The term “Quiet Quitting” has been making headlines in the past few weeks as employees and employers alike discuss the expectations of the workplace. Quiet quitting does not actually mean quitting; it instead refers to an employee doing the basic necessities of their position. They clock in on time, they leave on time, they complete their required work… and nothing more. This has prompted a divided discussion on what the basic expectations of an employee are in the workplace.

Supporters of quiet quitting emphasize that the notion is not about slacking off, but rather doing what you are paid to do. And that’s it. Essentially, it becomes a matter of setting boundaries and refusing to perform unpaid work.  

The other side of the debate argue that employees that want to stand out in the workplace need to go the extra mile and show passion for their position in order to succeed and get ahead. This has been a long-standing and traditional viewpoint on workplace ethics and success.

However, as employers struggle to fill job vacancies, it will be interesting to see how they adapt to this conversation. Will we see employers advertise an emphasis on work life balance? Quiet quitting seems to be a new development toward setting boundaries between work life and social life. It is also a push for setting clearer expectations for the requirements of a job.

From an employment law perspective, this brings up issues of unpaid overtime. Although most salaried employees are not paid overtime, most are actually entitled to it. Subject to exemptions for certain employees, such as managerial employees, even salaried employees may be entitled to overtime when they perform additional work. This spotlight on unpaid work may result in employees taking on additional work, but only in exchange for additional pay.

If you are performing unpaid work, you should reach out to an experienced employment lawyer to understand your entitlement to overtime and other compensation. To better understand your workplace rights and explore the viability of a claim, we encourage employees and employers to seek legal advice. Whitten & Lublin are happy to provide insight and advice into your specific circumstances. If you are looking for employment lawyers and would like more information about what Whitten & Lublin can do for you, please contact us online or by phone at (416) 640-2667 today.

Author: Rachel Patten