Most people assume dismissal happens suddenly. In practice, it is almost always a planned process that begins long before the termination order is signed.

As a lawyer who supervised an HR department for more than five years, I know the pattern: once management gives HR the task of “parting ways” with a specific employee, a systematic effort begins to build the paper trail. The goal is to make the eventual dismissal look lawful — or to pressure the employee into resigning voluntarily.

Here are six signals that this process has already started.

1. Sudden Bureaucratisation

Tasks that were previously assigned verbally or in messenger apps now require written confirmation only — formal emails, signed receipts, documented instructions.

This is not improved record-keeping. It is evidence gathering. Every minor deviation from procedure will be noted and used against you later.

2. Information Blackout

You stop being added to working group chats. Meeting invitations no longer arrive. Access to shared files or systems gets restricted.

The aim is to create conditions in which you genuinely cannot perform effectively — and then present that ineffectiveness as your personal failure rather than a consequence of deliberate isolation.

3. Management Bypasses You

If senior management starts assigning tasks directly to your subordinates — skipping you entirely — this is a critical signal. You are being turned into a figurehead while the employer demonstrates that business runs fine without your involvement. This prepares the ground for arguing that your position is redundant.

4. A “Refreshed” Job Description

You are asked to sign an updated version of your job description. On closer inspection, it contains vague new responsibilities, unachievable KPIs, or duties that were never part of your role before.

This is the foundation for a future formal assessment of underperformance. Do not sign without a careful review.

5. Disciplinary Microscope

A five-minute delay that no one previously noticed now gets documented with a formal report. A minor procedural deviation becomes the subject of a memo.

The target is two official warnings. After that, dismissal for repeated failure to perform duties (Art. 81(1)(5) of the Labour Code) becomes technically straightforward.

6. “Supportive” Conversations from HR

Frequent questions along the lines of “Don’t you feel you’ve outgrown this role?” or “We’re shifting direction here — have you thought about what’s next for you?” are not expressions of care. They are psychological pressure designed to make you resign voluntarily.

An employer who forces a resignation through conflict or sustained pressure is acting unlawfully. Russian courts regularly void such terminations, recognising them as a defect of free will (First Circuit Court of Cassation, Ruling No. 88-18450/2025, 07.07.2025).

What to Do If You Recognise Your Situation

Do not panic and do not resign. If the employer is trying to push you out unlawfully, you are in a stronger position than it may feel. Psychological pressure is applied precisely because the employer wants to avoid paying statutory severance. Your task is to hold the line.

Start documenting everything. Save all written communications — screenshots with dates, forwarded emails. Confirm verbal instructions in writing: “Just to confirm: the task you assigned is X, with deadline Y?”

Do not sign anything under pressure. A revised job description, a mutual termination agreement, a voluntary resignation letter — all require careful review and, ideally, a lawyer’s advice before you sign.

Consult a labour lawyer before the situation escalates. Building a defence strategy while still employed is significantly easier and less expensive than seeking reinstatement through a court after dismissal.

Frequently Asked Questions

Is it lawful for an employer to document minor violations to build a case? Documenting violations is within an employer’s rights. However, if this forms part of systematic pressure intended to force a resignation, a court may void the resulting dismissal as a defect of free will.

Can I be dismissed after a single disciplinary warning? Under Art. 81(1)(5) of the Labour Code (“repeated failure to perform duties”), one active disciplinary warning is enough — a further violation on top of an existing warning already establishes “repeated” non-performance. The employer does not need to wait for a second formal reprimand before dismissing. For a single serious misconduct — absenteeism or disclosure of confidential information — one sanction suffices on its own.

Am I required to sign a revised job description? No — you cannot be compelled to sign without your consent. Request a reasonable period to review the document. If the employer refuses to give you time, record that refusal in writing.

Can I challenge a dismissal that was clearly planned in advance? Yes, within one month of receiving the dismissal order (Art. 392 of the Labour Code). The court may reinstate you and award your average salary for the entire period of forced absence.

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If two or more of these signs apply to your situation, you are already in a legally vulnerable position. Do not wait for the termination order. Contact us — we will assess your case and help you build a protection strategy.

6 Signs Your Employer Is Preparing to Fire You