by Riley Cook
The job market is simply catastrophic, from ghost listings to Gen Z recording themselves in uniform to post their grievances or do TikTok challenges to win $10,000 from rappers such as Latto.
Not only that, but according to a study conducted by Robert J. Shapiro, “55% of Peak Boomers say they will retire in the next five years, but the actual number will be substantially higher because people tend to retire a couple of years sooner than planned, either due to illness, an unexpected change in the job including layoffs, or simply a change of mind on when to stop working.”
We couple that with the fact that some jobs are just looking to replace their workers, with RTO mandates being used as a way to force workers back into the office or to resign. If they choose not to resign, companies can simply let them go. But what about those employees who you want to go, and they simply won’t leave or retire? It’s not uncommon for business owners to keep an employee on payroll due to loyalty rather than skill.
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But for many of us, this can be problematic because a person who has worked for a company for ten years may no longer qualify for their role and should either retire or resign. A common practice taking place now—especially in retail or customer service industries—is constructive discharge. Employees who are not interested in leaving on their own or resigning are finding it harder to work because they are constantly being placed on a performance plan, which will inevitably lead to them either quitting or getting laid off.
In order for the workforce to regulate itself, older employees will need to retire and be replaced with adequate staff members, but now that we are in an employer market, employers have the power to pay less and still receive a number of qualified, and in some cases, overqualified candidates.
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EMPLOYERS NEEDING EMPLOYEES TO RETIRE:
The last thing you want to do is pressure your employee to quit their job or engage in a game of constructive discharge; this will more often than not result in a lawsuit that you will not win. Instead, if there is an employee giving you grief or you just want them replaced, then consider openly communicating this to them and offering to assist them with counseling expenses.
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