It may be challenging when a high-performing, well-liked employee leaves an organization, but it is important that an employer takes the correct steps to ensure a smooth departure, from both a practical and legal standpoint.
Verbal Resignation v. Written Resignation
An employer should always ask the employee to provide a resignation in writing.
A written resignation will help:
- Confirm the exact date of the employee’s resignation and clarify when the notice of resignation starts.
- Avoid disputes between the employer and the employee as to why the employee resigned and whose choice it was to terminate the relationship.
- Determine whether an employee can withdraw their resignation.
Notice of Resignation
Some provincial employment standards statutes (for example, Alberta Employment Standards Code) require an employee to provide an employer with “reasonable notice” of resignation. We recommend that an employer include a “resignation” clause in an employment agreement.
After the Resignation ~ Now what?
In certain circumstances, an employer may feel frustrated that an employee resigned from an organization. But remember that it is important to respond in a professional manner. Given the rise of social media, an employer may find themselves at the end of disparaging and offensive comments on the internet. A disgruntled employee’s comments on an employer’s conduct during their resignation could cause reputational damage to both the organization and the individual employer.
Once an employee resigns, you should:
- Acknowledge and confirm the resignation in writing (e., confirm the employee’s last working day).
- Develop a transition plan to ensure a smooth handover of duties, responsibilities and important client or project information.
- Coordinate all outstanding payments to the employee according to employment standards (salary, benefits, vacation, pay, etc.).
- Arrange for the return of all company property (laptops, key cards, badges, etc.).
- Create an internal communication plan to notify other staff of the employee’s departure ~ keep it simple and professional!
- Consider reminding the employee of any post-employment obligations (these are often outlined in the employment agreement).
- Schedule an exit interview to gather feedback on their experience and gain valuable insight for improving the organization’s retention strategies
- Issue a Record of Employment.
- Treat the departing employee with respect and wish them well in their future endeavors.
If you are unsure whether your employee has resigned or what to do following their resignation, please reach out to ClientCare to speak with an Advisor.