When a company decides to reduce costs, employees often face the consequences in the form of smaller budgets and job cuts. However, some companies are now implementing a different approach known as “reassignment of duties” or “quiet cutting.” This practice involves moving employees out of their original roles without actually terminating their employment. According to a recent report from the Wall Street Journal, this trend is becoming more prevalent, particularly in the tech industry. Data from AlphaSense, a financial research platform, shows that mentions of “reassignment” terms have more than tripled during company earnings calls between August and this month.
Losing your hired role through reassignment can leave you unsure about your future. On one hand, you still have a job and the stability that comes with it. On the other hand, you’re now in a position that you didn’t sign up for. In some cases, employers present reassignment options as non-negotiable choices without providing any severance compensation. This lack of compensation is one of the reasons companies resort to quiet cutting. Many major U.S. companies have been reluctant to spend more money on severance packages, especially for recently hired employees.
Reassignments can also occur because someone who previously performed the work is no longer present. For example, after department layoffs, the remaining employees may be assigned additional tasks that were previously handled by those who were let go. The success of thriving after a quiet cut often depends on whether you’re being set up for success or being forced to handle more responsibility with fewer resources. If your manager supports your transition and if you can adapt to the new role, it may be an opportunity to grow and gain new skills. However, if the reassignment negatively affects your job and leaves you with no choice but to quit in order to advance your career, it may be a sign that you’re being quietly fired.
It is possible to fight back against quiet cutting, especially if you can demonstrate that it’s retaliatory. While employers have the right to reassign workers as long as it doesn’t violate an employment contract or union agreement, they cannot do so for unlawful or discriminatory reasons. If you suspect retaliatory motives, pay attention to subtle changes like a title change, altered job duties, reduced hours, pay, benefits, or perks that you previously enjoyed. It can also be helpful to gather information about whether others on your team or in your division experienced similar reassignments. Timing can be crucial in determining if the reassignment is retaliatory, particularly if it significantly decreases your pay or standing within the organization shortly after a protected activity, such as returning from disability or maternity leave. In such cases, consulting an employment lawyer is advisable.
Ultimately, a quiet cut gives employers an advantage, but it’s essential to remember that it’s your career. While your employer can decide what job they believe is best for their financial interests, you also have the right to assess your own future. Take this opportunity to consider whether you want to stay with the company or explore other options. Ask questions about available opportunities and assess the potential for growth and personal satisfaction. In the end, it’s up to you to determine the best course of action.
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