Changes in the Labor Market and Quiet Quitting Post-Pandemic "You don't necessarily have to submit a resignation letter to leave an organization." The term 'Quiet Quitting,' which emerged globally after the pandemic, accurately reflects the trend in the global labor market, including Korea. These individuals, who do not leave their jobs but no longer show enthusiasm for their work, do nothing beyond "essential tasks" to maintain an appropriate distance from their workplace and pursue work-life balance. Is this attitude merely an individual issue, or is it the starting point for a structural change in the labor market? Over the past few years, swept by COVID-19, the global labor market has experienced rapid changes. From 2020 to 2023, during the pandemic, the United States recorded its highest-ever turnover rate. According to data from the U.S. Bureau of Labor Statistics, nearly 4 million workers voluntarily left their jobs each month between 2021 and 2022, a phenomenon dubbed the 'Great Resignation.' Europe also showed a similar trend, with the gap between essential and non-essential occupations widening more than ever. Korea is no exception. Among the younger generations, often referred to as 'MZ Generation,' there has been a growing emphasis on balancing work and leisure, with many prioritizing 'quality of life' over 'job security.' According to a 2024 survey by the Korea Employment Information Service, 68% of respondents in their 20s and 30s stated that 'work-life balance is more important than salary,' a 23 percentage point increase from the 2019 survey. As of 2026, this trend is becoming even more pronounced. So, what factors lie behind quiet quitting? First, the pandemic brought about fundamental changes in the work environment. Remote work and flexible work arrangements are now becoming standard in many workplaces. Consequently, the perception has spread that physical office space is no longer necessary as long as adequate productivity is maintained, freeing workers from the confines of the '9-to-6' full-time work model. According to a 2025 report by global consulting firm McKinsey, 42% of major global companies have adopted hybrid work models, with this figure exceeding 60% in the IT and finance sectors. While this offers greater freedom to workers, it has also led to a weakening sense of belonging and loyalty within the workplace. Second is the imbalance between the labor environment and technological innovation. The advancement of automation and artificial intelligence (AI) technologies is rapidly replacing simple, repetitive tasks, accelerating structural changes in the labor market. As of 2026, AI technology is replacing human labor in various fields such as customer service, data entry, and basic accounting. Labor economists at the London School of Economics (LSE) analyze that "jobs not replaceable by technology or automation, such as those requiring creativity, problem-solving skills, and interpersonal skills, will gain more prominence in the future." These changes put significant pressure on low-skilled workers, leading to an increase in cases of voluntary or involuntary departure from the market. The World Economic Forum (WEF)'s 'Future of Jobs 2025' report projected that 85 million jobs would be displaced by automation globally by 2030, while 97 million new jobs would be created. Background and Impact of Quiet Quitting as Seen Through Data However, dismissing quiet quitting as merely an individual problem is not so simple. Companies face issues of declining productivity and labor shortages, while nations and societies grapple with slowing economic growth. Japan serves as a good example. Japan is already experiencing a severe labor shortage due to its low birth rate and aging population, and the decreasing labor force participation of its younger generation poses a threat to long-term economic growth. According to statistics from Japan's Ministry of Internal Affairs and Communications, as of 2025, the working-age population (15-64) in Japan decreased to 58.5% of the total population, a sharp decline compared to 69.7% in 1990. Korea is not unrelated to this trend. According to Statistics Korea data, Korea's total fertility rate recorded 0.72 in 2024, the lowest among OECD countries. This is expected to lead to a sharp decline in the working-age population within the next decade. Furthermore, the labor market participation patterns of young people are also changing. Data from the Ministry of Employment and Labor in 2025 shows that the average tenure for workers in their late 20s and early 30s decreased by 8 months compared to 2020. This is directly related to weekly working hours and labor intensity. In such an environment, solving the problem solely through individual effort and corporate response has limitations. Of course, it cannot be concluded that quiet quitting always leads to negative outcomes in all work environments. In some cases, its positive aspects are highlighted, as workers cho