TikTok users share their personal and professional milestones online, so it’s no surprise that ‘private’ workplace meetings have appeared on the platform as well.

Quit-Tok (also known as ‘loud-quitting’) refers to usually dissatisfied employees covertly recording key workplace meetings – such as resignations, dismissal, redundancy announcements – and then posting them online. Given the sensitive nature of these videos and their raw, unfiltered insight into workplace dynamics, they can attract thousands or even millions of views.

The use of covert recordings
If an employee covertly records a meeting and later tries to use it as evidence in a subsequent employment tribunal claim, it is possible that the recording could be deemed admissible.

But beyond their potential use in legal proceedings, covert recordings raise broader concerns – particularly if an employee decides to share them on social media. Sensitive workplace information could reach a much wider audience than intended.

Business exposures
While Quit-Tok videos may contribute to workplace transparency, they also create significant risks for businesses. The most obvious concern is reputational risk, as companies featured in viral videos may find themselves at the centre of negative publicity. This can impact employee morale and potentially affect the businesses’ ability to attract and retain talent, clients and suppliers.

Additionally, depending on the nature of the meeting, such recordings may contain confidential information which the business would likely prefer to keep confidential for business continuity or data protection related reasons.

If the employer was aiming for an amicable departure, the existence of a covert recording could complicate negotiations, shifting the focus from resolution to trust-related concerns.

Finally, any failure to follow legal or internal procedures – or delivering difficult news insensitively (for example, without considering tone and approach) – could be further amplified by social media.

How to reduce the risk of meetings ending up on social media?
One way to reduce the risk of covert recordings is to prioritise in-person meetings where possible, as this makes it more difficult for employees to secretly record. However, if in-person meetings are impractical – such as in remote work environments – employers should remain mindful that virtual meetings could be recorded.

For virtual meetings, employers may wish to remind employees at the start that covert recordings are not permitted. However, any such approach should align with the business’ policies and be applied consistently. 

To strengthen protection against covert recordings, employers should ensure that workplace policies address these issues and are communicated to employees. Consider whether social media, data protection, and grievance and disciplinary policies:

• explicitly state that employees are not permitted to share confidential discussions online;
• clarify whether, and in what circumstances, employees are allowed to record meetings – if at all;
• outline that posting recordings of workplace meetings online could be considered as gross misconduct.

It may also be beneficial to review confidentiality clauses in employment contracts to ensure they explicitly cover these scenarios.

Employers should also consider whether employees are aware of and have confidence in internal grievance and whistleblowing processes, as a well-functioning internal system can help resolve concerns before they escalate.

Despite taking precautions, it may not always be possible to prevent an employee from secretly recording a meeting. However, businesses can minimise the risks by ensuring that those leading discussions are well-trained in handling sensitive conversations. A well-managed meeting is less likely to create a situation where an employee feels compelled to share it publicly.

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