The workplace has gone through many changes during the Covid-19 pandemic, chief among them remote working, which emptied offices and forced people to work from home during lockdowns.

It has also led to changes in attitudes to work, which sparked trends including the 'great resignation' and more recently, 'quiet quitting'.

Quiet quitting doesn't actually involve quitting. Employees are 'quitting' going above and beyond. They are logging off at 5pm sharp, doing only assigned tasks, and declining to do any extra unpaid work.

It is regarded as a response to hustle culture and burnout, and while many people were not in a position to resign from their jobs, they did reassess their relationship with work and opted instead to 'quit' quietly.

Quiet quitters found their voice and millions of followers on TikTok.

In the US, TikToker Sarai Marie who posts videos under @saraisthreads, has garnered lots of views, likes and followers.

In one of her sketches, her boss 'Susan' hands files to staff member 'Veronica' asking her to get the work done by the end of the day. Veronica replies: "It's 2022. We're acting our wage, so don't give us any extra work."

The sketch ends with Veronica taking part in a Zoom meeting at 4.59pm and as the clock strikes 5pm, she shuts her laptop and goes home.

The social media post has been viewed 10.4 million times.

In another sketch, Susan asks everyone to come to work 30 minutes early "to settle in". Veronica replies: "Once corporate America stops being toxic, I'll come in before my shift and set up early."

For others, it is not a performance, they simply log out, leave work and post it on social media.

The rise in quiet quitting is linked to a fall in job satisfaction, but is it a legitimate response or a risky business?

Solicitor Richard Grogan, who specialises in employment law, has racked up thousands of views and followers on TikTok by answering questions and explaining people's rights in the workplace.

"I wouldn't recommend it if you want to have a career in an organisation or you want to get promoted," Mr Grogan said.

He said a contract will normally have a provision that employees work overtime from time to time "so it's not just a question of 9 to 5, the employer can, according to the contract, want you to do extra".

"So, taking a decision that I'm just going to work 9 to 5 and put the pen down and go home, is one that is probably going to result in a lot of difficulties, if I can put it that way."

Síobhra Rush, partner and head of the Dublin office of Lewis Silkin, said that doing the bare minimum and doing it in a resentful way, doesn't necessarily mean that people will feel fulfilled in their job, and she said it suggests that they are just in the wrong job.

"I also think that employees need to be very careful about this because if they are not performing to the standards that are required by their employer, they could justifiably have to be performance managed if they're not coming up to scratch," she said.

"They could face a performance management process, and I suppose we are seeing an increase in this area with hybrid working and people having to be managed remotely."

Ms Rush said quiet quitting is something to watch, "particularly for employment lawyers".

Mr Grogan said the quiet quitting phenomenon "tells me that there is a lot of disconnect between employers and employees and that that disconnect is getting worse".

He said employers do have to notify employees if they are required to work overtime, "but if you're going to leave at 5pm on the dot regardless, well then the employer needs to know about it".

"Equally if you're working with someone then you at least need the courtesy to tell them," he said.

"I'm not saying that an employee should stay on until 5.30 or 6pm, the employee should be organising their day so that people know that they're leaving at 5pm.

"Simply closing the laptop and going home, that's not the right way to deal with anybody."