Leaving a job is always a moment of change — sometimes expected, sometimes not. But there’s a particular kind of unease that sets in when your exit doesn’t quite feel right. Maybe it happened too quickly. Maybe the reasons don’t add up. Or maybe you were handed a narrative that doesn’t match your experience. Regardless of the title you held or the length of your tenure, when something about your departure feels off, it’s worth paying attention.

This feeling is especially common in high-level roles, where executive employment dismissals are often managed quietly, behind the scenes, and without the transparency most people expect. But even in mid-level or front-line positions, it’s not unusual to be moved along with a handshake, a vague explanation, and the expectation that you won’t ask too many questions.

Understanding what might have happened — and what you can do next — starts with knowing what a “not-quite-right” exit often looks like.

It Starts With Discomfort

Sometimes, it begins long before the exit itself. The tone changes in meetings. Your responsibilities shift without explanation. You’re being excluded from decisions, or held to performance standards that suddenly feel impossible.

Other times, the departure is abrupt. One conversation and you’re out — with a basic script, a severance offer, and a suggestion that it’s “just business.” You’re left wondering whether it was truly about performance, or whether a bigger strategy was quietly unfolding behind closed doors.

When a departure feels like it came out of nowhere, or when the given reason doesn’t match your track record or relationships in the business, it creates a sense of emotional whiplash — and you start to question not just what happened, but why.

Common Signs Your Exit Wasn’t as Straightforward as It Seemed

Not every questionable exit is unlawful, but there are several patterns that indicate your dismissal may not have followed fair or proper process. These include:

A sudden performance issue raised after years of positive reviews
Lack of documentation supporting the reason for your termination
Changes in leadership that coincided with your removal
Being offered a severance or “exit agreement” quickly, with pressure to sign
Whispers of complaints, culture fit concerns, or politics, but nothing formal on record

If your departure was accompanied by vague reasoning, shifting explanations, or a push to move on quietly, it’s worth taking a step back and reflecting on what else might have been going on.

When It’s Not About You (But You Still Pay the Price)

The uncomfortable truth? Not all exits are about the person leaving. In some cases, you may have been caught in a restructure, a leadership reshuffle, or an internal politics play. Other times, your departure may have been a defensive move by the company — a way to avoid a deeper issue or conflict from surfacing.

Here are a few common behind-the-scenes reasons for questionable exits:

Power shifts: A new executive or board chair may want their own team and push out legacy leaders.
Culture mismatches: Instead of addressing misalignment transparently, some organisations quietly remove people who no longer “fit.”
Risk management: If you raised a concern, made a complaint, or stood your ground, the business may have decided you were a risk to manage — not a voice to support.
Image control: In high-stakes roles, companies often prioritise perception over fairness, opting to remove people quietly rather than publicly address tension or mistakes.

The result? You’re out, but with very little clarity or closure — and left to make sense of it on your own.

The Emotional Fallout

Leaving a job under these circumstances doesn’t just impact your career — it affects your confidence, mental health, and identity. It’s hard not to internalise the decision, even if you suspect it had little to do with your actual performance.

You might find yourself:

Replaying conversations in your head
Doubting your instincts or abilities
Feeling embarrassed, ashamed, or even angry
Hesitant to explain your departure to others

This kind of emotional residue can linger, especially when the exit lacked honesty or integrity. That’s why it’s important to not just process what happened logically, but emotionally as well.

What You’re Entitled To

If something about your departure feels wrong, it’s essential to understand your rights. You may be entitled to more than you were offered — especially if standard procedure wasn’t followed.

You may be eligible for:

Notice pay or pay in lieu of notice
Accrued entitlements, like unused annual or long service leave
Redundancy pay, if your role was made genuinely redundant
A fair explanation, if requested, for the reasons behind your termination

If your exit was managed through a settlement or agreement, review it carefully before signing. Don’t be afraid to ask questions or request time to seek advice — especially if you’re being asked to waive legal rights.

Seeking Clarity — and Support

It’s natural to want to move on quickly, especially when the experience feels uncomfortable or painful. But before brushing it off, consider taking a closer look. If the process was unfair, misleading, or poorly handled, you may be able to pursue a formal claim — or at the very least, walk away with a clearer understanding of what actually happened.

Here’s how to start:

Document your experience: Write down the sequence of events, who said what, and how you were treated.
Request copies of performance reviews, communications, or HR notes where appropriate.
Get a second opinion: Speak to a trusted mentor, industry colleague, or legal adviser for perspective.
Reflect on patterns: Were others removed in similar ways? Were there political shifts at play?

By gathering facts and context, you’ll be in a stronger position to decide whether to challenge the outcome or simply learn from it and move on.

Reclaiming the Story

Perhaps the hardest part of an unclear exit is figuring out how to explain it to others — especially future employers. Do you stick to the script you were given? Do you tell the full story? Or something in between?

The key is to be honest, but measured. Focus on what you contributed, what you learned, and what kind of environment you’re looking for next. It’s okay to say the role ended unexpectedly or that it was the result of internal changes — as long as you stay calm, confident, and forward-looking.

You don’t owe anyone the whole story. But you do owe yourself the truth — and the right to take your next step with clarity, dignity, and renewed confidence.

Because when a job ends and it doesn’t feel right, that feeling matters. It’s not just a gut instinct — it’s a signal. A cue to pause, ask questions, and take back control of your narrative. Whether that leads to legal advice, a shift in perspective, or simply closure, it’s your next move — and you get to make it on your terms.