It’s just about guaranteed that at some point, one of your staff is going to resign.
You can minimise the impact their departure will have on your business by planning for it and having a good process to follow.
Follow these steps to make sure employee resignations are handled professionally, protect yourself, and say ‘goodbye’ in the most constructive way possible.
Any employee can resign at any time. If they resign verbally first, they need to follow it up with a resignation letter stating their last day of employment with you — they must give you at least the amount of notice stated in their employment contract.
If an employee leaves without giving notice, you don’t have to pay them beyond their last actual working day.
Make sure they’ve given you as much notice as they need to. If they give more notice than required, you have to accept — but you can’t try to make them give more than the minimum. If you do, you could face a personal grievance case.
Give your employee a letter to confirm their resignation, with details including:
You can also thank them for their service to the company, and wish them well with their future plans. Make sure you include a copy of this letter in your employee’s file.
Complete the employee exit checklist to make sure you’ve done everything you need to do.
Resignation(external link) — Employment New Zealand
Giving and accepting notice(external link) — Employment New Zealand
Abandonment of employment(external link) — Employment New Zealand
You can’t force or put pressure on someone to resign. If you do, it could be considered a ‘forced resignation’ or ‘constructive dismissal’. You could end up with a personal grievance case against you.
A forced resignation happens where one or more of the following occurs:
For information about how to resolve problems at work visit:
Constructive dismissal(external link) — Employment New Zealand