First, it was quiet quitting. Then came quiet firing. Now, there’s a new workplace issue employers and HR professionals need to be aware of: quiet cracking.
At esphr, our specialist employment lawyers work exclusively with HR professionals and business leaders, helping them manage complex workforce challenges while staying legally compliant. Here, we explain what quiet cracking means, how to spot it, and the risks of ignoring it.
What is quiet cracking?
Quiet cracking occurs when employees silently struggle through their jobs. Rather than openly voicing dissatisfaction, they continue to ‘show up’ but feel disconnected, undervalued, or unsupported.
Unlike quiet quitting, which is often a conscious decision to scale back effort, quiet cracking is more subtle – a slow decline in motivation and wellbeing. And unlike burnout, it doesn’t always present as exhaustion. Instead, it shows up as lingering dissatisfaction that chips away at engagement and connection.
The danger for employers is that performance may not immediately fall, making it harder to spot until the impact on morale, productivity, or retention becomes significant.
Is it a growing workplace issue?
Research by TalentLMS in 2025 found that 54% of employees experience some level of quiet cracking, defining it as “a persistent state of workplace unhappiness, leading to disengagement, poor performance, or plans to quit”.
This makes it a hidden workplace risk – one that can impact business performance, mental health, and legal compliance if not addressed.
What causes quiet cracking?
Quiet cracking doesn’t appear overnight. It’s usually the result of systemic pressures building over time. Contributing factors include:
- Poor or inconsistent leadership
- Lack of recognition
- Unclear expectations
- Limited growth opportunities
- Job insecurity, fuelled by economic uncertainty and new technologies such as AI
If left unchecked, these factors can create a culture where employees feel unseen, undervalued, and ultimately disengaged.
How can employers identify it?
Because employees experiencing quiet cracking often internalise their struggles, employers must look out for subtle signs, such as:
- Withdrawal from collaboration or team discussions
- Reduced initiative and reluctance to take on new tasks
- Subtle declines in performance or productivity
- Lack of enthusiasm or visible motivation
- Resistance to change or new ways of working
- Disengagement from development opportunities
- Low participation in workplace culture
- Emotional signs such as frustration, irritability, or stress
Spotting these patterns early is critical. Silent disengagement can lead to more serious issues – including grievances, long-term sickness absence, or even legal claims – if the underlying causes aren’t addressed.
Why should employers be concerned?
For organisations, failing to address quiet cracking can have wide-ranging consequences:
- Reduced productivity and efficiency – with knock-on financial impacts.
- Increased absence levels – particularly where mental health is affected.
- Disability discrimination risks – where poor mental health meets the Equality Act 2010 definition of disability and reasonable adjustments aren’t made.
- Resignations and higher turnover – leading to disruption and costly recruitment cycles.
- Constructive dismissal claims – if disengagement stems from serious failures to address workplace issues.
Preventing quiet cracking: what HR and employers can do
Preventing disengagement requires tackling its root causes before they escalate. Practical steps include:
- Fostering psychological safety so employees feel able to raise concerns without fear of repercussions.
- Investing in training and development, showing commitment to employee growth and progression.
- Embedding recognition into everyday management practices.
- Balancing workloads and clarifying expectations to prevent overwhelm.
- Equipping managers with empathy and communication skills to spot and support struggling employees.
- Making wellbeing and fairness a core business priority, not a nice-to-have.
