What do I do when an employee resigns?
If you accept an employee’s resignation, there are several things you need to do to make their departure as smooth as possible. Make sure you:>
- Get written confirmation of their resignation – and the date of resignation. This will help you avoid disputes over the exact date of the resignation and the start of any notice period.
- Decide whether you wish the employee the employee to work their full notice period – You may find it more appropriate to pay the employee in lieu of all or part of the notice period if your contract provides for it or the employee agrees. However, if you do so, be sure that you have another employee who is able to immediately take on the job.
- Confirm the employees notice period – usually part of their contract of employment. If it is not, statutory notice will apply. See how to issue the correct periods of notice.
- Agree with the employee the terms of announcement – to other staff concerning their departure, if appropriate.
- Organise a hand-over period – This allows for a smooth handover to existing staff or the employee’s replacement of key tasks and responsibilities.
- Arrange an ‘exit interview’
- Organise their final payment – including all money owing, eg pay in lieu of working a notice period, money for unused holidays, overtime and bonus payments.
- Part on good terms – The person leaving may become a client or may be able to refer business to you. Equally, a disgruntled ex-employee can damage the reputation of your business if they leave on poor terms, eg having identified you as their previous employer then writing about their experiences as your employee on a social networking website or blog. This may be the case where the employee has details on their profile, which identifies them as having worked for you.
- Make a point of saying goodbye – on the actual day the person leaves and thank them again for all their hard work.
- Get a reference
What questions will I be asked if I resign?
Exit interviews serve to both determine how a workplace can improve and to improve and to protect the company from future litigation.
Common interview questions include:
- What is your primary reason for leaving?
- What additional reasons contributed to your leaving?
- Did anything trigger your decision to leave?
- What was the most satisfying about your job?
- What was least satisfying about your job?
- What would you change about your role?
- Did your duties turn out to be as you expected?
- Did you receive enough training to do your job effectively?
- Did you receive adequate support to do your job to the best of your ability?
- Did you receive sufficient feedback about your performance?