negative company reviews
- Low morale and declining engagement in company initiatives
To prevent employees from feeling the need to use resignation agencies, companies must foster a culture of openness and psychological safety. Here are a few steps organizations can take:
- Encourage open communication—Establish an open-door policy and encourage employees to express their concerns without fear of retaliation.
- Improve exit interview processes—Make the exit process constructive and pressure-free to ensure employees feel comfortable resigning directly.
- Create a healthy work environment—Address toxic workplace behavior before it gets out of hand. Additionally, prioritize mental health.
- Provide career development support—Employees who see growth opportunities within their organization are less likely to leave abruptly.
Creating a positive workplace culture starts with leaders who prioritize kindness and empathy. Employees who feel valued and supported are the brand’s biggest advocates.