No one likes to feel uncertain about their job security, but there are often signs that can indicate when your employer is preparing to fire you. If you’re picking up on any of these red flags, it’s essential to understand what they might mean and how to protect yourself. This blog discusses several common warning signs that you are about to be fired.
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1. You’ve Been Put on a Performance Improvement Plan (PIP)
A Performance Improvement Plan (PIP) is often framed as a tool to help employees improve their work, but in many cases, it’s more about creating a paper trail. Employers may use PIPs to document performance issues so that they have written evidence to justify a termination later on. If you’ve been placed on a PIP, it’s crucial to take it seriously, but also be aware that it could be a step toward firing rather than an opportunity for genuine improvement.
2. Your Employer Starts Documenting Performance Issues
If your manager or employer suddenly begins documenting every small issue or sending frequent emails about your performance, this could be a sign they’re building a case to terminate you. When employers create a detailed record of performance issues—especially if these issues weren’t previously discussed—it’s often a way to protect themselves from potential legal action down the line.
Pay attention to the tone and frequency of these communications. If everything you do is suddenly under a microscope, it might indicate your employer is preparing for your exit.
3. You’re Given Unrealistic Goals
Being set up to fail is a common tactic some employers use to create a reason for firing an employee. If you’re suddenly assigned unrealistic or unachievable goals, it may be because your employer is trying to create a situation where they can argue you’re not meeting expectations. For example, you might be given too many tasks with impossible deadlines or responsibilities outside your role’s scope.
When expectations are set at an unreasonably high level, it’s often a strategic way to push employees toward failure and disguise wrongful termination.
4. You Start Training Someone Else
If you’re asked to train another employee—especially when this wasn’t part of your normal role—it could signal that your employer is preparing to replace you. Training someone else in your duties may mean they want to ensure a smooth transition after your departure. This is often done quietly to avoid raising suspicion, but it’s a clear sign that someone else may soon fill your role.
Take note if you’re asked to train a new hire in tasks that are core to your job, as this is usually a strong indicator of what’s coming.
5. Your Employer Misrepresents Your Performance
Sometimes, employers may misrepresent your performance, painting you as a bad employee to justify firing you. This can involve falsely reporting errors, exaggerating mistakes, or framing neutral behavior as negative. If you notice that your employer’s assessment of your performance has suddenly and drastically shifted without explanation, it could be an attempt to build a false narrative that supports your termination.
Misrepresentation of performance is often used to protect employers from wrongful termination claims, so it’s essential to document your work and any communication that can counter these claims.
Protect Yourself and Stay Informed
If you notice these signs at work, it’s time to be proactive. Start documenting your performance, keeping records of your communications with your employer, and seeking advice if needed. Being prepared can make a big difference in handling a potential termination.For more tips on navigating tricky employment situations and staying updated on your workplace rights, follow Lipsky Lowe on TikTok. We’re here to help you stay informed and protect yourself from unfair treatment at work!
About the Author
Douglas Lipsky is a co-founding partner of Lipsky Lowe LLP. He has extensive experience in all areas of employment law, including discrimination, sexual harassment, hostile work environment, retaliation, wrongful discharge, breach of contract, unpaid overtime, and unpaid tips. He also represents clients in complex wage and hour claims, including collective actions under the federal Fair Labor Standards Act and class actions under the laws of many different states. If you have questions about this article, contact Douglas today.