Quiet firing is a relatively new and worrisome trend that has emerged in the workplace in recent years. While firing is explicit and documemented, quiet firing is woven secretly into the fabric of workplace expectations, making it more difficult to detect or prove. Many workers might ask, what is quiet firing, in comparison to familiar terms like quiet quitting.

It is important for individuals navigating today’s workforce to understand what quiet firing is and what it looks like, especially as we begin to see a rise in quiet firing in U.S. business settings.

What Is Quiet Firing?

Quiet firing can be turn into a flat definition that an employer/manager purposely reduces your responsibilities, your work is excluded from important activities, or development opportunities are controlled or restricted – all in an effort to encourage you to move on without formally terminating you. So instead of having your employer tell you directly that your job is at risk, they may instead cut off communications, deny opportunities for growth, and assign you menial activities.

So, what does a quiet firing look like in a workplace? It would be a passive aggressive approach that creates levels of confusion and concern among employees, and makes employees wonder about their value, role and future with the employer.

Many people wonder, what are the signs of quiet firing? Signs of quiet firing can include suddenly being taken off projects, lack of feedback on performance, removed from meetings, and skipped over for promotions and raises.

Is Quiet Firing Illegal or Legal?

One of the questions, many employees and managers ask is, is quiet firing illegal? An important distinction to make is that most states in the U.S. are “at will” states for employment. As such, employers can change job description and roles as they see fit without any cause. Because of this structure, quiet firing may be legal in many cases when it comes to employment rights in America. The legality changes depending on the fact of the situation with regard to the quiet firing.

As an example, is quiet firing legal in California? California has some of the most protective labor laws in the country, so employees have some protections against quiet firing, and if it is discriminatory or retaliatory, it can be illegal altogether.

The same is true, and this question often comes up, is quiet firing illegal in Texas? In Texas, while most employees are considered “at will,” if their quiet firing involves a protected characteristic (race, age, gender, etc) or retaliation for whistle-blowing, the quiet firing injustice is illegal.

Is Quiet Firing Harassment?

Still, because quiet firing often involves exclusion and low-level mistreatment some people ask, is quiet firing harassment? It can be, especially given the circumstances of the situation (i.e., if it is ongoing and that it is directed specifically at you unfairly based on your protected characteristics or if the employer is retaliating against you for either raising workplace issues).

Harassment has begun when you have a hostile working environment negatively affecting you from doing your job or feeling safe at work. Subsequently, if you believe that quiet firing has progressed to harassment, you need to document everything, and obtain assistance.

Can You Sue for Quiet Firing?

Many employees who have experienced quiet firing often ask, can I sue for quiet firing? or can you sue for quiet firing? The answers will depend on the situation.

If you were illegally discriminated against, retaliated against, or subjected to constructive dismissal—which is when your employer created conditions so unbearable that you had no choice but to quit—you may have grounds to pursue a case.

However, it is an uphill battle if you are left trying to prove quiet firing because it is often passive and subtle. Having evidence, documenting what changes have taken place with your job duties, and speaking with an employment attorney can determine if there is a valid case.

How to Deal with Quiet Firing?

If you think that your boss is quiet firing you, the most important thing to figure out is how to deal with quiet firing.

Here’s how to deal with quiet firing:

1. Spot the signs early: Start watching for lessons learned, communication, workload, and engagement with the tasks and coworkers.
2. Keep your documentation: Emails, missed meetings, changes in responsibilities, anything can be considered documentation and is important.
3. Ask for feedback and clarity: The polite request for a conversation, as in “Can you please clarify my role? and the expectation for me to accomplish it?”, can help promote openness.
4. Involve HR if necessary: If you feel one of your rights has been violated, even if you haven’t been formally fired you can report the quiet firing incident. There could be action by HR in the form of an investigation or mediation.
5. Look after your mental well-being. Being intentionally excluded and/or undermined in the workplace can take a toll on an individual’s mental well-being. Seek support from trusted colleagues and/or professionals.
6. Contemplate potential avenues: If the quiet firing or quiet quitting persists and is affecting your career, it is time to consider what your options are; new job searches, consultation/meeting with legal counsel.

In social media it is common for people to ask how to respond to quiet firing or how to battle quiet firing. The best route is, being professional, being aware of your rights and not being afraid to seek support from another avenue.

Quiet Firing vs. Quiet Quitting

A common change that can confuse people is the difference between “quiet firing” and “quiet quitting”. Quiet quitting connotes employees “going through the motions”, they have withdrawn their effort and engagement either because of burnout or they aren’t satisfied with their workplace or they don’t see any gain from not quiet quitting. Quiet quitting is a decision that the employee made.

Quiet firing, on the other hand, comes from the employer’s side. They are the one who quiet fires the employee by pushing them out slowly; either by taking away opportunities or decent support.

Understanding the difference enables employees to figure out whether they are catering to an employer who ignores them, or whether they are in fact quiet quitting, and should check their own thoughts and actions.

How to Stop Quiet Firing

Both the employee and employer play a role in avoiding quiet firing. An employee can avoid becoming a victim of quiet firing by keeping communication open, asking for continuous feedback, and keeping a performance journal. An employer can create a culture of transparency in an organization that accepts ​problems and supports employees, as opposed to hiding behind passive actions while their employee synthesizes the negative feedback/feedback loop into a narrative in their own head. 

Conclusion

Quiet firing is a rising issue in workplaces in U.S. It often operates under the radar, yet still creates real consequences to the employee career and well-being.

If you have ever asked what is quiet firing meaning, or how can I stop quiet firing, you should pay close attention to the signs and learn what your rights are and take that first step toward protecting yourself.

In some instances, quiet firing is legal, but rarely ethical and/or fair, and sometimes even illegal. Whether it is expressed discrimination or just plain ignoring you, be mindful of your early actions, seek support, and remember that you want a workplace that and values you.