Employer and Employee Rights in Loud Quitting

Last October, 2022, we published an article on quiet quitting and the options employers have in light of it. In this article we will discuss the next level of employees expressing dissatisfaction with work: loud quitting.

Loud quitting is a term for acting in a way that directly harms the organization and its goals, defying those in charge. Some loud quitters may quit with a furious resignation letter that they post online, or may choose to cause a scene in other ways. However, many will simply take quiet quitting an extra step by making virtually no effort to be productive in their jobs.

Why do some Employees Become Loud Quitters?

Loud quitters become loud quitters after issues they have had at work remain unresolved. They might have had the trust with the employer profoundly broken or come to feel that they are a very poor fit for their role. Regardless, they tend to have feelings of dissatisfaction which remain unaddressed or are continually reinforced, causing the feelings to balloon into a stronger sense of resentment at their work. They are not getting what they would like to out of their jobs and eventually act out in frustration.

Understanding Your Rights Before Loud Quitting

To avoid becoming so dissatisfied that you “loud quit,” it is helpful to understand the legal requirements for your job. Under the Employment Standards Act, for example, most employees are entitled to a 30-minute break for every five hours of consecutive work. During your break, you cannot be forced to work. Your employer can choose when to give you those breaks, but if you would rather take the break at a different time or split it into two 15-minute breaks it is worth discussing with your employer. Another consideration is what is in your employment contract. If, for example, your employment contract calls for a one hour lunch break, then that is what you are entitled to, and you should politely discuss it with your employer if you are not getting it.

Learning your rights on common issues such as breaks, overtime pay, vacation days, severance, etc. is a good way to begin evaluating how you are being treated in your role, and whether it warrants your frustration. Large changes to your job such as a demotion, cut in pay, or reduction in hours allow you to resign from your job and seek full severance pay through a constructive dismissal lawsuit, for example. If you want help understanding your workplace and human rights, contact the employment lawsuit lawyers at Walker Law.

What Can Employers Do?

Loud quitting hurts the reputation of the employer. Regardless of why someone loud quits, it is a valuable signal to the employer that there may be a problem in their workplace. Take their critiques, if any, seriously and listen to other employees to find out whether the issues complained of are felt by others. If they are, work to resolve the issues to the extent to which you are able. Further, an employer might consider giving more than the statutory minimum number of breaks, giving health breaks, and implementing other policies which can help release tension in the workplace. On the other hand, if you find that someone is failing to perform their job requirements even after being warned, you may be entitled to terminate the employee with cause.

Walker Law has employment litigation lawyers with expertise in handling employment dispute matters. If you are an employer who needs help with loud quitters or an employee currently evaluating their own work environment, contact Walker Law to learn your rights and how best to resolve these issues.

 

Practice areas: Human Rights Lawyer, Employment Litigation Lawyer, Constructive Dismissal

 

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