Before it became viral, a controversial workplace topic, and a punchline for hustle culture, quiet quitting simply referred to how workers around the globe tried to survive their jobs to get paid—nothing more. In 2022, career coach Brian Creely coined the term and described it as a “passive act of rebellion against one’s working environment.” The concept gained even more traction when TikTok creators began using the phrase to share their personal work stories and perspectives.
As content creator Zaid Leppelin explains: “You’re not outright quitting your job, but you’re quitting the idea of going above and beyond. You’re still performing your duties, but you’re no longer subscribing to the hustle culture mentality that work has to be your life.”
Suddenly, the entire internet discovered that employees are allowed to have lives outside their jobs, and that it’s perfectly okay to set boundaries. This strongly resonates with workers worldwide who have long been burned out by blurred work-life boundaries, mounting pressures, and stagnant wages. This opens a debate: Is quiet quitting a form of rebellion, laziness, or simply a revelation of widespread burnout that companies have ignored for years?
For many Filipino workers, however, the concept is merely a long-overdue acknowledgment of our lived reality. For decades, we have been expected to overdeliver, plaster smiles on our faces, and render extra hours without pay. We were taught that going above and beyond is a civic duty and a pathway to success. Quiet quitting becomes the phrase that validates these struggles. In a country where burnout is glorified and fair compensation is rare, the term feels like relief. Suddenly, we realize that it is normal to be exhausted. For once, we don’t have to ignore our emotions. For once, we can say we’re tired—unapologetically. And isn’t that the purest form of self-respect?
Breaking free from hustle culture
No one can deny that hustle culture fuels burnout. In a country like ours, where grind mentality is treated like a badge of honor, burnout is everywhere. It is our reality.
Studies show that Filipino employees are among the most severely affected in Southeast Asia, with high levels of emotional and mental exhaustion. A Frontiers in Public Health assessment examined the prevalence of occupational burnout and related factors among full-time workers. The study found that 4,338 employees aged 18 to 65 across Malaysia, Singapore, Indonesia, and the Philippines experienced burnout, stress, anxiety, depression, and various sociodemographic pressures as of October 2022. Burnout affected 62.91% of the region—while Filipino workers recorded the highest rate at 70.71%.
Burnout is strongly tied to severe mental health issues, including stress, anxiety, and depression. Workers who spend more than 50 hours per week or those who feel significant job dissatisfaction face an even greater risk. The assessment underscores a pressing reality: more than half of Southeast Asia’s working adults are suffering from burnout. And this is not caused by a few bad days—it stems from chronic stress, toxic workplaces, and emotional labor, among other pressures.
In the Philippines, healthcare professionals are among the most affected. Nurses frequently report high levels of compassion fatigue—“the overwhelming sensations of compassion and empathy one may feel when caring for individuals suffering from acute or chronic illness, disasters, or other traumatic events.”
Even before the pandemic, chronically understaffed hospitals had left Filipino healthcare workers feeling overworked and underpaid. Along with compassion fatigue, these issues cause severe stress and even push many to consider leaving the profession. Another study among nurses in Batangas City revealed that despite high psychological capital (PsyCap), burnout still remained at moderate levels.
Students transitioning to the workforce are not immune, either. Lingering pandemic stress continues to shape their mental and emotional well-being. A 2024 study of Filipino college students found a strong correlation between academic burnout and coping mechanisms. If burnout is deeply embedded in our educational system, it’s no surprise that it follows us into our professional lives.
As we enter the workforce, hustle culture expects us to stay late, answer messages after hours, and take on unpaid tasks—not out of generosity, but out of pressure to prove ourselves. A 2022 Milieu Insight survey found that 56% of Filipino workers reported “high engagement” at work.
But what does this mean? It means we are expected to perform exceptionally even as beginners. We constantly have to justify why we deserve our positions. It becomes an endless competition with colleagues. Work becomes so stressful that we don’t learn to love our jobs; instead, we develop a fear that stepping back might cost us stability and a secure future.
So, what must change? First, employers should redesign workflows. Job descriptions should clearly define responsibilities and expectations, and companies must acknowledge that everyone deserves fair compensation. Task delegation should be realistic, and companies should stop demanding unworkable outcomes just to save money at the expense of employees’ well-being.
Workers should not be obligated to answer emails or messages after work hours unless it is truly urgent. Mental health resources must go beyond a one-off webinar—they should be trusted, accessible, and integrated into the workplace.
As for performance quotas and metrics? They should not exist solely to increase profits while exploiting employees. Creativity, efficiency, and genuine contribution should be the basis of recognition. In this way, people can actually enjoy waking up and doing their jobs.
Quiet quitting is boundary-setting
Contrary to what some may think, quiet quitting is not laziness. It does not mean performing badly, doing less, or disengaging. In fact, it means performing better by prioritizing physical, emotional, and mental well-being. While we step into the workplace to be productive and excel, it is equally important that we protect our lives outside of it.
This is not a moral failure. It is a response to a hustle culture mindset that no longer serves us. Realistically, when employees set healthy boundaries and rest when needed, both the company and its people thrive.
This is us telling the world: we will work—but not at the cost of losing ourselves. If we don’t protect our sanity, who will?