Quiet Firing: What Is It?

Quiet Firing refers to when an employer deliberately mistreats an employee to the point that they decide to quit. Employers go this route as a way of saving on severance, as employees are not entitled to severance pay when they quit on their own.

Some employers see Quiet Firing as an effective tactic, but it can open employers to wrongful termination claims or constructive dismissal lawsuits, creating a toxic environment at the workplace.

An employee who is constructively dismissed may pursue a wrongful termination claim and seek damages equal to reasonable notice. In addition to facing lawsuits and paying for damages, the employer will also have to face reputational damage. In light of the great resignation, labour shortage and quiet quitting, quiet firing might not be the wisest choice for employers.

Whether you resort to “Quiet Firing” or notice employees “Quiet Quitting,” it only means something isn’t right at your workplace, and you need to reevaluate your methods.

1. Instead of being toxic to the underperforming employee, speak up instead of “quiet” firing. Give the employee a chance to improve or terminate the contract legally and lawfully. It’s not worth facing a lawsuit just because you want to avoid an awkward conversation.

2. Be transparent and set clear expectations with your employees about the consequences of not performing or behaving at work.

3. Train managers and supervisors on managing employees with performance or behavioural issues.

4. Have a solid Employment Agreement that details your policies and organizational goals. Having a foolproof agreement will put you in a safer spot while facing wrongful termination claims.

5. Recognize efforts and reward deserving employees with a promotion, a bonus, a time-off or even a simple “Good Job.”

6. Have a solid performance improvement plan and corrective action plan in place

– HR Covered Inc.

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