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Quiet Quitting and Its Influence in the Workplace

What You As an Employer Should Know About Quiet Quitting

As a business owner, have you heard about quiet quitting? Do you know the legal parameters involved and what your rights are?

What is quiet quitting?

It refers to employees doing only the required work based on their job description. Going above and beyond the job in an effort to earn a promotion or raise is not a consideration. Instead, workers set boundaries and provide only what the employer has asked for, no more and no less.

What are an employee’s rights to talk about work and compensation?

Employees have the right to discuss terms of their job and compensation with other workers. An article in JD Supra points out that National Labor Relations Act (NLRA) protects employees’ rights to do so, whether the company is unionized or not.

Under NLRA Section 7, employees have the right to exercise “concerted activities,” which enable them to discuss their employment terms and conditions with other employees. For this reason, reprimanding or firing an employee for discussing or promoting “quiet quitting” would be illegal. However, there is an exception, which is if the employee’s speech about it becomes “disruptive” or “abusive.” Even so, proving this exception is not an easy task based on recent NLRA case rulings.

As an employer, what can you do about this situation?

If this practice runs rampant in your workplace, it is wise to investigate and discover if there are valid grievances. Are you overworking employees? Do they feel undervalued? A survey to determine employee satisfaction may reveal the reasons underlying the surge in quiet quitting.

Possible solutions may include:

  • Clarification of pathways to promotions
  • Compensation increases
  • Encouraging employees to use paid time off

As an employer do you face workplace issues?

By addressing legal concerns or questions early on, employers can often avoid disputes and expensive lawsuits. At the outset of a potential workplace issue, you are wise to seek legal advice. If you have employment law questions, arrange an appointment. Discuss your concerns with an attorney at Stephen D. Hans & Associates, P.C. Call (718) 275-6500.