Introduction
More and more employees are consciously choosing quiet quitting: only doing what is stated in their job description, without extra effort or overtime. But what are the legal consequences of this? This blog explains when this does or does not pose a legal problem.
What exactly does quiet quitting mean?
Quiet quitting means that an employee does exactly what their job description requires and no more. No extra initiative is taken, no voluntary additional tasks are accepted, and overtime is avoided as much as possible. In practice, this means, for example, that the employee shuts down their computer at five o'clock and goes home immediately, without making any extra effort outside working hours.
Is quiet quitting a reason for dismissal?
From an employment law perspective, quiet quitting is not in itself a reason for dismissal. An employee is only considered to be underperforming if they fail to meet the agreed job requirements. As long as an employee properly carries out their duties according to the employment contract, there is little an employer can do legally. The law protects employees against dismissal without a reasonable ground.
When can quiet quitting become a problem anyway?
Employment contracts and collective labor agreements often include a provision requiring employees to work overtime in special circumstances. This could involve unexpected busy periods or meeting important deadlines. An employee who consistently refuses to comply with this may still run into trouble. If overtime can reasonably be expected from an employee and they refuse, it can ultimately lead to a workplace conflict and, in some cases, even dismissal.
Although quiet quitting in itself does not directly constitute grounds for dismissal, a lack of flexibility or collegiality can put pressure on the working relationship over time. It is therefore important for both employers and employees to discuss expectations regarding commitment and cooperation clearly and in a timely manner.
Conclusion
Quiet quitting in itself does not constitute a valid reason for dismissal as long as the employee properly performs their agreed duties. However, the consistent refusal of reasonable extra effort, such as necessary overtime, can lead to tensions and eventually to legal consequences. Clear agreements and communication are essential.
This blog was written by Mr. Stijn Blom, employment lawyer at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists entrepreneurs daily with a wide range of employment-related matters. From dismissal cases to drafting watertight contracts and policies – with his practical and personal approach, he helps employers and employees move forward. Want to know more?Visit Stijn's page.
Arbeidsadvocaat.nl is happy to think with you if you have questions about quiet quitting. Please feel free to contact us .
April 2025
