Quiet quitting. Quiet quitting.
But what about quiet firing, eh?
It’s not really a formal termination, but we all know it’s a slow-burn sabotage.
You’re excluded from important meetings, your key projects are reassigned and yet, you’re drowning in unproductive work that’s piling up.
It’s like you hear your boss thinking, “Let’s make their life so difficult they’ll resign on their own.”
Sounds familiar?
And I know the next question:
“Is there anything I can do about it legally?”
It’s a tough one.
Unless there is a significant breach to the root of your employment contract (like a pay cut or demotion without cause), it’s hard to prove constructive dismissal.
BUT!
If things ever escalate to the Industrial Court, the evidence you gather on the quiet firing tactics (emails, meeting removals, workload spikes) can strengthen your case.
Personally, I view quiet firing as a form of passive-aggressive mismanagement.
Sometimes it’s intentional.
Sometimes, honestly, it’s just poor leadership.
Either way, it’s emotionally damaging.
So if you’re a manager, don’t let this happen under your watch.
Because when people leave, people talk.
And trust me (I’ve seen it too often), you don’t want to earn a market reputation as the incompetent, passive-aggressive boss.
Lead better.
Have the difficult conversations.
Work it through mutual understanding and compromise.
Think about it.
xoxoxo
