US is generally at-will(1), so the idea of being "subtly fired" only comes up in unemployment claims, where -sometimes- you can make the case you quit because y

US is generally at-will(1), so the idea of being "subtly fired" only comes up in unemployment claims, where -sometimes- you can make the case you quit because you had no choice (hours dropped to zero, intentionally untenable working conditions, etc.). But otherwise, there are very few guarantees about the circumstances of being dismissed, and therefore not a lot of room for constructive dismissal type claims. (1) There are exceptions around specific circumstances: explicit contracts, implicit contracts (in some states) by way of publishing firing procedures in employee handbooks, and a requirement (in a very few states, but notably for software, California) for good-faith behavior by employers. PIPs are part of the "reason to dismiss" documentation for that last bit. Still, your usual recourse is collecting unemployment, not anything more drastic.