Getting pushed out of a job is not always obvious. Sometimes, an employer may not formally terminate an employee but instead make the workplace so difficult that the employee feels they have no choice but to resign. This is often referred to as "quiet firing."
However, one bad week, a difficult manager, or a single disagreement does not automatically mean your employer is trying to force you out. If you're worried about what's happening, here's how to approach the situation carefully and strategically.
Look For A Pattern, Not One Bad Week
"Quiet firing" generally refers to situations where an employer gradually makes working conditions more difficult in the hope that an employee resigns voluntarily.
Possible warning signs include:
Being excluded from meetings or information needed to perform your job.
A sudden reduction in responsibilities or status.
Pressure to resign instead of the company making a formal employment decision.
That said, poor management alone does not prove that an employer is forcing someone out. What matters is whether there is a consistent pattern over time, rather than isolated incidents.
When "Managing" Starts Feeling Like Bullying
Sometimes workplace management crosses the line into conduct that may be inappropriate or even unlawful.
This can include:
Repeated verbal abuse or public humiliation.
Excessive monitoring that is applied only to you.
Every small mistake being documented while others are treated differently.
Constantly changing instructions and then blaming you for not meeting expectations.
Threats of a poor employment record unless you resign.
Being deliberately excluded from meetings, colleagues, or essential information.
Ultimately, the issue is not whether your manager is simply unpleasant. It depends on the seriousness of the conduct, whether it happens repeatedly, and whether it breaches your employment contract.
Build A Timeline Before Building A Case
Instead of writing vague notes like:
"My manager keeps targeting me."
Record specific facts instead.
Include:
What happened.
When and where it happened.
Who was present.
What instructions were given.
How the situation differed from your contract or normal duties.
How you responded.
Keep copies of employment documents that you are lawfully entitled to access, such as your employment contract, payslips, emails addressed to you, or company policies.
Do not remove confidential company, client, or colleague information that you are not authorised to keep.
Don't Let Vague Criticism Become The Only Record
If you're told your performance is "not good enough," ask for specifics.
Questions you can ask include:
Which performance target was missed?
What evidence supports that conclusion?
When was the target communicated?
What improvements are expected?
How and when will those improvements be measured?
If you receive a warning letter or are placed on a Performance Improvement Plan (PIP), respond professionally and factually.
Remaining silent may leave only the employer's version of events on record.
Turn Verbal Instructions Into Written Records
After an important conversation, send a brief follow-up email.
For example:
"To confirm our discussion today, my responsibilities will change from ______ to ______ beginning ______. Please let me know if I have misunderstood anything."
This is not about creating conflict.
It simply helps ensure both parties have the same understanding of what was agreed.
Compare The Changes Against Your Contract
Review whether your employer has significantly changed any important terms of your employment, such as:
Salary or benefits.
Job title or status.
Core responsibilities.
Reporting line.
Workplace location.
Agreed working arrangements.
In Malaysia, a constructive dismissal claim is not decided solely because treatment felt unfair.
The key legal question is whether the employer committed a fundamental breach of the employment contract.
Use The Grievance Process Strategically
If you decide to raise an internal complaint, make it specific and evidence-based.
A useful grievance should identify:
The action you object to.
The contractual term or established workplace arrangement affected.
Documents supporting your account.
The outcome or remedy you are requesting.
A reasonable deadline for a response.
Keeping the complaint factual often makes it more effective than relying on emotional language.
Asked To Sign Immediately?
If HR presents you with a resignation letter or separation agreement during a meeting, don't feel pressured to sign on the spot simply because the situation is uncomfortable.
Instead, ask for:
A copy to review.
Your proposed last working day.
Details of notice and payment.
How unused annual leave and benefits will be handled.
Any waiver or release of legal claims.
Time to obtain independent advice.
A resignation, Voluntary Separation Scheme (VSS), Mutual Separation Scheme (MSS), and termination are not the same thing.
The wording used can affect your legal rights and possible eligibility for Employment Insurance System (EIS) benefits.
Resigning Can Change The Entire Case
If you are considering claiming constructive dismissal, your resignation may become a crucial part of the case.
Generally, an employee would need to show:
The employer committed a fundamental breach of the employment contract.
The resignation occurred because of that breach.
The employee did not wait so long that it appeared they had accepted the changes.
Resigning with a generic "personal reasons" letter or continuing to work for many months without raising concerns may create difficulties later.
Where possible, obtain employment law advice before submitting your resignation, not afterwards.
Know Which Door To Knock On
Depending on the issue, different agencies may be involved.
JPPM (Industrial Relations Department)
For dismissal disputes, including alleged constructive dismissal.
A Section 20 representation generally must be filed within 60 days from the date of dismissal.
JTKSM (Labour Department)
For eligible employment-related monetary claims and certain workplace discrimination disputes.
PERKESO
Employees who lose their employment due to constructive dismissal may qualify for benefits under the Employment Insurance System (EIS), subject to PERKESO's assessment and contribution requirements.
Applications generally must be submitted within 60 days.
Do not allow internal complaints to continue for so long that important legal deadlines expire.
Your Immediate Action Checklist
Before making your next move:
Download your employment contract, payslips, and relevant company policies.
Create a dated timeline of events.
Respond to formal allegations or warning letters.
Confirm important verbal instructions by email.
Submit a clear and evidence-based internal grievance if appropriate.
Review any document carefully before signing.
Check legal time limits and EIS deadlines.
Seek employment law advice before resigning.
Final Thoughts
Feeling isolated or unfairly treated at work can be extremely stressful. But before assuming your employer is trying to force you out, focus on gathering facts rather than conclusions.
The goal isn't to prove that your manager dislikes you.
The goal is to preserve accurate records, understand your legal position, and make informed decisions based on evidence rather than emotion.
