Employee exits don’t always happen the way we expect. Sometimes an employee gives notice, sometimes they stop showing up, and other times they drop vague hints about retirement without ever indicating a date. Here’s how to navigate these voluntary departures with confidence and clarity.
If an employee resigns but doesn’t specify when their last day will be, don’t make assumptions. Follow up in writing and ask for clarification. It’s also helpful to confirm their resignation in writing to create a record. If they don’t respond, document your attempts to follow up and make a business decision about their end date based on operational needs.
In California, it’s not legally required to wait a specific number of days before treating someone as having abandoned their job—but the standard is typically 1 or 2 consecutive workdays. The number of days should be clearly outlined in the Attendance Policy in your Employee Handbook. If your attendance policy states two consecutive workdays and an employee no-call no-shows for two days, you may consider that a voluntary resignation due to job abandonment. Depending on the situation, you should attempt to contact them and document your efforts.
This one comes up more than you might think. If someone is talking about retirement but hasn’t made anything official, treat it as a casual conversation—not a resignation. Don’t take any formal steps until they put it in writing or give a definitive date. In the meantime, continue to plan for coverage, but keep the conversation supportive and respectful.
Sometimes, an employee wants to work fewer hours or avoid certain tasks, but their preferences may not align with what the business requires. When that happens, have an honest conversation about the needs of the role and whether it still makes sense for them to continue in it. If they’re unwilling or unable to meet those needs, it may lead to a resignation or a performance-related termination.
Favoritism can lead to resentment, morale issues, and even legal trouble. If one employee is allowed to bend the rules or receive special treatment, others may claim discrimination or unfair treatment. Make sure managers are holding everyone to the same standards and are consistent in how policies are enforced.
If you're unsure how to handle a tricky resignation or offboarding conversation, our HR team is just a call away. Let’s make sure you’re protecting your team and your business.