When employers push employees to resign: four questions about "quiet cutting"the silent dismissal
Push for resignation rather than dismissing an employee? This practice is called “quiet cutting” among the Anglo-Saxons and can be translated as “silent dismissal”. It is the opposite of “quiet quitting”. According to an American study carried out in March by the job search site Monster (in English)77% of workers surveyed have witnessed “quiet cutting” within their company, and 58% say they have been affected by this process.
“Quiet cutting” also exists in France, employees have experimented with it and employers have been responsible for it, confirm respectively Nina Tahrouni, who ensures respect for employees’ rights, and Cyrille Catoire, lawyer used to defending companies. , including some who have resorted to this type of practice.
In reality, this new Anglo-Saxon terminology applies to “a phenomenon that has always existed in the world of work”underlines Nina Tahrouni, doctor of law, specialist in psychosocial risks and founder of the firm Global Impact. “It’s a practice that clearly exists and is rather in the minority”, specifies Cyrille Catoire, lawyer specializing in social law. For him, certain sectors are more concerned than others “like the construction sector, or that of event communication”very competitive.
“The most emblematic example is that of France Télécom, recalls Nina Tahrouni, which went from the status of a public company to that of a private company and which had 22 000 officials she wanted to get rid of. Institutional harassment was even recognized and the aim was to force these workers to leave the company.”
Pushing employees to resign to avoid the cost of dismissal takes different forms: “Putting aside, removing functions, removing tasks, lack of recognition”, lists Nina Tahrouni. The employer can use unfair methods like “refusal of increase, refusal of bonus payment, sidelining”adds Cyrille Catoire. “The idea is to demotivate the employee to push him to the limit, so that he ends up leaving on his own”, he emphasizes. In the most serious cases, “quiet cutting” can lead to moral harassment.which the employee can then invoke before the industrial tribunal”, underlines the lawyer.
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