Quiet firing, sometimes called silent sacking in the UK, is the practice of making an employee’s work life so difficult or unrewarding that they choose to resign, rather than being formally terminated. This may be done deliberately to avoid the costs, legal risks, or uncomfortable conversations associated with firing, or it may occur unintentionally as a result of poor management.

Unlike traditional termination, quiet firing typically involves passive tactics such as removing responsibilities, denying promotions, withholding recognition, or setting unrealistic performance targets.

Examples of quiet firing

Common signs an employee may be experiencing quiet firing include:

• Consistently being passed over for promotions or development opportunities.
• Having responsibilities reduced without explanation.
• Receiving unattainable performance goals.
• Being excluded from key projects or meetings.
• Facing an unreasonable workload without support.

Causes of quiet firing

Quiet firing can stem from:

• Avoidance of termination costs – avoiding severance pay, compliance processes, or legal risk.
• Return-to-office mandates – used strategically to encourage voluntary departures.
• Poor management – whether intentional or due to lack of training.
• Digital workplace changes – reduced communication and connection in remote settings.
• Desire to maintain company image – avoiding the perception of being “quick to fire.”

Is quiet firing legal?

While not inherently illegal, quiet firing can create legal exposure if it involves:

• Retaliation – punishing an employee for reporting harassment, discrimination, or exercising legal rights.
• Discrimination – disproportionately targeting employees in protected categories or failing to provide reasonable accommodations.
• Constructive discharge – creating intolerable working conditions that force resignation, which can be treated as wrongful termination in some jurisdictions.

Impact on organizations

Quiet firing can damage both employee well-being and the company’s long-term success by:

• Creating mistrust and conflict within teams.
• Reducing morale and engagement across the workforce.
• Driving away top talent and harming the employer brand.
• Missing opportunities to utilize employees’ skills and contributions.

How to prevent quiet firing

Employers and HR leaders can address the root causes by:

1. Training managers in effective communication and fair performance management.
2. Promoting transparency in expectations, feedback, and promotion decisions.
3. Offering early intervention through coaching, mentoring, or role changes.
4. Monitoring management practices via surveys, exit interviews, and performance reviews.
5. Addressing problem managers quickly to prevent widespread disengagement.

Why it matters: Quiet firing may seem like a conflict-free way to manage underperforming employees, but it risks legal consequences, damages morale, and can erode a company’s culture and reputation. A direct, well-managed performance improvement process is always a healthier and more sustainable alternative.