Have you ever heard someone claim that their employer is silently firing staff or setting up workers for failure as a plot to push employees to resign voluntarily?

Yes, this is not uncommon. Many employees have been forced out through what is known as silent firing.

Silent firing occurs when an employer wants to remove an employee but lacks a justifiable reason for termination. Instead, they create an environment that gradually forces the worker to resign on their own. It’s a strategic, often unspoken maneuver that spares the employer from legal disputes, severance costs, or direct confrontation.

To understand this growing workplace trend, Bizna spoke to HR specialist Rose Agneta Khamunde, who provided insights into how silent firing happens, the signs to watch for, and what employees can do if they find themselves in this situation.

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How employers carry out silent firing

According to Khamunde, these tactics can range from excessive workloads to outright exclusion from key projects and meetings.

“One of the most common signs of silent firing is when an employee is deliberately overloaded with unrealistic tasks or deadlines, making it nearly impossible for them to succeed,” Khamunde explained.

Other methods include stripping employees of responsibilities, denying promotions or salary raises, or constantly giving vague and negative performance reviews. Some employers go as far as creating a toxic work culture that erodes an employee’s confidence, pushing them to quit voluntarily.

“In some cases, employees find themselves transferred to roles that don’t match their skills or sent to inconvenient work locations, which adds to their frustration,” she adds.

Signs that you are being silently fired

While silent firing is often discreet, certain warning signs can alert an employee to the possibility that they are being pushed out.

Employees might notice a sudden shift in how managers or colleagues treat them, an unexplained reduction in workload, or exclusion from key meetings and discussions.

“When you suddenly stop receiving feedback or career growth opportunities disappear, that’s a major red flag,” Khamunde notes.

Another telltale sign is the introduction of unrealistic expectations, making it nearly impossible for an employee to meet performance targets. Employees may also receive contradictory feedback, where their efforts are not acknowledged, or they are given shifting goals with no clear improvement plans.

What to do if you are a target

For employees facing silent firing, taking proactive steps is crucial. Khamunde advises that the first step should be documentation—keeping a record of any sudden changes in work assignments, performance evaluations, and communications.

“Always communicate via email when seeking clarification on assignments or expectations. This creates a paper trail that can be useful if you need to escalate the matter,” she advised.

Employees should also schedule direct conversations with their managers to address concerns and seek clarity. If the issue persists, escalating the matter to HR or seeking legal counsel may be necessary.

“Strengthening your professional network and exploring new job opportunities is also wise, as it prepares you for a potential transition if the situation doesn’t improve,” Khamunde stated.

She further emphasizes the importance of staying professional despite the circumstances.

“Avoid emotional reactions, maintain your performance, and if resignation becomes the only option, negotiate for severance where possible.”

As Khamunde concludes, she notes that while silent firing spares companies from legal risks, it leaves workers in distress. Workers are often forced to navigate unclear and often toxic situations.

She stresses that understanding the signs and taking decisive action is crucial in helping employees protect themselves and their careers, especially at this time when the job market is acutely unpredictable.