Quiet quitting has been in the news recently to describe a trend by employees to only do the bare minimum at work. Some have described it as setting boundaries and not doing work beyond what you were hired to do, and for what you are being paid for.

The most common question I’ve been getting from employers, is if employees have the right to refuse to do work if it is not their regular job description. From the questions I’ve been fielding from clients, this is the most common refrain from employees – they refuse to do a certain task asked of them because they say it is not in their job description. However, a job description (if properly drafted) does not create a contract with the employee and should only set out a general overview of the duties the employee is expected to do. Employers have the right and ability to change an employee’s job duties as needed. It is a good reminder for employers to review their job descriptions to ensure that they are properly drafted, reflect the duties the employee is generally expected to perform, and explain that the duties may change over time. Generally speaking, an employee does not have a legal right to refuse to perform tasks required by his or her employer because it is not in their job description or is not part of their regular job duties.

What remedies and actions are available to employers to address quiet quitters? Here are a few considerations for employers:

1. Counseling and performance plans.

Similar to approaching any...

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