A growing number of UK employees are taking to the internet to air grievances about employers after being let go, according to new research.
A study by career transition specialists INTOO UK & Ireland found that almost one in five employees overall, and one in four in the Gen Z age group, would complain online if they were made redundant or dismissed. It’s being described as a generational change in how workers respond to job loss, raising new questions about digital reputations and future employability.
The research, based on a survey of UK workers and employers, comes at a time when platforms such as TikTok, LinkedIn, Facebook and Glassdoor make it easier than ever to share personal workplace experiences. It found that nearly half of companies reported experiencing negative posts or reviews from former employees, with younger staff particularly likely to turn to online channels.
Online reviews carry lasting consequences
Digital workplace review culture has seen rapid growth in recent years, with sites such as Glassdoor, Indeed and increasingly social media platforms allow people to rate employers, describe redundancy experiences or warn others about working conditions. Researchers and career experts note that this public feedback has helped increase transparency but can also create reputational risks for both organisations and former staff.
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The research reveals that almost half (49 percent) of companies have experienced online criticism after letting employees go. Managing Director of INTOO UK & Ireland Owen Morgan encouraged workers to pause before posting in the wake of redundancy or dismissal. “Redundancies are a highly emotional and challenging process for businesses and its employees,” he told HRreview. “It’s often underestimated the profound impact they can have on not only those leaving the business, but also those who remain.
“Naturally, during emotionally charged moments, individuals can make rash decisions, which is why we urge people to think before they take to the internet. This trend seems most apparent within Gen Z employees, who are only just making their way in the working world but also the most digitally literate and spend much of their time on platforms like TikTok.”
Morgan argues that reviews and feedback are important tools, providing key insights for existing and future employees, but warns that negative or personal reviews leave a lasting impression. “Negative reviews can be a great opportunity for growth and change for workplaces, so employees must ask themselves if the review they are sharing is really going to have the desired impact.”
Many employment experts have pointed out that a digital legacy can follow workers as they apply for new jobs. Employers often carry out online background checks and review candidates’ digital footprints before making hiring decisions. Morgan said it was worth considering whether a strongly worded post or emotional video will help or hinder future prospects.
“For employees it’s important they prioritise finding their next role, which means future employers will be doing thorough background checks, including a digital search. Employees need to ask themselves, ‘Would I really want my next employer seeing this side of me? Is this the first impression I want to make?’ Not only is a review or video an insight into how an employee conducts themselves within a professional setting, but it also shows their personality and working style.”
Change in workplace culture
Observers say the findings reflect wider generational changes in attitudes to work, mental health and self-advocacy. Gen Z workers, born after the late 1990s, are known for being comfortable with digital platforms and for placing a high value on authenticity. According to a Deloitte Global Gen Z and Millennial Survey, this age group is more likely than older colleagues to speak out about negative experiences and seek support from online communities.
At the same time, some HR professionals warn that impulsive online posts can have unintended consequences. A Chartered Institute of Personnel and Development guide on managing redundancies notes that respectful and constructive feedback is usually more effective than public criticism, and that emotional posts made in the heat of the moment may be regretted later. The guide encourages employers to provide clear communication and outplacement support during redundancy processes, as INTOO recommends.
INTOO’s own data shows the wider impact of redundancies on workplace morale. The survey found that 80 percent of employees believe companies underestimate the effect that job losses have on those who remain. More than seven in ten respondents said they would consider searching for a new job immediately after a round of redundancies, even if their own role was not at risk.
Employers urged to manage change carefully
The findings underline the importance of getting redundancy processes right. Morgan said it was “the duty of workplaces to support each individual to navigate this change”. He advised that views are important but people should also focus on how they present themselves in public and online.
“While it’s important people provide company feedback, it’s more important they focus on their public image. Ask yourself: Will your review really make the difference you want it to? With accessible, public platforms like TikTok, there has been a real spike in people sharing very personal and traditionally private information.”
He added that focusing on career development and the next opportunity was often the more productive response, saying, “This sort of action not only puts the individual at risk, but it also provides an insight for future employers. Before typing or recording a review, employees must take a moment to recognise the possible ramifications. Focusing on the next job opportunity and progressing your career is perhaps a more beneficial action.”
