The quits-to-layoffs ratio divides voluntary quits by layoffs and discharges in the BLS JOLTS survey. A higher ratio means more workers are leaving by choice relative to being let go. In August 2026 the ratio was 1.87, well below the 3.43 peak in April 2022, which suggests workers are less willing to switch jobs than during the 2022 hiring surge. The ratio is a Joveo analysis of BLS data, not an official BLS statistic.
How Is It Calculated?
We used seasonally adjusted monthly levels from the BLS Job Openings and Labor Turnover Survey (JOLTS), republished by FRED (series JTSQUL for quits and JTSLDL for layoffs and discharges). The ratio is quits divided by layoffs and discharges.
For August 2026, BLS reported 3.1 million quits (rate 1.9%) and 1.6 million layoffs and discharges (rate 1.0%). Using the unrounded FRED levels, 3,066 thousand divided by 1,641 thousand gives 1.87. August figures are preliminary.
What Does the Ratio Look Like Over Time?
| Period | Quits-to-layoffs ratio |
|---|---|
| 2019 (pooled year) | 1.93 |
| 2021 | 2.80 |
| 2022 | 2.87 |
| April 2022 (monthly peak) | 3.43 |
| 2023 | 2.23 |
| 2024 | 1.95 |
| 2025 | 1.80 |
| 2026, January to August | 1.80 |
| August 2026 | 1.87 |
Annual figures pool the months (sum of quits divided by sum of layoffs). The 2026 year-to-date ratio of 1.80 is below the 2019 pooled ratio of 1.93.
Two changes drive the decline. Quits fell from 4,499 thousand in April 2022 to 3,066 thousand in August 2026, a drop of 31.8%. Layoffs and discharges rose over the same span from 1,312 thousand to 1,641 thousand, up 25.1%. Average monthly quits were 3,513 thousand in 2019 versus 3,113 thousand across 2026 so far.
Why Does It Matter for Recruitment Advertising?
The ratio is a gauge of workers’ confidence to move. We offer the following as hypotheses, not measured results, because we found no primary source linking the ratio to ad response rates:
- A low ratio may mean fewer passive candidates are willing to respond. When people leave by choice less often, ads aimed at employed workers may need stronger pay and growth messaging. See What Is Job Hugging?.
- A larger share of applicants may be active seekers. Layoffs are a bigger part of separations than in 2022, so applicant mix may skew toward people who need a job rather than people who want a better one.
- Budget should follow applications, not clicks.Programmatic job advertising can shift spend toward channels delivering completed applications as the mix changes.
Pair the ratio with the job openings per unemployed person ratio, which measures how contested each opening is. Together they describe both sides of the market.
How Do Hires Fit In?
Hires were 5,192 thousand in August 2026 versus 5,145 thousand in August 2025 (roughly flat) and 5,900 thousand in August 2019. Hiring has held steady even as quits fell, which means more of today’s hires come from the unemployed and from fewer job-to-job moves.
Where Can You Track It Yourself?
Download JTSQUL and JTSLDL from FRED, divide quits by layoffs, and chart the result monthly. For other labor market data sources, see the main sources of labour market intelligence data.
FAQ
Is the quits-to-layoffs ratio an official BLS statistic?
No. It is a ratio computed from two BLS JOLTS series.
What was the ratio in August 2026?
1.87, based on 3,066 thousand quits and 1,641 thousand layoffs and discharges.
Why is it lower than in 2022?
Quits fell about 32% from the April 2022 peak while layoffs rose about 25%.
Will the numbers change?
Yes. BLS revises JOLTS, including annual updates released with January data.
