Soft Quitting: A New Challenge for Employers and HR Teams

February 12, 2025

In recent years, workplace trends have shifted significantly, and "soft quitting" has emerged as a concerning development for employers. Unlike "quiet quitting," where employees do the bare minimum to meet job expectations, soft quitting occurs when employees emotionally disengage from their work. While their output may remain steady, the quality and enthusiasm they bring to their roles decline, creating long-term challenges for organisational culture and productivity.


What is Soft Quitting?


Soft quitting, as described by workplace experts, is a subtler and potentially more damaging form of disengagement. Employees lose their connection to their work, feeling unmotivated and indifferent. Unlike quiet quitters, who can often be reinvigorated with clearer expectations or added responsibilities, soft quitters require deeper intervention. They need to believe their contributions are meaningful and aligned with their personal and professional goals.


This trend echoes broader societal shifts, such as the Chinese "tang ping" (lying flat) movement, which embraces a minimalist lifestyle and rejects the pressures of the rat race. It also ties into what Gallup describes as the "great detachment," a phenomenon where employees feel increasingly disconnected from their jobs. Gallup's data indicates that detachment not only impacts productivity but also stifles organisational change efforts, as disengaged employees are less likely to support new initiatives.


The Role of HR in Addressing Soft Quitting


For HR teams, soft quitting presents a unique challenge. Unlike visible performance issues, soft quitters can be difficult to identify because they continue meeting basic expectations. However, their disengagement subtly undermines team dynamics, innovation, and morale over time.


To tackle this issue, HR professionals can take proactive steps to re-engage employees:


  1. Foster a Culture of Purpose: Employees need to see the value of their work and understand how it contributes to broader organisational goals. Regular communication about the company’s mission and vision can help bridge this gap.
  2. Prioritise Employee Development: Providing opportunities for skill growth and career advancement can rekindle enthusiasm. Training programs, mentorship, and clear pathways for promotion are essential tools.
  3. Encourage Feedback and Involvement: Creating an open environment where employees feel heard and valued can reignite their sense of belonging. Regular check-ins and surveys can help HR identify concerns early.
  4. Leverage Hybrid Work Benefits: While remote work can sometimes contribute to detachment, flexible policies that prioritise work-life balance and mental health can boost engagement when implemented thoughtfully.


The Potential Impact of AI


As soft quitting highlights the challenges of human engagement, advancements in artificial intelligence (AI) add another layer of complexity. AI is poised to automate many tasks, particularly in high-skill roles. While this can boost efficiency, it also raises concerns about job security and inequality. Research suggests that 30–60% of jobs in advanced economies are at risk of being affected by AI. This uncertainty can further exacerbate disengagement among employees who feel their roles are undervalued or replaceable.


For HR teams, this underscores the importance of focusing on human-centered strategies to combat disengagement. By emphasising empathy, growth, and purpose, HR can create environments where employees feel supported despite technological shifts.


Turning Soft Quitters Into Engaged Contributors


Soft quitting is a wake-up call for employers to prioritise their people. Rather than viewing disengagement as a threat, HR professionals can see it as an opportunity to refine workplace culture and better align with employee expectations. By fostering connection, offering growth opportunities, and addressing concerns head-on, companies can not only prevent soft quitting but transform it into a catalyst for renewed engagement and innovation.



As your trusted HR partner, we’re here to help you navigate these challenges and create workplaces where employees thrive. Reach out to learn how our solutions can support your team in this evolving landscape.

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In this blog, we explore a recent WRC ruling where a school was ordered to pay €85,000 in compensation after a teacher was discriminated against during an interview. The case highlights how even seemingly harmless remarks can have serious legal consequences for employers. What Actually Happened? Employee, Emily Williams, who had been working at the school under fixed-term contract and had two years’ experience there, was on maternity leave when a permanent teaching post arose. She was neither notified nor considered, even though she was eligible. Instead, the school awarded the role to a less-experienced colleague not on leave. During a subsequent interview for a fixed-term position, the principal congratulated Williams on the birth of her baby and added: “You really should enjoy every moment at home with the baby.” Williams felt the comment was unprofessional and likely influenced the outcome against her as she had learned she was unsuccessful the very next day. Why the WRC Ruled It Was Discrimination The WRC adjudicator found that: The principal’s comment, made before scoring was complete, was inappropriate and highlighted Williams’ family status. The school could not justify why a less-experienced teacher was chosen. Their claim that it was based on prior interview scores was unsupported, with no clear process to back it up. One interviewer even adjusted a score for Williams downward without explanation, further undermining the credibility of the decision. Given these failures, the WRC concluded that Williams had established a clear case of discrimination on grounds of family status. She was awarded €85,000 in compensation, with the adjudicator stressing the importance of deterrence in cases like this. Why This Ruling Matters for Employers This case underscores three vital lessons for HR and hiring managers. First, keep personal matters out of formal interviews. Even a well-meaning comment can suggest bias or influence the panel. The interview must remain strictly professional. Second, ensure documentation and process are watertight. Reliable scoring systems, consistent policies, and clear records are essential. Without them, hiring decisions become legally and reputationally vulnerable. Finally, fairness must be more than form, it must be function. Interviews should be blind to protected statuses such as family or maternity, and all decisions must be transparent and defensible. How MSS The HR People Can Help MSS is here to help Irish businesses avoid situations like this: Designing discrimination-safe interview processes, from structuring interview panels to defining scoring metrics Training hiring panels on unconscious bias and employment equality legislation Developing clear recruitment communication policies that avoid risks around maternity or other protected characteristics Providing support and representation if a dispute arises before the WRC  Let’s ensure recruitment is fair, transparent, and free of unintended prejudice. Reach out to MSS The HR People, and we’ll help you build safe, compliant hiring practices. MSS The HR People info@mssthehrpeople.ie Ph: 01 8870690

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By Tara Daly • July 29, 2025
MSS - The HR People Achieves CPD Accreditation: What It Means for You At MSS - The HR People, we’re proud to announce that we have been officially accredited to deliver CPD (Continuing Professional Development) training. This milestone reflects our unwavering commitment to delivering high-quality, practical, and professionally relevant training to businesses across Ireland. But what exactly does CPD accreditation mean? Why is it significant? And, most importantly, how does it benefit the clients and professionals who choose MSS for their HR training? What Is CPD and Why Does It Matter? Continuing Professional Development (CPD) refers to the process of tracking and documenting the skills, knowledge, and experience gained both formally and informally as professionals work, beyond any initial training. CPD is essential in every sector but especially in fields like HR, where employment law, workplace regulations, and people management practices are constantly evolving. CPD-accredited training is independently assessed and verified to ensure that it meets industry standards for learning outcomes, relevance, structure, and delivery. Accreditation confirms that the training is not just informative, but valuable, impactful, and capable of contributing meaningfully to a participant’s professional development. In short, CPD accreditation is a mark of quality - and we’re delighted to now carry it. What CPD Accreditation Means for Us Becoming a CPD-accredited provider is a significant validation of our work. It’s more than a badge or certificate - it’s recognition from an external body that our training: Delivers clear learning outcomes Meets the expectations of professional development standards Is structured, well-presented, and aligned with current best practices Is designed with real-world application in mind For our team, this accreditation reinforces the integrity of our training content and confirms that the learning we provide is of the same high standard expected by national and international professional organisations. It also shows that we take our role as HR educators seriously. Whether we’re delivering workshops on employment law compliance, HR policies, or best-practice recruitment and onboarding, we are doing so in a way that stands up to scrutiny, offers measurable learning outcomes, and contributes to the continuous upskilling of our clients. What It Means for Our Clients and Training Participants CPD accreditation matters because it gives our clients confidence - not just in what we teach, but in how we teach it. Whether you're an SME owner trying to stay compliant, a people manager learning how to lead teams effectively, or an HR professional seeking to grow your knowledge base, attending a CPD-accredited session with MSS brings many advantages: 1. Assurance of Quality With CPD accreditation, clients know that our training is rigorously vetted. You’re not just taking our word for it - an independent body has confirmed that the training you’re investing in meets a high standard of professional learning. 2. Tangible Professional Development For individuals building their careers or maintaining professional memberships, CPD points or hours gained through our training can be recorded as part of formal CPD logs. This is especially relevant for HR professionals, business owners, and line managers who must show ongoing learning as part of their industry obligations. 3. Enhanced Employer Credibility Businesses that invest in CPD-accredited training show their teams and stakeholders that they care about learning, improvement, and staying up to date. It’s a positive reflection on company culture and helps improve employee engagement and retention. 4. Peace of Mind Around Compliance From Inclusive Leadership, Dignity at Work and Managing Difficult Behaviours, our accredited training ensures that you and your team are not only aware of your responsibilities but are applying them correctly. That means fewer risks, fewer mistakes, and a more confident leadership approach across your organisation. 5. Career Progression for Attendees Participants who undertake CPD-accredited training can use it to build their professional profile, apply for promotions, or demonstrate ongoing learning to regulatory or membership bodies. It helps turn learning into career momentum. A Mark of Trust for the Future At MSS - The HR People, we’ve always believed that training should be more than a tick-box exercise. It should inspire new ways of thinking, give people the tools to do their jobs better, and create lasting value for the businesses we support. Being CPD-accredited adds another layer of trust for our clients. It shows that we’re not just offering what’s popular or convenient - we’re offering what’s recognised, verified, and of real value. As we look ahead, CPD accreditation allows us to expand our training offering with confidence. From one-hour sessions and lunch-and-learns to multi-day workshops and tailored in-house programmes, all our CPD-accredited training will continue to be: Grounded in practical, real-world HR expertise Updated regularly to reflect changes in law and best practice Delivered in an accessible, engaging format that suits busy teams Backed by independent quality assurance Let’s Grow Together Whether you’re new to HR responsibilities or managing people across multiple departments, learning is essential. With CPD-accredited training from MSS - The HR People, you’re guaranteed a high-quality learning experience that’s both professionally recognised and immediately useful in your role.  Contact us today to find out more about our CPD-accredited training programmes or visit www.mssthehrpeople.ie/hr-training for more details.