In the early 2020s, the internet was abuzz with the term “quiet quitting,” a phrase referring to employees who were disengaged from their work and doing the bare minimum to meet expectations. Yet recent economic uncertainty has given rise to a new term: “quiet promotion.”

A “quiet promotion” typically involves an employee performing higher-level duties, such as leading projects, supervising others, making budget decisions, or handling strategic work, without an official promotion or pay adjustment. The gap can persist for months or even years, becoming normalized with hiring stalls or shifting staffing plans. While stretch roles can be positive when intentionally designed and limited in duration, they may become problematic when an employer derives ongoing work product without commensurate compensation or a timely path to formal advancement for the employee.

Quick Hits

• “Quiet promotion” occurs when an employee takes on higher-level responsibilities without formal promotion or corresponding pay adjustment.
• Misaligned job titles, duties, and pay bands may obscure disparities and complicate pay discrimination analyses. Quiet promotions may also raise concerns regarding disparate treatment or disparate impact, salary transparency, and overtime exposure.
• Employers may be able to reduce risk by defining temporary roles’ scope and maximum duration, documenting expectations and review dates, and reviewing positions’ duties and compensation as higher-level duties continue.
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