What Is ‘Quiet Quitting’ and How Should Employers Respond?

‘Quiet quitting’ is a term that’s gained traction recently – but what does it actually mean? While it might sound like someone is leaving their job without saying a word, it’s not quite that.

Instead, quiet quitting refers to employees doing only what’s required of them in their job description – no more, no less. They meet expectations but don’t go beyond them. There’s no volunteering for extra work, no overtime, and no stretching beyond contracted duties.

This might sound reasonable. After all, employees are simply doing what they’re paid to do. But for employers, it raises important questions about engagement, morale, and workplace culture.

Why Are Employees ‘Quiet Quitting’?

There are several reasons why employees may step back in this way. These include:

• Burnout or mental fatigue
• Lack of recognition or reward for going the extra mile
• Poor management or unclear expectations
• A shift in work-life priorities, especially after the pandemic
• Feeling disengaged or underappreciated

In many cases, quiet quitting is a sign that employees are still physically present, but mentally and emotionally checked out.

The Risks for Employers

While quiet quitting is not a formal resignation, it can have significant effects. These include:

• Lower team morale if disengagement spreads
• Reduced productivity
• Higher workforce turnover over time
• Potential strain on other team members who continue to take on more than their share

Left unaddressed, quiet quitting can create a culture of minimum effort, where high performers start to feel frustrated or undervalued.

How to tackle ‘Quiet Quitting’

1. Check in with your team

Open honest communication: ask how your employees are feeling. Are they overwhelmed? Do they feel heard? Creating a safe space to talk is often the first step.

2. Clarify expectations

Ensure everyone knows what is expected of them. If your culture values going the extra mile, make sure this is clearly communicated and appropriately rewarded.

3. Recognise effort

Regular praise and tangible recognition can go a long way. Simple gestures help employees feel valued — and more engaged.

4. Be flexible – and know the law

The legal landscape around flexibility has changed. As of 6 April 2024, employees in the UK have the right to request flexible working from day one of employment. This includes requests for altered hours, working patterns or remote working.

Employers must handle these requests in a reasonable and non-discriminatory way, with a decision typically required within two months. Embracing flexibility not only ensures compliance but also supports retention and morale — both of which are key to avoiding quiet quitting.

5. Invest in your culture

Create a culture where people feel seen, heard and part of something meaningful. This helps reduce disengagement and increases retention.

Legal Considerations

While quiet quitting isn’t, in itself, a disciplinary issue, there may be legal implications if performance consistently falls below contractual expectations. However, this must be managed carefully.

If you are considering a performance process, ensure it’s in line with your internal policies and fair procedure. Legal advice at an early stage is always advisable.

How mlplaw Can Help

At mlplaw, we support employers in managing people challenges in a way that is both pragmatic and compliant. Whether it’s navigating performance concerns or updating flexible working policies, we’re here to help.

Our mlpflex service also provides businesses with year-round legal support, tailored to your organisation’s needs.

Talk to Our Employment Team

Concerned about quiet quitting or the implications of the new flexible working laws? Get in touch with our employment law team for expert guidance on 0161 926 9969 or employment@mlplaw.co.uk