Are you being pushed out at work?
Have you noticed your boss suddenly giving you the cold shoulder? Or maybe your responsibilities keep shrinking while everyone else seems busy? Work is hard enough without feeling like someone is setting you up to fail. If this sounds familiar, you might be experiencing "quiet firing" - a troubling workplace trend. Understanding what's happening and knowing your rights under British Columbia law can help you take control of your situation.
What is quiet firing?
Quiet firing happens when employers try to make an employee quit instead of formally terminating the employee. Rather than having a direct conversation, this may involve new uncomfortable or unmanageable working conditions, hoping that the employee will choose to leave instead. Some warning signs include:
Ignoring you: Your boss stops including you in important meetings or decisions.
Withholding resources: You no longer have the tools or support to do your job effectively.
No raises or advancement: Despite good performance, you receive no salary increases or promotions.
Micromanaging: Over-the-shoulder management and nitpicking.
Unfairly blaming: Consistently being blamed for things outside your control or errors you didn't commit.
These tactics can take a serious toll on employees' mental health and job satisfaction. Recognizing these patterns can help employees understand that this may not be their fault.
Is quiet firing legal in British Columbia?
In British Columbia, employers must follow specific rules when terminating an employee. They must provide parties with reasonable notice or payment in place of notice. "Quiet firing" is not an official, recognized term, but the behaviours behind it could constitute constructive dismissal. This means that, although an employer did not directly fire an employee, they created such a toxic or untenable environment that the employee had no choice but to resign. If an employee can prove that their employer constructively dismissed them, the employee may be entitled to compensation in lieu of notice, just as if the employer terminated the employee without cause. Employees concerned about "quiet firing" should maintain a record of how work has become hostile or significantly different, which would be valuable evidence in a constructive dismissal dispute.If you are an employee experiencing these issues in Vancouver or other areas of British Columbia, consider speaking with an employment lawyer to determine what your rights are.