Quiet Quitting & Productivity Policy

As labour becomes scarcer, HR directors face the challenge of ensuring maximum productivity from all employees. That’s why quiet quitting, or the phenomenon of doing just the minimum necessary to avoid getting fired and collect a paycheque, has become such a pressing concern for employers. Although it’s a complex problem requiring long-term and systematic changes, the first step is to address the issue head on by including a statement of company principles against quiet quitting.

Here is a template you can adapt.

Can You Terminate Employees for “Quietly Quitting”?

The short answer is no.

Explanation: Barring a contract or collective agreement, you can always fire any employee at any time and for any cause, including no cause at all. But unlike in the U.S. where employment is at will, under Canadian employees who are fired without cause are entitled to termination notice or wages in lieu of notice, as well as vacation and other amounts due under employment standards laws; they may also be in line for what’s called “common law” notice to compensate them for the damages they suffer as a result of being wrongfully dismissed.

Find the answer here.

Quiet Quitting Special Report

Fundamentally, quiet quitting is a social phenomenon rooted in generational attitudes, burnout, family responsibilities and, above all, employee mistrust of employers to manage their workload and provide fair compensation. To ultimately resolve it, companies must support employees’ mental health, promote work-life balance, reward productivity and increase engagement. In these troubled times, employers need to know what they can and can’t do to crack down on their own employees who might be engaging in quiet quitting.

Get the special report here.