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On the other side of the coin, in my career I've had colleagues so bad that I would gladly pay them NOT to work. They created a toxic workplace and made everything worse. Unfortunately the majority of them would likely not take UBI (in two cases they were the owner/boss). However, if UBI kept just a portion of troublesome workers out of the workforce, then that would be beneficial as well.

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UBI would likely help most in this case by giving employees the power to comfortably seek new work. Bad bosses survive mostly on apathetic employees that empower them to get away with being awful while looking productive because of their team.

The more power you give to employees the faster people will jump ship from bad bosses to good ones - and the awful ones will have a harder time keeping their positions.

UBI would probably end up disproportionately filtering out non-troublesome workers. Non-troublesome workers are more rational than troublesome workers and would take a small reduction in pay in exchange for less headache. The troublesome workers that actually enjoy conflict would stay in the workforce because they can't find the same opportunities for conflict elsewhere.

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