Use these five points to manage employee resignations so productivity doesn't suffer
Your employee's resigned. But do you know what to do to effectively manage his resignation to prevent it from affecting company productivity? Read on to find out what you need to keep in mind to effectively manage your employee's resignation when he moves on.
When an employee resigns, it can be a stressful time for you as an employer. You'll worry about how to deal with the resignation seamlessly to prevent it from affecting company productivity.
But knowing how to effectively manage this process can make things easier for you. To do this, there are certain factors you have to keep in mind…
Consider these five points when an employee resigns
When your employee resigns, you should accept his resignation in writing. Although, it doesn't mean that if you don't accept the resignation it's not valid, you'll need written copy for your records.
A resignation brings the employment contract to an end immediately, or at the end of the notice period, depending on what you accept.
Sometimes employees resign in the heat of the moment. In these situations, 'you can allow him to retract his resignation. If an employee resigns in the heat of the moment always ask him to confirm his resignation in writing,' advises The Labour Law for Managers Loose Leaf Service. By doing this you can ensure he really wants to resign and understands the implications of his actions.
You can't unilaterally withdraw your acceptance of an employee's resignation. Once you've accepted it, you can't change your mind and decide later that you don't accept it. Remember, the resignation doesn't depend on you accepting it.
In terms of the Basic Conditions of Employment Act, you have to give your employee a certificate of service when he leaves, regardless of the reasons. 'You also have to pay him for all outstanding leave pay due to him,' says the Loose Leaf.
Remember, 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,' says the Loose Leaf.
Taking these points into account when your employee resigns will ensure you manage his resignation effectively and prevent it from affecting your company's productivity.
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