The concept of giving two-weeks notice before leaving a job is so common among American workers that it’s not even included in most employee contracts. Up until now, giving proper notice before leaving a job has been nothing more than an etiquette standard, and not a hard-and-fast rule. That said, most people, especially those who want to maintain positive relationships with previous employers, give notice. The few who don’t are considered outliers.

Thanks to some recent online buzz, however, this might be changing.

A new trend on TikTok has workers asking the question, “Why am I so concerned with giving my employer two-weeks notice if they can fire me any time they want?”

It’s not a bad question. So let’s dig into this a little more, and try to understand what’s at the root of this shift in thought.

The Idea Behind a Two-Week Notice

While the average amount of time it takes a company to fill an open position is 42 days, it is estimated that the best candidates only stay ‘on the market’ for an average of 10 days. In other words, the faster you move, the better chance you have of recruiting top-tier candidates. This is why employers tend to value the two-week notice standard so highly—it gives them a leg up in the race for talent.

As a worker, you know that the more notice you give your employer, the easier it will be for them to find your replacement and cut down on turnover costs, which can be exorbitant, to say the least. In some ways, you’re doing your employer a favor when you give notice. You’re demonstrating that you respect them, their time, and the company at large.

But what happens when that respect doesn’t go both ways?

The Argument for Not Giving Notice

By taking just a quick foray into the TikTok world of workplace advice, you will likely stumble upon a handful of videos in which users brag about not giving notice before leaving a job. The reasons most of them state for doing this is a general lack of respect and an imbalance of power dynamics when it comes to hiring and firing.

If your employer can fire you whenever they want, without notice, why should you behave any differently? If you were asked to sign an at-will contract, shouldn’t that mean you’re allowed to quit ‘at-will’?

These are valid points and ones that employers shouldn’t try to argue with. Here’s what you should do instead: Try to establish a more respectful and fair workplace.

Is Mutual Respect Really That Important?

In today’s workplace culture—yes, yes it is.

In fact, according to a 2021 Pew Research study, lack of respect is one of the most common reasons employees leave their job in the first place, with 57% of respondents stating that they quit because they felt ‘disrespected at work’.

Additionally, of the nearly 61% of American workers that are thinking about quitting in 2023, almost two-thirds are Gen-Zers. Gen-Z is a generation known for shaking up the workplace by ditching old conventions and norms. Studies have also shown that they tend to value respect in the workplace above all else.

In other words, with Gen-Z soon to be taking up more than a quarter of the American workforce, this trend isn’t going anywhere. If employers want to avoid having workers leave without notice, they are going to have to make some changes.

So, here are some easy steps you can take now to ensure that your employees feel respected and secure in their jobs:

1. Consider switching to standard employment contracts instead of at-will contracts. This shows that you are willing to make the same concessions that you are asking of your employees.

2. Communicate often and be honest — especially during times of high turnover or layoffs. Make sure your employees understand why people are leaving or being fired to help quell any fears they may have of being let go without notice.

Lastly, give notice whenever possible. There are benefits to sticking with at-will contracts, so if you choose to keep them, make sure you are giving proper notice whenever you can. This will demonstrate to the employees who haven’t been let go, that you have respect for them, and that you’re not making hiring/firing decisions on a whim.