Op-Ed_ The Rise of “Quiet Cutting”—Legal Loophole or Ethical Blind Spot_

Op-Ed: The Rise of “Quiet Cutting”—Legal Loophole or Ethical Blind Spot?

As economic headwinds buffet industries from tech to retail, companies are rethinking how they manage workforce reductions. But instead of traditional layoffs, a quieter, more ambiguous strategy is gaining traction: reassignment to less desirable roles. Dubbed “quiet cutting,” this practice preserves headcount on paper while subtly nudging employees toward the exit. It may be legal—but is it ethical?

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Episode Transcript

Speaker 1 (00:00):
Quiet cutting is legal, but is it ethical? And op
ed by Molly Szelvenberger. As companies face economic uncertainty, many
are turning to a quieter alternative to layoffs, reassigning employees
to less desirable roles. This practice, often called quiet cutting,
allows firms to preserve headcount while subtly encouraging resignations. It

(00:23):
may be legal, but it raises serious ethical questions. In
most states, employment is at will, meaning employers can reassign
roles without cause, unless restricted by a contract or union agreement.
Companies can legally shift employees into new positions even if
those roles are misaligned with their skills or career goals,

(00:43):
but legality isn't the same as integrity. When reassignment is
used to retain talent or adapt to business needs, it
can be a strategic move done transparently and with empathy.
It offers employees a chance to pivot and grow. But
when it's used to pressure workers into quitting, avoiding severance
or difficult conversations, it becomes a form of corporate manipulation.

(01:08):
Reassignments that target whistleblowers or marginalized groups may cross into
retaliation or constructive discharge. Both of which carry legal risks.
Even when no laws are broken, the damage to morale
and trust can be lasting. Companies must ask are we
managing talent or manipulating it? Reassignments should be a conversation,

(01:30):
not a trap. It should reflect business necessity, not bureaucratic convenience.
In the end, how companies treat their people during uncertain
times will speak louder than any earnings report. Mollie Selvenberger
operates a jurisprudence legal support firm as an advocate assistant
and contributing to conversations on her podcast Go Beyond the Brief,

(01:52):
a deep dive. She consults with professionals on building mental
health awareness and legal supportive services. You can contact her
office at seven two zero eight three five five eight
five five till next time.