In the Spotlight: Redundancy or Pretence? Unpacking the Rise of ‘Quiet Firing’ in 2025

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In the Spotlight: Redundancy or Pretence? Unpacking the Rise of ‘Quiet Firing’ in 2025

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Redundancy or Pretence? Unpacking the Rise of ‘Quiet Firing’ in 2025

Redundancies are challenging—but what if they’re not genuine? In 2025, a covert trend known as ‘quiet firing’ is emerging in UK workplaces. Employers might push you out under the guise of redundancy, avoiding proper procedures or payouts. Is it redundancy or pretence? Here’s how to identify ‘quiet firing’ and protect your rights.


What Is ‘Quiet Firing’?

‘Quiet firing’ isn’t an official term, but it’s a growing tactic. Instead of formally dismissing staff, employers make roles unbearable—think slashed hours, impossible targets, or forced office returns—hoping you’ll quit. In 2025, some dress this up as redundancy, claiming your job’s gone when it’s really a pretence. The Employment Rights Act 1996 still governs true redundancies, but ‘quiet firing’ blurs the lines.


Why ‘Quiet Firing’ Is Rising in 2025

Workplace dynamics are shifting. A 2025 CIPD report highlights cost-cutting and hybrid work disputes as drivers:


  • Economic squeeze: Firms avoid red by nudging staff out quietly.
  • Hybrid backlash: Employers use inflexible policies to target remote workers.
  • Performance pretexts: Unrealistic goals replace fair selection, masking the intent.


Social media buzz—like LinkedIn posts flagging ‘quiet firing’—shows employees are catching on, and tribunal claims are reflecting it.


Redundancy vs. Pretence: What’s the Difference?

A genuine redundancy means your role no longer exists due to business need. This might be the entire business closing, one site closing, a relocation to a different site or a reduction in the need for a certain type of work. You’re entitled to:


  • Statutory redundancy pay after two years’ service: This is based on age, pay (capped at £719 per week from 6 April 2025), and number of years’ service.
  • Notice entitlement
  • Wages up to the date your employment ends
  • Payment for untaken holidays
  • Fair process: Consultation and objective selection.


‘Quiet firing’ sidesteps this. If your job’s reshaped to force you out—or a ‘redundancy’ keeps your duties alive under a new title—it’s a pretence. This can trigger legal claims.


Signs You’re Facing ‘Quiet Firing’


In 2025, watch for:


  • Sudden changes: Hours cut or hybrid rights revoked without reason.
  • Role erosion: Tasks vanish, but others take them on—your job’s not really gone.
  • Pressure tactics: Unrealistic targets or exclusion making work unbearable.
  • Rushed redundancy: No consultation, just a quick exit offer.


These moves often aim to avoid payouts or tribunal risks, but they’re challengeable.


Your Rights if It’s a Pretence

If ‘quiet firing’ masquerades as redundancy:


  • Unfair Dismissal: After two years, a pretence redundancy—lacking fair process or genuine need—can be unfair. Employers must prove your role’s redundant, not just inconvenient.
  • Constructive Dismissal: If changes force you to quit, you can claim constructive dismissal. No service minimum applies if it’s tied to discrimination or some other circumstances so take advice.
  • Protective Awards: Failure to comply with collective consultation requirements for 20+ redundancies in a period of 90 days or less risks a 90-day pay award.
  • Discrimination: Targeting you for certain characteristics such as age, disability, or gender (e.g., hybrid bias against parents) could mean a claim—day-one rights apply.


Claims have short time limits so time is tight. Don’t delay in taking advice.


‘Quiet Firing’ Trends in 2025


The rise is real:


  • Tech sector: AI shifts mask ‘quiet firing’ as redundancy, but roles remain in some cases.
  • Hybrid disputes: Remote workers face pressure to return or leave.
  • Awareness: Employees are spotting patterns, with online forums flagging tactics.


Tribunals are seeing more cases where ‘redundancies’ don’t hold up—especially when employers can’t justify the loss of a role.


How to Fight Back

Suspect ‘quiet firing’? Act smart:


  1. Document it: Track changes, emails, or targets showing the push.
  2. Question redundancy: Ask for proof your role’s gone—selection criteria too.
  3. Get advice: Solicitors can advise you if it’s a pretence and build your case.


Springhouse Solicitors: Your Redundancy Experts


Worried about unfair redundancy or 'quiet firing'? Springhouse Solicitors is here to support you. Our expert team fights for your rights, ensuring fair pay, process, or tribunal success. Rated 5 stars on Review Solicitors, trust us to deliver. #EmploymentLaw #Redundancy

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Article by

Sally Eastwood

Senior Associate

0800 915 7777

At Springhouse Solicitors we offer a range of services, so please contact our friendly customer services team to discuss further via  hello@kilgannonlaw.co.uk or  0800 915 7777.



Disclaimer 

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice.  This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

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