‘Quiet Quitting’ is the newest phenomenon that has forced corporates and other employers, including law firms in Delhi, to re-think an organization’s work culture and become more sensitive to the needs of the employees and not only the profitability of their business. As one of the best law firms in Delhi, Fox Mandal & Associates is regularly approached by various entities on how to manage the phenomenon of quiet quitting.
The concept essentially means that employees only commit to their jobs to the extent of fulfilling their job descriptions and do not take on additional responsibilities or only work the minimum required hours. In other words, when an employee applies the bare minimum labor to meet their job responsibilities without taking on additional duties that are perceived as discretionary, it is called quiet quitting.
Even among the corporate law firms in Delhi, there is a perception that quiet quitting is a new practice that has only gained popularity after the pandemic when individuals were forced to ‘slow down, focus on their mental health and maintain work-life balance. However, as per a report released by Gallup, only twenty percent of the employees truly engage in their work at the office, others have been quietly quitting for a long time.
Legal implications of Quiet Quitting
Being one of the top law firms in Delhi, we have noticed that people are under the impression that an employer cannot take any disciplinary actions against employees that choose to strictly adhere to their job description and work minimum hours. However, the same is not true.
What can employers do?
Employers, including even the best law firm in Delhi, should understand that more often than not, quiet quitting is a reaction to an overwhelming working culture at a company. Hence, organizations can adopt the listed best practices to tackle the same: