Use these four tips to manage your employee's notice period when he resigns
Although a resignation brings the employment contract to an end, a notice period will mean your employee isn't entitled to leave work immediately. Read on to discover what you need to consider to effectively manage your employee's notice period so his resignation doesn't affect your company's productivity.
When an employee resigns, it can be a stressful time for you as an employer. But knowing how to effectively manage this process can make things easier for you and prevent your employee's resignation from affecting company productivity.
To do this, there are certain factors you have to keep in mind…
Remember these points when dealing with employees serving their notice periods
When your employee resigns, he must work out his notice period as stated in his employment contract. That's because the notice period allows you to find a replacement and ensures a smooth hand-over. This also ensures business continues without interruption, despite your employee leaving.
But, if the employee who's resigned wants to start his new job immediately you can agree to waive the notice period. 'You'll probably only do this if you don't need him to do a hand-over or appoint a successor,' says the Labour Law for Managers Loose Leaf Service.
Remember, if you arrange to waive your employee's notice period and not to pay notice pay, get him to sign a written agreement to avoid a possible dispute later.
If your employee resigns without giving you notice as required by law or in terms of your employment contract, he's in breach of contract and you don't have to pay him notice pay.
And don't forget, for your employee's resignation to be valid, it must be either in words or show a clear, unconditional and unambiguous intention not to carry on with the employment contract, writes FSP Business.
Keeping these factors in mind when dealing with your employee's notice period will help you manage his resignation and prevent it from affecting your company's productivity.