The American Job Quality Study
October 16, 2025
At a Glance
The American Job Quality Study reveals that most U.S. workers (60%) lack quality jobs, resulting in lower well-being and satisfaction, factors that affect retention, productivity, and business performance. Led by Jobs for the Future and our research partners, the study of more than 18,000 people is the first nationally representative survey of job quality across the entire U.S. workforce.
Traditional labor statistics track how many people are employed and what they earn, but they don’t capture the aspects of work that drive employee and business success. To fill that gap, Jobs for the Future launched the American Job Quality Study in partnership with Gallup, the Families & Workers Fund, and the W.E. Upjohn Institute for Employment Research.
Based on a survey of more than 18,000 workers, ages 18-75, the study is the first nationally representative survey to bring together measures of workers’ experiences to assess job quality across the U.S. workforce. Conducted in early 2025, the survey included the experiences of workers across industries, occupations, regions, demographics, and job types, including W-2, gig, and informal work.
Employees in quality jobs report substantially greater satisfaction, and research shows this improves retention, productivity, and business outcomes.
Among the key findings:
- Most U.S workers (60%) don’t have quality jobs.
- More than half of employees (62%) lack control over their work schedules.
- More than half of employees (55%) have limited input on workplace decisions that affect them.
The study defined job quality based on five dimensions that research shows matter most to workers and businesses:
- Financial well-being: Fair pay, stable employment, and benefits that meet basic needs and reduce financial stress.
- Workplace culture and safety: A safe, respectful environment free from discrimination or harassment.
- Growth and development opportunities: A clear path to build skills, gain experience, and advance in one’s career.
- Agency and voice: Influence over decisions that shape one’s job, such as pay, working conditions, and implementation of technology.
- Work structure and autonomy: A stable, predictable schedule, a manageable workload, and meaningful control over when and how work gets done.
These dimensions were developed in collaboration with researchers, advocates, employers, and policymakers. Together, they provide a comprehensive picture of what makes jobs “work”—for people, for businesses, and the economy.