By Ayesha Maldeniya – HR Professional & People Strategist

In the evolving landscape of work, we’ve seen waves of disruption — from remote revolutions to AI integrations. But lately, a quieter, subtler trend has been creeping into our HR radar: “Quiet Cutting.”

While “Quiet Quitting” focused on employees silently stepping back from going above and beyond, Quiet Cutting is its inverse — a growing corporate strategy where employees are reassigned to less desirable roles instead of being formally laid off.

It’s a cost-saving tactic. It’s a legal buffer.
But for HR professionals… it’s a moral crossroads.

❓ So, What Exactly Is Quiet Cutting?
It refers to a company’s decision to avoid layoffs by moving employees into different, often lower-priority or unrelated roles, without their full buy-in. The reassignment may come with reduced influence, growth prospects, or even status.

While not illegal or even always unethical, it sends a clear message:
“We don’t have a place for you… but we don’t want the PR nightmare of letting you go.”

🚨 Why It’s a Problem — and an Opportunity
Quiet cutting might seem like a gentle alternative to downsizing. But in practice, it breeds confusion, disengagement, and quiet resentment.

As HR leaders, we must ask:

● Are we valuing transparency over temporary retention?
● Are we investing in reskilling and transition support, or just moving pieces around?
● Are we brave enough to have real conversations, or are we hiding behind reassignment memos?

If we get this right, we can transform quiet cutting into conscious career reshaping. If we don’t, we risk creating “survivor syndrome” within our teams and long-term culture erosion.

💡 What HR Leaders Should Do Now
1.Embrace Radical Transparency
Communicate the why behind role changes. Uncertainty is scarier than bad news.

2. Offer Choice, Not Just Change
Give employees a voice. Involve them in shaping their new path. Agency matters.

3. Support the Emotional Transition
Quiet cuts feel personal. HR must lead with empathy — offer coaching, counseling, and clarity.

4. Redefine Internal Mobility
Don’t just move people — grow them. Make every reassignment a development opportunity.

HR in 2026: From Enforcers to Navigators

As we head into 2026, HR’s role is being redefined, not by policies, but by people. We’re no longer just managing resources. We’re navigating complexity, building emotional safety, and designing resilient workplaces. The trends are getting quieter, subtler, and more psychological. That’s exactly why we must get louder with our leadership.

Let’s not avoid these hard conversations. Let’s meet them with empathy, courage, and clarity.

Because the future of HR isn’t just operational. It’s deeply, unapologetically human.

📩 [Connect on LinkedIn | @AyeshaMaldeniya]

#HRTrends2026 #QuietCutting #FutureOfWork #EmpatheticLeadership #PeopleFirst
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