Have you ever felt like your boss is intentionally keeping you out of the loop, assigning you less challenging projects, or maybe even excluding you from meetings you once attended? If this sounds familiar, you may be experiencing something known as “quiet firing.”
Quiet firing can be subtle and tricky to identify, but understanding the signs and knowing how to respond is crucial for protecting your career.
This approach is growing in some workplaces and can leave employees questioning their worth and security. Here, we'll break down what is the quiet firing definition, why it happens, the warning signs of quiet firing, and the steps you can take to deal with it effectively.
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What is quiet firing?
Quiet firing is a workplace practice where an employer indirectly encourages an employee to leave by creating an unsupportive, unproductive, or otherwise uncomfortable work environment. Unlike traditional firing, where a person is formally terminated, quiet firing involves subtler tactics, often aiming to make the employee quit voluntarily rather than face an official dismissal.
“Quiet firing is often largely psychological,” says Shenella Karunaratne, mental health therapist and licensed professional counselor (LPC) at Online MFT Programs. “They may not be chastising you directly, but perhaps they’re sowing seeds of gossip in the office, or passing you up for growth opportunities, or just making you feel anxious in your role.”
Why companies quiet fire
Quiet firing—meaning a subtle approach where employers reduce support or opportunities to encourage an employee to leave voluntarily—has become an increasingly discussed workplace issue.
Companies quiet firing might do this for various reasons:
- Avoid potential legal liabilities associated with traditional terminations
- Eliminate the costs of severance packages
- Create space for new hires without the confrontation of direct termination
- Avoid difficult conversations about an employee’s performance
- Manage out employees that don’t seem like a good cultural fit
“Quiet firing it's not exactly ethical or good for company culture in the long run,” says Ben Michael, attorney at M & A Criminal Defense Attorneys. “It could potentially cross some legal lines too, depending on the methods an employer uses to try to get their employee to quit.”
Is quiet firing illegal?
Legally, quiet firing occupies a gray area. Directly terminating someone based on race, gender, age, or other protected characteristics is illegal in the U.S.. However, creating an uncomfortable work environment without explicitly firing someone is a sneaky way to potentially bypass these protections.
“In most jurisdictions, employment is ‘at-will,’ which means that either the employer or employee can terminate the employment relationship at any time for almost any reason,” says Paul Koenigsberg, lawyer at Koenigsberg & Associates. “As long as the act of quiet firing does not involve discrimination based on protected characteristics like race, gender, or disability—one can argue all day about whether or not the practice is ethical, but legally speaking, it’s 100% allowed.”
“Can I sue for quiet firing?”
Suing for “quiet firing” can be challenging, as this practice is by nature subtle and lacks clear, overt actions that would typically constitute wrongful termination. However, if the quiet firing includes actions that create a hostile work environment or discriminatory treatment, you may have grounds for legal action under the concept of “constructive dismissal.”
Constructive dismissal allows employees to claim that their resignation was forced due to intolerable working conditions or actions by their employer, even if they were not formally terminated. Documenting specific behaviors or changes that make you feel pushed out can be critical if a quiet firing lawsuit is pursued.
Is your boss quiet-firing you? 7 signs you can’t miss
Legal ramifications aside, how do you know if you're being “quiet fired?” Recognizing the quiet firing signs can be hard, as they’re often subtle and may feel like everyday workplace interactions. However, consistent patterns can indicate a strategy to push you out.
If you’re wondering, “What does quiet firing look like?” below are some situations and examples of quiet firing that might help you recognize it in your own workplace.
1. Limited or reduced responsibilities
Your responsibilities may decrease, with fewer projects or less challenging assignments. This could indicate that the company is trying to make you feel unnecessary.
2. Lack of performance feedback
Performance reviews or regular feedback sessions are critical for growth. If your manager suddenly stops giving feedback, it could signal a lack of investment in your development.
3. Exclusion from key meetings and decisions
When you’re left out of important meetings or not invited to planning discussions, it may indicate that your role on the team is being minimized.
4. Minimal support for career growth
Training, certifications, or opportunities for advancement that were once encouraged may suddenly no longer be available, potentially a sign that your future in the organization isn’t being prioritized.
5. Communication becomes distant or nonresponsive
If your supervisor or team begins responding less frequently or with vague responses, it might indicate a lack of interest in supporting you.
6. Lack of acknowledgment
Recognition for your achievements becomes scarce. If your contributions are no longer appreciated or mentioned, it can signify that your presence isn’t valued.
7. Persistent “redirection” of your ideas
If your ideas are frequently brushed aside or credited to others, it may be a sign that the company is trying to undermine your influence.
How to handle quiet firing: Proactive steps to protect yourself
If you think your employer is quietly firing you, there are steps you can take to regain control over the situation and know how to deal with quiet firing.
Document everything
Documenting your experience is essential, especially if you plan to discuss your concerns with HR or seek legal advice. Keep a record of changes to your job responsibilities, emails that reflect new or altered expectations, and any meetings where you feel unsupported or sidelined.
“Familiarize yourself with your rights in the workplace and document the behavior of management,” says Thom Pryor, managing partner of law firm Lawsuit Legal. “If you’re unsure but feel you’re getting a raw deal you should review your case with a qualified lawyer.”
Seek clarity from your manager
Open communication can sometimes clarify misunderstandings or assumptions. Arrange a one-on-one meeting with your manager to discuss your role, expectations, and any areas where you feel your contributions could be better utilized. Frame your concerns as a desire for feedback and professional growth.
Reach out to HR
“You can always talk to your HR department if you suspect this may be happening, and make sure to be aware of the state of your mental health,” Karunaratne says. Mention that you feel there’s been a shift in how your role is managed and ask for guidance on career development within the company.
Evaluate your options
Sometimes, even with documentation and discussion, the situation may not improve. If that’s the case, start exploring new opportunities either within the company or outside. Updating your resume, networking, and searching for positions that align with your career goals can provide a positive, proactive approach.
Focus on professional development
If quiet firing leads you to seek other opportunities, prioritize your own skill development. Take on side projects, earn certifications, or participate in relevant industry workshops to enhance your skill set and resume.
Bottom line
If you’re feeling the effects of quiet firing, know that there are ways to protect yourself professionally and emotionally. So, how do you survive quiet firing? Between open communication, documenting your experience, and considering new job opportunities, you have options to regain control over your career.
Taking action sooner rather than later can help you preserve your mental health and career goals, while proactively managing any challenges that may come your way.
FAQs
Is quiet firing considered discrimination?
Not necessarily, but if quiet firing targets individuals based on protected characteristics (e.g., race, age, gender), it can be grounds for a discrimination claim. Consulting with an HR representative or employment lawyer can help clarify.
What should I do if I believe I’m being quiet-fired?
Document your experiences, have a conversation with your manager, and consider consulting HR. If the situation persists, consider new job opportunities that align with your career goals.
Should I just quit if I’m being quiet-fired?
Not necessarily. Consider your options carefully, discuss concerns with your manager or HR, and prepare for a potential job transition if necessary. Protecting your career stability is essential, so consider the pros and cons before making a decision.
Is quiet firing harassment?
Sometimes, depending on how it’s carried out. While quiet firing often involves subtle, indirect tactics like reducing an employee's responsibilities, withholding opportunities, or excluding them from important communications, it can border on harassment if these actions create a hostile work environment.